The initial interview for both front-of-house and kitchen staff in a 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: How did you communicate with the kitchen during the last peak period?
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 a customer changes their order, what step would you do 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: How do you usually assign cleaning duties at the end of the day?
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 peak holiday hours, standing all day, and serving food quickly. Observe whether the candidate can: verify revised content, confirm recipients, and explain when to reply to customers. 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
Provide a mock order form with changed items. Ask the candidate to explain how they will confirm with the kitchen and then write down the key points of the handover. Please use public, anonymous, or fictitious information, stating 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 if I have no relevant work experience in the kitchen or front-of-house operations of a 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 front and back kitchen staff at a restaurant, how can one supplement evidence of their work ability?
Provide a mock order form with changed items. Ask the candidate to explain how they would confirm with the kitchen and write down key points for the handover. The key points are verifying the changes, confirming the recipient, and stating when to reply to the customer. The company will arrange and review this process; the initial interview summary will not be considered the final hiring decision.