The 20 Best Restaurant Interview Questions
This question can help you understand the candidate’s reasons for wanting to work in your restaurant. Responses like, “I really enjoy making people happy!” or, “My friend said you have the best pay.” can tell you a lot about their motives.
This question can help you see whether or not the candidate is a team player. The answer they give can provide insight into their maturity level, how they handle stress, how they hold themselves accountable for problems, and their ability to deal with difficult personal situations.
What happens behind the scenes can have an effect on how your employee deals with customers. So if the employee has a tendency to hold onto grudges and harbor resentment for a co-worker, that might be a red flag to let this one go.
The answer the candidate gives to this question can tell you a lot about their behavior should they get the job. The way they view hospitality will give you some insight into how they will respond to your guests.
The dictionary defines hospitality as, “the friendly and generous reception and entertainment of guests, visitors, and strangers.” The candidate’s response should be something similar — in their own words, of course.
If there’s too big a difference between the interviewee’s response and what you expect, they might not be the right choice for your restaurant.
Maintaining a healthy work/life balance is essential for food and beverage workers. It is extremely easy to burn out when you’re focused on customer service all the time. Having interests outside work can help your employees recharge after a difficult shift.
That’s why it’s important to find out what the candidate likes to do when they’re not working. The answers they give will help you see if they can maintain the busy life that comes with working in a restaurant.
This question can serve two purposes:
It can give you insight into what the candidate sees as great service.
It can help you gauge the level of excitement about their successes.
Are they happy when they tell the story? How much detail do they give? Do you feel like the candidate is being genuine?
How they tell the story, as well as the story itself, can give your further understanding about what hospitality means to them.
Talking about failures is much more difficult than talking about successes. Asking the candidate about their least favorite customer service experience can, again, serve two purposes.
First, it can help you see what bad customer service means to the candidate. Second, it can help you see how the candidate handles their mistakes. Do they take responsibility for the problem? Or do they make excuses?
The answer to this question can help you determine the candidate’s self-confidence. That said, it’s important that the strengths they mention be relevant to the restaurant industry. You want to hear things like:
Good with people
Cool and calm under pressure
A strength that has nothing to do with the restaurant industry — like being good with computers — indicates that the candidate might not be well-suited for this fast-paced environment.
The benefit of asking this question comes, not just from the candidate’s answer, but from how they deliver that answer as well. You certainly don’t want to hear that their greatest weakness is their temper — that doesn’t translate well to the busy restaurant environment.
But whatever weakness the interviewee does tell you about, do you feel they’re being honest and humble about it? Do they mention that they’re trying to work on improving that weakness?
The answer they give, as well as how they give it, can help you see what kind of an employee the candidate might become.
You’ll have your own policy for this issue, but asking a candidate how they would handle it can be a great indicator of how they might react under pressure. Before the candidate gives an answer, watch for a reaction.
Does the interviewee get nervous and tongue-tied, or do they stay calm and answer easily? This, too, shows how they will likely behave during a busy dinner shift when problems are coming fast and furious.
Asking this question can help reveal the candidate’s knowledge of the restaurant industry. Does the candidate’s answer use common restaurant terminology? Are they familiar with the ins-and-outs of serving customers?
Does the answer touch on why they want to work in the industry in the first place? Do you get the sense that the candidate is just there for the paycheck?
The response the candidate gives can help you get a sense of the person rather than just the employee.
This question makes a great follow up to “What is your favorite part of serving?” There are always parts of the job that people dislike: the schedule , the hours, the rush followed by the lull in activity.
But when a candidate’s answer to this question has more to do with things like being busy, demanding customers, and dealing with co-workers, it might be a red flag that this person isn’t right for the restaurant industry.
This is a great question to ask up-front because it indicates the candidate’s willingness to work. The candidate may give great answers to every other question you ask, but then tell you that they can only work between 8 a.m. and noon on Tuesdays and 1 p.m. and 8 p.m. on Sundays.
This is certainly not someone you want to try to work into your schedule, no matter their experience and skill level.
Asking a candidate how they define “team player” can help you gauge how they might fit in with your current employees. It can also help you see if they are willing to pitch in and help even if a task is outside their normal job description.
The candidate’s answer should indicate that they’re ready to work in whatever capacity and that they’re ready to be both a leader and a follower as necessary.
Customers can be difficult. It’s just a part of the restaurant industry. So when you ask the candidate this question, you’re more than likely to get an answer.
The important part is not the annoying things the candidate mentions, but how they handle those situations.
Leaving a low tip is one of the most frustrating things a server can encounter…especially after they’ve provided great service. But do they let that low tip affect that rest of the night, and potentially other customers?
If the candidate’s answer is brief, consider asking a more pointed question like, “How do you deal with those annoying things?” This will help you see how they react in a real-world situation.
This may seem like a basic question, but it can give you plenty of insight into the motivation of the candidate.
If they don’t have an answer, they probably just applied on a whim. If they do have an answer, they’ve obviously done some research or have first-hand knowledge of your business.
A great answer to this question is something like, “I’ve been coming here since you first opened and I’ve always loved the food and atmosphere. I get a great vibe when I’m here and I’d like to be a part of it.”
This shows that the candidate has a passion for what you have to offer and is motivated and engaged to lend their skills to making your business successful.
Unfortunately, prejudice runs rampant these days. You don’t want to find out after you’ve hired someone that they refuse to serve certain customers. This can cause problems on multiple fronts.
It can be difficult for your other employees who have to take up the slack. And it can cause problems for your business should word get out that a server or host or bartender has problems with specific groups of people.
Ask the employee directly if they’re willing to serve anybody and everybody who comes into your restaurant so you don’t have to deal with this problem after the fact.
If you’ve already asked why the candidate wants to work in the restaurant industry, it’s time to get specific and ask why they want to work at your restaurant.
A well-qualified candidate’s response will show that they have done their research, know about your business, and have a high level of interest. Expect to hear something like, “Your restaurant is known for X and is an attractive place to work for people who want Y.”
Their answer will also show that the job they are applying for matches the next step in their career growth.
In addition, listen for appreciation of your company’s mission and values as well as an expression of how the candidate can provide value to your business but also learn and grow.
An answer to this question gives you insight into what the candidate has to offer and is essential for making an informed decision. Asking why they think they would perform well at your restaurant helps you understand each person’s unique strengths, skills, and level of experience.
Armed with that knowledge, you can choose the best candidate — or candidates — that most closely match the unique needs of your restaurant.
The valuable thing about this question is that it often elicits a response that, while similar to the “greatest strength” question, is different enough that it provides a more complete picture of the individual you are interviewing .
The restaurant business is, by no means, an easy business in which to survive and thrive. Most work environments are full of high-pressure situations that can bring out the best (and worst) in your team members.
Those same high-pressure situations can also reduce the likelihood that a new hire will stay long enough to learn how to function in such a fast-paced environment.
Asking the interviewee what kind of work environment they are used to will help you understand whether they are well suited for your restaurant or not.
If you don’t get an informative answer the first time through, you may need to ask follow-up questions such as, “Tell me about a time when you had to deal with a high-pressure situation. How did you handle it?”
A good answer will tell you how well the candidate deals with stress and what strategies they use to cope with presser at work.
Even the most punctual and dependable employee can be late every now and then. But asking this question can help you get a better idea of how the candidate will react when life throws them a curveball.
Did they exercise their problem-solving skills and figure out a way through the issue? Did they arrive late and then make excuses? Or did they prioritize punctuality and still make it to work on time?
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