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 recruitment 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. When posting your job, make sure you list the traits you desire. 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.