Now that you know what a structured job interview is and what steps to take before scheduling structured interviews, let’s explore how you do it!
Introduce yourself to your applicant and escort him (or her!) to your office where you will be conducting the interview. Get the ball rolling and ask if he has ever visited your restaurant and eaten here.
You will want him to be comfortable and confident as multiple studies from Wharton and UCLA have shown that introverts have performed better than extroverts in team-driven job roles.
Outline your operational tactics for processing orders, desired serving time, customer service priorities, and other restaurant-related duties.
Why not share a taste of the hourly earnings he may get to enjoy as a result of his hard work? Share any potential opportunities for future growth as well to encourage employee retention. Perhaps an opening for Assistant Manager could open up in the next few months if the applicant demonstrates high caliber.
Verify the applicant’s past work experience by a posing a range of behavioral questions. You can also appraise his skill bracket by asking different situational questions as well.
Make sure you do not ask any illegal interview questions such as his political outlook or age etc.
Quietly listen and rate your applicant’s answers to each question. Observe his body language, tone of voice and overall confidence as he speaks. Paying attention to non-verbal indicators will give you an insight into his personality and attitude that could have an impact on your final recruiting decision.
Before you invite your applicant to ask questions about your restaurant, explain what your general policies are in terms of dress code, menu memorization, punctuality, courtesy and general working culture.
Be an open book and tell your candidate to ask you questions pertaining to the role, colleagues and your restaurant. Try to answer them as comprehensively as possible.
When done, thank the applicant for taking the time to come in and communicate the time frame it will take you to get back to him with your decision. Of course, if the candidate is available immediately and you need him to start, hire him right away!