How to structure the interview to assess skills and cultural fit for {role_name}

Work sample test (Home assignment)

Assess the candidate’s practical skills by assigning a real-world task similar to the work they would do if hired.

Title: Simulated Table Service Exercise

Objective: Evaluate a candidate’s ability to handle guest interactions, take orders accurately, and manage multiple tasks under pressure while maintaining professionalism.

Requirements:

The candidate will receive a short mock restaurant menu (sent via email or shared during interview).
They must:
- Take a simulated order from an interviewer acting as a guest.
- Recommend an appetizer or beverage.
- Handle a special request (e.g., allergy or ingredient substitution).
- Calculate and present the final bill amount including tax or discount.
The interviewer observes tone, attentiveness, accuracy, and composure.

Time Frame:

30 minutes for preparation and role-play execution.

Questions based on home assignment :

Once done with work sample test evaluate the candidate’s technical proficiency based on the work sample task.

Technical questions

Duration : 10 minutes/question

Question 1: “How would you handle a table with multiple guests who all order at once?”
- Expected Answer:
  - Candidates should explain a clear, organized approach (noting orders by seat number, repeating for confirmation, communicating to kitchen efficiently).
- Sample Answer:
  - “I’d take orders clockwise from the host, repeat them back to ensure accuracy, and send them to the kitchen in sequence. I’d also confirm special requests separately.”
Question 2:“If a customer has a food allergy and orders something containing that ingredient, what would you do?”
- Expected Answer:
  - Candidates should emphasize guest safety, communication, and confirmation with kitchen staff.
- Sample Answer:
  - “I’d inform the guest about the allergen, check with the kitchen for safe alternatives, and only serve the item after reconfirmation with the chef.”
Question 3: “How do you handle billing when guests split the check?”
- Expected Answer:
  - Candidates should display understanding of billing systems (POS) and accuracy.
- Sample Answer:
  - “I’d confirm how they’d like the split — evenly or by item — then process each bill carefully through the POS system, ensuring totals and tips are correctly applied.”

Behavioral questions

Duration : 10 minutes/question

Question 1: “Describe a time when a guest was dissatisfied with their experience. How did you handle it?”
- Expected Answer:
  - Shows empathy, accountability, and professionalism.
- Sample Answer:
  - “A guest once complained about a delayed meal. I apologized sincerely, offered a complimentary drink, and kept them updated until the food arrived. They left satisfied and appreciated the communication.”

Question 2: “How do you stay positive and professional during a very busy shift?”
- Expected Answer:
  - Should mention teamwork, focus, and calm demeanor.
- Sample Answer:
  - “I prioritize tasks, stay organized, and rely on team communication. I focus on keeping guests happy and handle one table at a time instead of getting overwhelmed.”
Question 3: “How do you ensure every guest feels valued, even during peak hours?”
- Expected Answer:
  - Demonstrates genuine hospitality and awareness of service quality.
- Sample Answer:
  - “I always greet guests warmly, make eye contact, and check in during their meal. Even a brief smile or acknowledgment shows attentiveness, which makes guests feel cared for.”

How to evaluate and compare candidates after interviews?

After interviews, it's important to evaluate and compare candidates based on a set of predefined criteria.Use scorecard to evaluate each candidate.

Sample scorecard based on pre-defined criteria. Here’s an example:

Criteria	Description	Rating (1–5)	Comments
Communication & Presentation	Clarity, tone, and confidence while interacting
Customer Service Orientation	Empathy, patience, and hospitality shown
Menu & Product Knowledge	Understanding of food items, allergens, and specials
Problem-Solving	Handling guest complaints or unexpected issues
Team Collaboration	Willingness to assist colleagues and support team flow
Accuracy & Attention to Detail	Correct order-taking, billing, and multitasking
Cultural Fit	Alignment with company values and attitude toward guests

What criteria should be used to make the final hiring decision?

Final decisions should be based on the candidate's overall evaluation score, with a focus on important qualifications. Prioritize technical skills above everything else for a {role_name}, but do not forget about communication and cultural fit.

How to communicate the decision to candidates

Sample offer letter for {role_name}

Subject: Offer of Employment – Waiter Position

Dear [Candidate Name],

We are delighted to offer you the position of Waiterat [Company Name]. Your hospitality skills, positive attitude, and guest-first approach impressed us during the interview process.

Position:WaiterLocation:[Venue/City]Start Date:[Date]Compensation:[Salary + Tips/Incentives]Reporting To: [Manager Name]

Please confirm your acceptance by [Date]. Once accepted, our HR team will share onboarding details and training schedule.

We look forward to welcoming you to our hospitality family.

Warm regards, [Your Name] [Your Position] [Company Name]

Sample rejection letter for {role_name}

Subject: Update on Your Waiter Application