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Why Competency Interview Questions Help Bar Managers
By: Sharmain Zain
Reading time: 3 min

In the world of hospitality, finding an amazing bartender is equivalent to striking gold! Incorporate competency interview questions in your search for bar staff and reap the benefits of a smooth hiring process.

The term “competency” assesses one’s skill set, general attitude and knowledge level in a particular niche. The optimal combination of these three variables is what you want on board your workforce. For instance, you will want a bartender with great people skills as well fundamental cocktail/drinks knowledge.

Competency Interview Questions vs. Normal Interviews:

  • Competency interviews: Competency interview questions are also known as behavioural or structured interviews. These tend to follow an organized agenda and outline questions to test specific skills. Situational questions are given to the applicant that need to be responded to with effective examples. The interviewer can dig deeper and truly gain insight into the candidate’s capability.
  • Normal interviews: If you want a non-systematic approach, then you may have more of a general conversation with them. It allows you the flexibility to lead the conversation flow in the direction you deem fit as you go along.

Examples of Competency Interview Questions

  • How do you manage your relationships with your colleagues?
  • How do you think you will be a good “fit” for our bar?
  • Imagine a drunk customer walks into our establishment and wants another drink. You think they have had too much, how would you handle the situation?
  • If your colleague is unable to handle a customer complaint, how would you handle it?
  • How would you handle if an under-aged customer comes to order a drink with a fake ID?
  • Give us an example of how you managed a workplace conflict.
  • Describe a situation where you took on a leading role and had to manage your colleagues.
  • Share a time when you had to help out a colleague who was struggling with a work task.

Check out a few additional benefits of competency-based hiring processes.

1. Decreased Employee Turnover

Identifying individuals beforehand with the desired set of characteristics will help ensure that they stick around in the long-run. It is imperative that you find the right “fit” for your company.

2. Forecast Future Performance Capability

a. Take a look at your past hires and appraise who did well versus who did not.

b. Make a list of the skill set that performed effectively and use that as the hiring yardstick.

c. Compare and contrast against past decisions, initiatives, incidents and performance management. It will create a roadmap of the ideal job description and candidate you are seeking- hence saving you time and resources.

3. Structured Interview Framework
Did you know that 94% of candidates appreciate it if you give them feedback after an interview? Even if they don’t make the cut, it allows them a chance to improve. Plus, you never know – you may hire them in the future. Competency interview questions let you track candidate profiles and allow you to evaluate them according to your criteria.

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