One of the advantages of small business is that you do not need a huge team to run it. As the team is relatively small, you can basically handpick your staff. On the other hand, every member of the small team is almost equally important to your success, so it would be rational to pay attention to the process.
You will employ up to ten people both permanently employed directly running your escape room and on free-lance/contract basis, but the team might be expanded or minimized if need be. In the hiring process you should be driven by following principles:
- Try to hire the best candidates, do not let yourself to compromise;
- Prefer emotionally intelligent candidates, who know how to react if something goes wrong, especially regarding the level of satisfaction of your players, who possibly can fail at the game; try to look for engaged employees, who like to work with people;
- Be ready to hire the people who do not have relevant experience at the position if they seem to have the necessary qualities (mainly concerns the operators and/or administrators);
- Make sure that your job offer is appealing (important at bigger markets) and try to mention promotion line.