When recruiting for the first time for a restaurant's front and back kitchen staff, it's worth checking the following: Do they only look for restaurant experience and not ask if the staff can work on weekends? Turning easily overlooked information into specific questions ensures both parties understand the same job.
When opening a vacancy: clearly describe the actual task.
This job involves peak holiday hours, standing all day, and serving meals quickly. Don't just list general requirements like job title or "must cooperate"; specify the work schedule, the tasks you'll be involved in, who can assist you, and how you'll learn once you start.
When reviewing resumes: Avoid treating preferences as necessary conditions.
Based on the work schedule, relevant store duties, and whether evidence can be gathered on weekends, determine whether someone can work weekend shifts, peak-hour division of labor and handover, and which hygiene habits need to be confirmed before starting work. If information is insufficient, ask for supplementary information first; do not infer ability or willingness to cooperate from personal information unrelated to work.
In the initial test: ask the hypothetical question in a specific context.
You can ask, "How did you coordinate with the kitchen during the last peak period?" Then ask the candidate to explain what information they needed to confirm and when they reported to the supervisor. If the answer differs from job expectations, first check if the question was clear before labeling the person.
During the interview: Add an observable example.
Provide a mock order form with changes to the menu items. Ask the candidate to explain how they would confirm with the kitchen and then write down the key points of the handover. During the review, pay attention to verifying the changes, confirming the recipient, and explaining when to reply to the customer. Explain that this is a mock exercise and let the candidate know how to review it; they are not required to use real customer data to complete company business.
Before making a decision: Write down anything that is not yet confirmed.
Verify the tasks, time, location, compensation, and onboarding arrangements, and designate a handover point. A smooth interview cannot replace these confirmations. Record the reasons for selection and any questions raised by the candidates so that adjustments can be made based on the specific circumstances when opening vacancies in the future.
The next step can refer to the first recruitment SOP: from receiving resumes to receiving offer notices .
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Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
When recruiting kitchen and dining staff for a restaurant for the first time, what should be checked first?
First, check if there is a clause that "only considers whether someone has experience in the catering industry, without asking if they can come on weekends." Then, clearly state the conditions and confirm them by asking additional questions and providing examples of their work.
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.