📢
Hiring Process
1
Get manager approval for the open position
2
Post the job
Facebook page · local job boards (Indeed, local paper) · community boards. Contact returning staff first before posting.
3
Screen for reliability and attitude — skills can be trained
4
Interview with consistent questions for all candidates
5
Check references — actually call them
6
Make offer, confirm start date, notify others promptly
7
Background check for cash-handling or sensitive access roles
Start hiring for spring season in February–March. Seasonal roles: cart attendants, starters, marshals, beverage cart, snack bar.
📋
First Day — Have Ready
1
Signed offer letter and written job description
2
New hire paperwork: W-4, I-9, direct deposit, emergency contact
3
Uniform or PPE for the role
4
Two-week schedule and assigned trainer
🎓
Training (Days 1–10)
1
Day 1: tour, introductions, handbook, safety orientation
2
Days 2–10: shadow experienced staff in their role
3
Review relevant SOP docs from the portal
4
Hands-on practice under supervision
5
Supervisor signs training checklist before employee works independently
Do not skip this step.
📅
Scheduling
1
Collect availability at the start of each month
2
Post schedule at least 5 days in advance
Last-minute schedules create call-outs.
3
Schedule by coverage needs — not personal preference
4
Missouri labor law: employees under 16 have restricted hours and equipment limits
Managing Performance
- Address issues early — a 5-minute conversation prevents most formal situations
- When an issue recurs: document it in writing, even briefly
- New hires: monthly check-ins for first 90 days
- Returning staff: annual review before the season starts
- Recognize good work publicly — it sets the standard
- Termination: involve the manager; document the reason clearly before acting