When screening resumes for restaurant staff, both front-of-house and kitchen personnel, first review relevant work evidence, then compile a list of questions to be confirmed. Information not included in the resume should not be automatically considered a lack of ability.
What evidence is needed for this job opening?
Start by considering the candidate's work schedule, relevant store duties, and availability on weekends, but don't just look for keywords. Confirm the candidate's actual responsibilities, the methods used to complete them, and how their achievements can be demonstrated. Even a well-written autobiography must return to the core task itself.
Categorize the conditions into essential, trainable, and pending confirmation.
- Essential: Qualifications that are directly related to the actual job and that must be possessed before starting the job.
- Training available: The company is willing to arrange learning and handover of the relevant parts, and does not require candidates to be familiar with everything from the beginning.
- To be confirmed: matters that are not detailed in the resume, contradict each other, or require further examples.
Ability to work weekends, manage peak hours and handovers effectively, and maintain good hygiene are negotiable criteria for this position. The supervisor should first determine the importance of these criteria before reviewing each resume using the same standards.
How to write supplementary questions for a resume
Hello, thank you for providing your resume. This job opening includes both on-site and off-site tasks. Could you please provide a relevant example: what parts were you responsible for, how did you confirm the completion of the work, and how did you handle any uncertainties?
If the candidate lacks experience in the same position, provide relevant learning, project, or work examples. Avoid skipping candidates with similar responsibilities based solely on seniority.
How to supplement the evidence?
Subsequent selections can include mock drills: given a mock order form with changed items, candidates are asked to explain how they would confirm with the kitchen and then write down the key points of the handover.
The key observation points are verifying the revised content, confirming the recipient, and specifying when to reply to the customer. This example is used to confirm the work method and does not require the candidate to hand over confidential information from their previous company or real customer data.
The interview list will be determined after review.
Candidates should be categorized into those for whom further investigation is possible, those requiring supplementary information, and those confirmed to be ineligible. The summary should still be compared to the original resume; if the reasons for ranking are unclear, the criteria should be revised or additional questions asked, not just the ranking itself.
The next step is to refer to resumes that all seem similar and figure out how to compile an interview list .
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:
What if the restaurant's interior and exterior kitchen records don't list the necessary information?
First, check the work schedule, relevant store operations, and whether additional evidence can be obtained on weekends to determine if the work conditions are met. Incomplete information does not necessarily mean that the work conditions have been confirmed.
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.