For a preliminary interview at the bar/front desk of a coffee shop, you can start with the following three questions, each corresponding to a specific work scenario. First, ask about the method used, then follow up with the basis for your judgment, giving the candidate a chance to clearly explain their work approach.
Three core questions and directions for further inquiry
Question 1: If a customer says it's too bitter, how would you proceed with your questions?
Follow-up question: Please specify what information will be confirmed in the first step, what will be done next, and why this arrangement is made.
Question 2: If you're making both cups at the same time, which step do you take care of first?
Follow-up question: If there is insufficient information or the original approach is not feasible, who would you consult and how would you adjust it?
Question 3: What do you do when there is a shortage of cash in the kiosk?
Follow-up question: When a task comes to an end, how do you confirm the result and let the person taking over know what needs to be done?
What should be observed in this position?
The work environment involves the morning rush hour, handcrafted drinks, and customers asking for recommendations. Observe whether the candidate can: retain customized requests, verify cup counts, and communicate unfinished items to colleagues. Simply saying they are attentive and cooperative is not enough to confirm these abilities.
How can I write my answer record?
You can use three types of notes: "Sufficient Evidence," "Questions Need Further Answer," and "Work-Related Concerns Arise." Include a sentence of supporting evidence for each judgment. If you haven't done the same job, you can answer using a simulated scenario; don't simply give zero points for lack of experience in the same position.
This is a company-defined evaluation method, not a verified competency test, and it does not mean that the system will automatically score according to this method.
Simulated work samples after the initial test
Three beverage orders are provided, one of which requires a change in sweetness. Please arrange the preparation order and demonstrate how to process the order. Please use public, anonymous, or fictitious information, and state the purpose, time required, and review method beforehand.
Interview answers can only provide partial evidence. When there are professional technical or on-site operational requirements, further confirmation should be arranged by appropriate personnel, and then evaluated together with working hours, compensation, and onboarding arrangements.
Could the next step be to consider hiring based on gut feeling after the interview? Or could we use work experience as evidence to organize the selection criteria ?
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
How can I answer if I have no relevant work experience at the bar/front of a coffee shop?
You can answer using relevant projects, learning experiences, or simulated processing methods. Review the methods and basis, and arrange for work samples to confirm if necessary.
After the initial interview at the bar/front of a coffee shop, how can I supplement my work ability with evidence?
Three beverage orders are provided, one of which requires a change in sweetness. Please arrange the preparation order and demonstrate how to process the order. The key points are to retain the customized request, verify the number of cups, and communicate any unfinished items to colleagues. The company will arrange and review the application; the initial summary will not be considered the final hiring decision.