If you stock your dining area exclusively with extroverts you will get good sales results but the movement of product will be so slow, you'll need twice as many of them. They will tend to stand around and talk too much. If you have all introverts you will move food and beverage quickly but you'll have a poor sales and your customers' perception of your service will not be as good as it could be. Our use of these aptitude tests came about as an extension of a learning curve into more effective recruitment techniques. Like a lot of managers, our clients had previously relied on their intuition and often accepted job applicants who were partially unsuited to the expected role.
Unsuitable staff can be a real problem.
Quite often they're not bad enough to give you clear justification for termination, but their lacklustre performance can be a constant source of irritation, and worse still, they can drag down the morale and standards of the rest of your team. I'm still disturbed at how often I encounter staff in various hospitality businesses who are not only unsuitable, but totally wrong for their jobs. They're usually the result of what I call 'body snatching'. Body snatchers are managers who are too lazy to spend time recruiting properly. The more experienced I become, the more I respect proper recruitment.