What Should You Look for When Interviewing Restaurant Staff?

Hiring the right staff is one of the most critical decisions you make as a restaurant owner. In an industry where turnover rates consistently exceed 70% annually, a single poor hiring decision can set off a chain reaction - affecting service quality, team morale, and operational efficiency. On the flip side, the right hire can ease pressure on your existing team, improve guest satisfaction, and help stabilize your business in the long run.

But finding the right person isn't just about experience on paper. A polished resume doesn't always equal a reliable, hard-working employee. That's why the interview process is your best opportunity to look deeper - into a candidate's attitude, communication style, adaptability, and fit for your team.

Before you even schedule interviews, take a step back and clarify exactly what you're hiring for. It sounds simple, but many restaurant owners rush into interviews without outlining the specifics of the role - and that leads to mismatched expectations and poor hiring decisions.

Start by creating a clear job description. What are the core responsibilities? What are the expected hours? Is this a weekday lunch shift role, or does it require late-night weekend availability? These details matter because not every candidate is suited for every role, even if they've worked in a restaurant before.

For example, hiring a line cook requires a focus on speed, precision, and the ability to work under intense pressure. A host, on the other hand, needs excellent people skills and the ability to stay calm and organized during a rush. If you're hiring a server, the ideal candidate should be outgoing, efficient, and able to handle customer concerns without losing their cool. Each position demands a different mix of soft and hard skills.

Outlining these traits ahead of time will guide your interview questions. You'll be better equipped to spot gaps, ask targeted follow-ups, and evaluate whether the candidate truly aligns with your expectations. This also shows candidates you run an organized, professional operation - making your restaurant more appealing to quality talent.

Lastly, don't assume candidates will ask clarifying questions. Be proactive in communicating what the job entails. When both you and the applicant are clear on the role, you'll save time, avoid misunderstandings, and increase your chances of hiring someone who will stick around.

In the restaurant industry, a resume can only tell you so much. While experience is helpful, it's not always a reliable predictor of performance. A candidate might have worked at five different restaurants in the past two years, but that could be a red flag rather than a sign of adaptability. What truly matters - especially in customer-facing or fast-paced roles - is attitude and work ethic.

During the interview, pay close attention to how the candidate speaks about past jobs. Do they show respect for former employers and coworkers, even if the experiences were challenging? Are they enthusiastic about working in hospitality, or do they seem like they're just looking for a paycheck? Positivity, resilience, and a willingness to learn are often more valuable than technical skills that can be trained.

Ask situational or behavioral questions to reveal work ethic. For example -

- "Tell me about a time you had to cover a shift last minute - how did you handle it?"
- "How do you stay focused during long or stressful shifts?"
- "Can you give an example of when you went above and beyond for a customer or team member?"

Look for signs of reliability, problem-solving, and a can-do attitude. These traits contribute directly to team morale and guest satisfaction.

Also, observe their demeanor during the interview. Did they arrive on time? Were they respectful and engaged? These small cues often reflect how seriously they'll take the job.

Clear, respectful communication is the glue that holds a restaurant team together - especially during high-pressure shifts where timing, coordination, and customer satisfaction are all on the line. A candidate might have excellent technical skills, but if they struggle to communicate with coworkers or guests, it can quickly lead to tension, mistakes, and a drop in service quality.

During the interview, pay attention to how well the candidate expresses themselves. Do they listen actively? Do they answer your questions clearly and confidently? Are they able to describe past experiences in a way that shows reflection and insight? These signs indicate emotional intelligence, which is a strong predictor of teamwork and adaptability in fast-paced environments.

You should also explore how they've worked with others in the past. Ask questions like -

- "Tell me about a time you had to collaborate with someone who had a different working style."
- "How do you handle conflicts or disagreements at work?"
- "What role do you usually play in a team setting - leader, supporter, problem-solver?"

Their responses can reveal whether they're a team player or more focused on individual performance. Compatibility with your current staff is just as important as their ability to handle tasks. A single disruptive employee can upset the flow of an entire shift.

Finally, remember that communication is a two-way street. Share your expectations around teamwork and communication culture. Make sure they feel aligned with your values. Building a cohesive team starts with people who not only do the job but elevate those around them.

In the restaurant world, things rarely go exactly as planned. A dishwasher breaks down during dinner rush. A customer sends back an order. A team member calls in sick last minute. These are everyday realities, and they require staff who can stay calm, think on their feet, and adapt without escalating the situation.

During interviews, it's important to go beyond yes or no questions and test how candidates react in real-world scenarios. Hypothetical or situational questions can give you a clear picture of their decision-making process. For example -

- "What would you do if a customer was upset about a delayed order?"
- "If you were double-sat with tables during a rush, how would you manage both guests?"
- "How would you handle a situation where you were unfamiliar with a new system or menu item?"

What you're looking for isn't necessarily the "perfect" answer, but their thought process. Are they calm and logical? Do they consider both the customer and the team? Do they acknowledge responsibility or immediately shift blame?

Adaptability also means being open to feedback and willing to learn. Ask about a time they had to adjust quickly to a new system, menu, or manager. Do they show resistance to change or a growth mindset?

Problem-solving and adaptability are critical traits, especially in an environment where speed and flexibility are key to success. Hiring individuals who can troubleshoot under pressure helps prevent breakdowns in service - and gives you peace of mind when you're not on the floor.

Even the most skilled, enthusiastic candidate won't be a good hire if their availability doesn't match your restaurant's needs. Misalignment in scheduling is one of the most common - and preventable - reasons new hires don't last. That's why discussing availability and reliability early in the interview is essential.

Start by clearly communicating the shifts that need to be covered. Are you looking for someone to handle late-night weekends, weekday lunch shifts, or a rotating schedule? Be specific. Don't assume candidates are flexible or willing to take whatever is offered - they may nod along during the interview and then struggle to commit once hired.

Ask direct questions like -

- "What days and hours are you available to work consistently?"
- "Are you available to work holidays or cover extra shifts if needed?"
- "Do you have any other commitments (school, another job, family responsibilities) that might affect your schedule?"

You should also explore their history of reliability. Ask, "Have you ever had to miss a shift unexpectedly? How did you handle it?" or "What would you do if you were running late?" Their responses will give insight into how dependable they are under pressure.

Another factor is transportation. Do they have a reliable way to get to and from the restaurant, especially during early or late shifts? If not, consider how that might affect attendance.

Hiring someone with the right skills but poor schedule fit leads to frustration - for you, your team, and the employee. Prioritizing availability and reliability during the interview helps ensure you hire someone who will show up, step up, and stick around.

In a restaurant setting, first impressions matter - not just for customers but also for your team. The way a candidate presents themselves during the interview often reflects how they'll maintain personal hygiene and professionalism on the job. While it's important not to judge solely on appearance, some standards are non-negotiable, especially in roles involving food handling or direct customer interaction.

Cleanliness and grooming speak volumes about an employee's respect for their role and the environment. For example, a server with untidy clothing or poor personal hygiene could negatively impact the dining experience and even raise health concerns. Similarly, a kitchen staff member who disregards basic cleanliness might put food safety at risk.

During the interview, observe the candidate's grooming and attire as one signal of professionalism. Are they dressed neatly and appropriately for the role? Did they arrive on time and prepared? Professionalism also includes how they conduct themselves - polite greetings, eye contact, and attentive listening are positive signs.

However, be mindful of personal style and cultural differences - focus on hygiene and respectful behavior rather than rigid dress codes. Your goal is to find someone who understands and values the standards your restaurant upholds.

You can also set expectations early by explaining your dress code, grooming policies, and hygiene requirements. Candidates who respect these rules from the start are likely to be reliable in maintaining them on the job.

Interviewing restaurant staff is more than just ticking off a list of qualifications. It's about understanding who the candidate truly is - their attitude, work ethic, communication style, adaptability, and how well they'll fit within your team and operational needs. Taking the time to prepare, ask targeted questions, and observe carefully can help you avoid costly hiring mistakes and build a dependable, motivated workforce.

Remember, a thoughtful interview process is an investment. When you hire the right people, your restaurant runs smoother, turnover drops, and your guests leave happier. The right hires don't just fill positions - they become the backbone of your success.

If you're looking to take your hiring and workforce management to the next level, consider using tools designed specifically for restaurants. Altametrics offers a comprehensive platform to streamline scheduling, time tracking, and onboarding - helping you optimize your team's performance from recruitment to daily operations.

Learn how Altametrics can support your hiring process and overall restaurant management by clicking "schedule a Demo", so you can focus on what matters most - delivering great food and experiences to your guests.