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Step 2: Before Scheduling Structured Job Interviews
By: Sharmain Zain
Reading time: 3 min

Before you start scheduling structured job interviews to staff your restaurant, there are a few things you need to do. This will help you streamline your recruiting process and get better results.

1. Job Analysis & Description

Think about what the role entails and refer to the performance of past restaurant employees whom you hired for it. Compile a list of traits that contributed to the success of the position and add it in your job description. Speaking of which, feel free to include:

  • Designation & Job Title: A strong, well-written job description begins with a clear job title and name. It will immediately let the job applicant know what he is signing up for.
  • Responsibilities: A detailed list of job duties and responsibilities should be included along with relevant, dedicated time variables. For instance, if you are hiring a chef to help your head cook, then simply label it as “Assistant Chef”. Keep each descriptive statement short and sweet (no longer than two or three lines). Include the following for each:
    • Purpose
    • Action
    • Expected result for each listed task.
  • Desired or Preferred Scope of Skills: What are the skills and competencies you are looking for? Perhaps use competency interview questions for the latter.
    • Competency: a group of distinct behavioral patterns that hold the ability to execute a specific role and tends to be an innate characteristic. For instance, you may want your waiter to possess strong communication skills.
    • Skills: A job skill can be learnt via study and observation. If you can make a killer mocha latte as a barista, then that would be counted as a skill you have developed through past job experiences.
  • Reporting Lines: By sharing whom the position will report too: you will define clear expectations, future working relationships and growth prospects to the candidate.

2. Define Your Questions

Suppose you come up with a list of six competencies that are imperative to the job  – then compose a minimum of two questions for each listed competency. Depending on the time you have available – feel free to define more.

Divide your list of structured interview questions into behavioural or situational. We will share a few samples in the next article.

3. Incorporate Ranking Method

A scoring system will help you to compare and evaluate all candidates so you can reach a well-informed, optimal decision. Of course, you can enforce your own methodology – here is our friendly suggestion (assuming you are appraising communication skills)

  • Level 5: Brilliant. Knows how to communicate negative news to his colleagues or customers.
  • Level 3: Satisfactory. May need a bit of direction in how to communicate during uncomfortable situations but can learn more with time.
  • Level 1: Low. Communication skills are lacking and not sufficient for the role.

Now, you are ready to rock- let’s take a look at how to hold a structured job interview.

Put your structured job interview skills to the test and download our mobile app. Go ahead and post a job for free, you will receive applications within moments!