Managing a restaurant team isn’t just about hiring the right people—it’s about setting them up for success, keeping them engaged, and knowing how to navigate every stage of their journey. Hiring to Retiring is your go-to guide for mastering the entire employee lifecycle, from recruiting and onboarding to retention, performance management, and offboarding. Whether you’re looking to build a strong team culture, reduce turnover, or handle tough staffing decisions with confidence, this series delivers actionable insights and best practices to help restaurant operators lead with success.
Interviewing with Intention
The interview process is your opportunity to dig deeper than resumes and job applications. The goal isn’t just to confirm qualifications—it’s to discover whether the candidate is a true fit for your team, culture, and pace.
Setting the Stage for Success
- Create a Comfortable Environment: Candidates are more likely to show their true selves in a relaxed setting. Avoid rigid interrogation styles.
- Structure Your Interview: Use a consistent set of core questions for every candidate to compare responses fairly, and leave room for follow-ups.
Red Flags to Watch For
- Vague or Inconsistent Answers
- If a candidate struggles to explain previous experience or gives conflicting details, dig deeper.
- Lack of Enthusiasm or Engagement
- Pay attention to body language, energy, and whether they’ve researched your restaurant.
- Blaming Previous Employers
- Speaking negatively about past jobs or managers is a warning sign of potential attitude or accountability issues.
- Inflexibility with Hours or Tasks
- Be upfront about schedule expectations; hesitation or resistance may signal a poor fit.
- Overemphasis on Money Without Interest in the Role
- Compensation matters, but if it’s their only focus, it could indicate low long-term commitment.
Green Lights That Signal a Great Fit
- Specific, Relevant Experience
- Look for examples that align with your restaurant’s pace, style, and team structure.
- Situational Awareness and Problem Solving
- Ask scenario-based questions like: “Tell me about a time you had to handle a difficult guest.” Strong answers show emotional intelligence and professionalism.
- Questions That Show Curiosity
- Candidates who ask thoughtful questions about your operation or team are showing genuine interest.
- Cultural Fit
- Do they align with your restaurant’s vibe—casual and energetic, or refined and detail-driven?
- Reliable References and Work History
- A consistent record and positive reference feedback validate what you see in the interview.
Bonus Tip: Include a Working Interview When Possible
Even a short trial shift can reveal a lot about a candidate’s attitude, adaptability, and communication skills. Just be sure to comply with local labor laws around unpaid work or probationary periods.
Great interviews go beyond the basics. With the right approach, you can spot potential pitfalls, confirm alignment, and welcome employees who’ll help your restaurant thrive.