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Applicant: “I went beyond the call of duty for my manager.”

Interviewer: “Perfect. Can you tell me what you did exactly and how that differs from your normal routine?”
Applicant: “There weren’t many times I wasn’t able to make my deadlines.”

Interviewer: “Can you narrow that down for me? Can you define ‘not many?’ (Then be careful to wait for
the answer and not lead the candidate. (“It was only one time, right?”)

Applicant: “I ALWAYS do (whatever it is).”
Interviewer: “OK, can you please take a moment and tell me about one specific instance?”

Applicant: “I am GREAT with making my guests feel comfortable.”
Interviewer: “Good to hear. Can you elaborate and tell me about a guest experience and what you did on
your last shift to make them feel comfortable?”
Listen for Red Flags

By listening carefully, you can often pick up on invaluable information from your candidate . Often, clues regarding
prejudices or other social attitudes that are not compatible with our business will be brought up in the interview and
will typically go unnoticed unless you are paying close attention . If you listen carefully, you can prevent making a
poor hiring decision .

Think about the use of these comments, what they tell you about the applicant, and how they affect
your team:

“My last boss demanded too much of me.”
“I was the only one who knew anything at that place.”
“My boss was always telling me what to do.”

“I worked too many long hours.”

DO NOT SHRUG THESE COMMENTS OFF!

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Revised February 2014 7