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INTERVIEW PREPARATION

A great interview does not rest solely in the hands of the candidate . In fact, a candidate may interview poorly in
response to an ill prepared hiring manager .
The following will assist you in preparing YOUR end of the interview .

1. Evaluate the Restaurant Needs
Before entering into the interview process, be sure you have evaluated the needs of the restaurant (staffing
levels, future job openings, etc .) Additionally, you may consider the attributes of people you have on staff vs .
the attributes of people you need in order to balance the team .
2. Use Appropriate Questions
We have developed appropriate interview questions, and these pre-planned questions are designed to identify
candidates that meet our expectations . To select someone whose traits are the right fit for the team, you must listen
and assess their answers to determine if they meet your needs . In addition to the pre-established questions, you
will want to get additional information about the candidate . You must also ensure that any additional questions
are consistent and legal questions . By sticking to your skill-related questions and asking only legally appropriate
questions relevant to the position, you will be able to defend your hiring decision .
When in doubt, remember: “If it’s not job related…Don’t ask!”
3. Set Expectations
Explain to the candidate what can be expected from the job (responsibilities, appropriate appearance,
integrity, availability) and from FRC (benefits, environment, culture, opportunity for advancement) . Be sure to
review the appropriate job description and explain to the candidate what they can expect after the interview .
Will you be calling them? Are they to call back? Another option is to explain: “If we are interested in further
discussing your application for this job, we will call you within 5 days .”

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