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.
Hiring the Right Person Starts with the Right Questions
A resume tells you what a candidate has done. An interview tells you who they are. Your goal isn’t just to fill a position—it’s to find someone who aligns with your team, your values, and the demands of the role. The interview is your chance to dig deeper.
Before the Interview: Prepare with Purpose
- Review the Resume Thoroughly: Make note of gaps, short stays, or unclear job titles.
- Tailor Your Questions: Ask role-specific questions for FOH, BOH, or leadership roles.
- Create a Consistent Format: Use a standard set of questions for all candidates to ensure fairness and make comparisons easier.
Interview Questions That Reveal True Fit
Use open-ended, behavioral questions to learn how candidates handle real-life situations:
- “Tell me about a time you had to deal with a difficult customer. How did you handle it?”
- “Describe a time you made a mistake at work. What did you learn?”
- “What do you enjoy most about working in restaurants? What’s most challenging for you?”
Green Lights to Watch For
- Specificity: Candidates who provide concrete examples, not vague generalities.
- Self-Awareness: Honest reflections on past mistakes or challenges.
- Enthusiasm: Energy, positivity, and genuine interest in the role and your restaurant.
- Team-Oriented Mindset: They talk about collaboration, not just personal success.
Red Flags That Warrant a Second Look
- Vague or Evasive Answers: Especially around job changes, conflict, or responsibilities.
- Apparent Disengagement: Candidates who seem disinterested, distracted, or who struggle to engage with the conversation. (Note: lack of eye contact alone shouldn’t be used as a disqualifier, as neurodiverse candidates may present differently.)
- Blaming Others: Candidates who place all blame on coworkers or managers when discussing challenges.
- Overemphasis on Money or Scheduling: Compensation and hours matter, but if that’s their only focus, it could mean trouble down the line.
Bonus Tip: Conduct Working Interviews
For FOH or BOH roles, consider a short working interview. You’ll see how the candidate interacts with staff, handles pressure, and adapts to your pace and standards.
Interviews are more than checklists—they’re conversations that should uncover whether a candidate is a great fit for your restaurant’s unique culture and needs. Prepare, probe, and pay attention to the details. Hiring right means fewer headaches down the line.