The initial interview for both the front and back kitchen staff at a hot pot restaurant can begin 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 table of people all order extra toppings at the same time, how would you arrange them?
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: How do you deal with children running around in the store?
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: Who would you contact if there was a dispute over food serving?
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?
This job involves quick table turnover and a lot of food delivery. Observe whether the candidate can: match orders to table numbers, confirm the responsible colleague, and explain any unfinished follow-up tasks. Simply saying you are meticulous 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
Given a simulated order for three tables to simultaneously add food, candidates are asked to organize the table numbers, items, and order of submission. Please use public, anonymous, or fictitious information, and state the purpose, time required, and evaluation 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 the question if I have no relevant work experience in the front or back of a hot pot restaurant?
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 for both the front and back kitchen staff at a hot pot restaurant, how can I supplement my work ability with evidence?
A simulated order will be placed for three tables to simultaneously add food items. Candidates will need to organize the table numbers, items, and order of submission. The key points are ensuring the order and table numbers match, confirming the responsible colleague, and explaining any unfinished add-on items. The company will arrange and review this process; the initial interview summary will not be considered the final hiring decision.