Hiring the right team for your restaurant is crucial. The interview process is your chance to find out if a candidate has the skills, attitude, and work ethic needed to thrive in your fast-paced environment.
To help you hire restaurant staff, here are 15 essential restaurant interview questions along with what to look for in a candidate’s answers.
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See how Truffle worksWhy ask this question?
This question gives insight into a candidate’s motivation for pursuing a job in the restaurant world. You’ll get a sense of their passion for the industry and whether they see it as a long-term career or just a temporary job.
Example answer:
"I love the fast-paced environment and interacting with people. I’ve always enjoyed cooking and food, so working in a restaurant allows me to combine that passion with customer service. I also like the team aspect—there’s something satisfying about everyone coming together to create a great experience for guests."
What to look for:
Look for genuine enthusiasm for the restaurant environment. Passion for food, customer service, or teamwork is a good indicator that they’ll thrive in a restaurant setting.
Why ask this question?
Restaurant work is often fast-paced and stressful, especially during rush periods. You want to know if the candidate has experience working under pressure and how they manage it.
Example answer:
"I worked as a server during college, and weekends were always incredibly busy. To handle the rush, I would stay organized by prioritizing tasks and keeping calm. I learned how to manage multiple tables efficiently by focusing on staying present with each customer, even when things got hectic."
What to look for:
Look for candidates who stay calm under pressure, can prioritize tasks, and maintain excellent customer service even when it’s busy.
Why ask this question?
Dealing with difficult customers is part of the job in any restaurant. This question tests a candidate’s conflict resolution skills and their ability to stay calm and professional.
Example answer:
"When a customer is upset, I always listen to them carefully to understand their concern. I stay calm and avoid getting defensive, and then I work on finding a solution that satisfies them. For example, if there’s an issue with the food, I offer to have it remade or suggest an alternative they might enjoy. The key is to make them feel heard and valued."
What to look for:
Candidates should demonstrate empathy, patience, and a focus on finding solutions. Their answer should show they can keep their cool and prioritize the customer’s experience.
Why ask this question?
In a restaurant, staff need to juggle multiple tasks at once. You want to ensure the candidate knows how to manage their time effectively when things get busy.
Example answer:
"When things get busy, I make sure to prioritize tasks that directly impact the guest’s experience—like taking orders and delivering food quickly. Once those immediate needs are handled, I catch up on less time-sensitive tasks like cleaning or restocking. Staying organized and focused helps me keep everything moving smoothly."
What to look for:
Candidates should demonstrate an ability to prioritize tasks based on urgency and impact on service. Organization and time management are key skills.
Why ask this question?
Teamwork is essential in restaurants, where the front and back-of-house need to work in sync to deliver great service. This question explores how well the candidate collaborates with others.
Example answer:
"In my last restaurant job, we had a system where the servers helped each other during busy shifts. If one of us was in the weeds, we’d help out by running food, refilling drinks, or checking on tables. It was all about communicating and working together to ensure smooth service."
What to look for:
Look for candidates who understand the importance of teamwork and can give examples of how they support their colleagues. Collaboration is crucial in the restaurant business.
Why ask this question?
In a restaurant, feedback from customers, managers, or coworkers is inevitable. This question helps you gauge the candidate’s ability to accept criticism and use it to improve.
Example answer:
"I view feedback as a chance to improve. For example, when I started as a line cook, my chef pointed out that I needed to be quicker with prep work. I took that feedback seriously, practiced knife skills at home, and focused on speeding up without sacrificing quality. Over time, I became one of the fastest on the line."
What to look for:
Look for candidates who are open to feedback and can use it constructively to improve their performance.
Why ask this question?
You want to hire someone who has taken the time to learn about your restaurant and who is genuinely interested in being part of your team.
Example answer:
"I’ve been a fan of your restaurant for a while. I admire how you focus on locally sourced ingredients and create a welcoming atmosphere. I’m passionate about sustainable food, and I think my experience as a server, combined with my love for great food, makes me a good fit for your team."
What to look for:
Look for candidates who have researched your restaurant and who align with your values or vision. This shows they’re serious about the job and invested in being part of your success.
Why ask this question?
Customer experience is at the heart of the restaurant business. This question helps you assess how the candidate approaches service and guest satisfaction.
Example answer:
"I always try to read the table and tailor my service accordingly. If a group seems like they’re in a rush, I make sure to be prompt and efficient. If they’re celebrating a special occasion, I’ll go out of my way to make it memorable—whether that’s recommending our best dishes or surprising them with a small dessert. It’s all about paying attention to the guest’s needs and making them feel special."
What to look for:
Candidates should demonstrate a guest-first attitude and an ability to adjust their service style to fit different types of customers.
Why ask this question?
This question tests the candidate’s problem-solving skills and ability to provide excellent customer service, even when they don’t have all the answers.
Example answer:
"If I don’t know the answer, I’m always honest. I tell the customer, ‘That’s a great question! Let me check with the kitchen or my manager to get you the right information.’ I make sure to follow up quickly, so the customer isn’t left waiting."
What to look for:
Look for honesty and initiative. The candidate should be comfortable admitting when they don’t know something and willing to find the right answer.
Why ask this question?
For back-of-house roles, you need to know how well a candidate handles the pressure of a busy kitchen, especially during peak hours.
Example answer:
"When the kitchen gets busy, I focus on staying calm and organized. I make sure my station is prepped and ready before the rush starts. During service, I keep communication open with my team, and if things get really hectic, I take a deep breath and focus on the task at hand. Staying calm helps everyone work better together."
What to look for:
Candidates should show an ability to remain calm under pressure and maintain focus during busy times.
Why ask this question?
Restaurant work can be physically and mentally demanding. You want to understand how the candidate stays motivated, even during tough shifts.
Example answer:
"I find that staying busy helps the time fly by, so I focus on staying active during slow periods by cleaning or prepping for the next rush. During busy shifts, I remind myself that a happy customer at the end of the night is always worth the effort. I also make sure to take care of myself outside of work so I’m well-rested and ready for each shift."
What to look for:
Look for candidates who understand the demands of the job and have strategies for staying motivated and maintaining a positive attitude.
Why ask this question?
For kitchen roles, food safety is critical. This question assesses whether the candidate knows and follows essential food safety protocols.
Example answer:
"Food safety is a top priority for me. I always follow proper procedures, like washing my hands frequently, keeping raw and cooked items separate, and making sure all surfaces and utensils are sanitized. I also check food temperatures regularly to ensure everything is stored and cooked safely."
What to look for:
Candidates should demonstrate a thorough understanding of food safety practices and show that they prioritize hygiene in their work.
Why ask this question?
Team dynamics can make or break the efficiency of a restaurant. You want to know how the candidate will handle potential conflicts without escalating tension.
Example answer:
"If I noticed a coworker wasn’t pulling their weight, I’d try to help out and see if there’s a reason they’re struggling—maybe they’re overwhelmed or unsure of what to do. If it becomes a recurring issue, I’d bring it to a manager’s attention so they can address it, but I’d try to resolve things calmly first."
What to look for:
Look for candidates who take a collaborative approach and try to solve problems constructively rather than immediately escalating issues.
Why ask this question?
Upselling can significantly boost revenue in a restaurant, and front-of-house staff should be comfortable doing it in a natural, customer-friendly way.
Example answer:
"I find that upselling works best when it’s tailored to the customer’s preferences. If someone orders a steak, I might suggest a red wine that pairs well or recommend our house special dessert by describing how it’s made. It’s about making the suggestion feel like a natural part of the conversation, not a sales pitch."
What to look for:
Candidates should be comfortable with upselling and able to do it in a way that feels helpful rather than pushy.
Why ask this question?
This classic interview question is still effective because it reveals how self-aware the candidate is and how they plan to improve.
Example answer (strength):
"My greatest strength is my ability to stay calm under pressure. I’ve worked in a few high-volume restaurants, and I’ve learned to handle stress without letting it affect my work."
Example answer (weakness):
"My weakness is that I sometimes take on too much at once. I’ve learned to delegate and ask for help when necessary, and I’m always working on balancing my workload."
What to look for:
Look for candidates who are honest about their weaknesses and have strategies in place to improve. Their strengths should align with the demands of the role they’re applying for.
The key to hiring great restaurant staff is asking the right questions during the interview. These 15 interview questions will help you uncover whether a candidate has the skills, temperament, and attitude to thrive in your restaurant. Look for candidates who are enthusiastic, adaptable, and focused on delivering excellent service, and you’ll be on your way to building a strong, reliable team.
The 5 C's of interviewing include Competency, Character, Communication Skills, Culture Fit, and Career Direction. Competency involves having the necessary technical skills for the task, often assessed through technical evaluations during the interview.
To conduct an effective interview, start by making the applicant comfortable, such as by establishing rapport with a shared topic before diving into more challenging questions. Utilize open-ended questions to encourage detailed responses, listen more than you speak, take notes diligently, and be mindful of legal boundaries in questioning.
When giving an interview, it's advisable to arrive early, prepare a brief summary of your experience relevant to the position, listen attentively to each question, maintain a positive demeanor while avoiding negative remarks about previous employers, and be conscious of your body language and tone.
A good interview should begin with a friendly opening to make the candidate feel at ease, followed by proper introductions. Set clear expectations for the interview, treat it as a conversational exchange to gather essential information, and share your leadership philosophies. Finally, allow the candidate to ask their own questions.
