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.
Examples of Competency Interview Questions
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.