How to Interview Great Restaurant Talent in 2025
Below, we have outlined some tips for Restaurant Owners and Hiring Managers to Find and Retain Top Restaurant Talent. In today’s competitive job market, interviewing great restaurant talent requires more than just identifying skills. It’s about creating a process that attracts, evaluates, and ultimately secures the best candidates. As the restaurant industry continues to evolve, hiring managers need to adjust their strategies to stay ahead. Here’s how to make your interview process stand out and secure the right talent for your team.
The Key Stages Of a Restaurant Talent Interview
1. Sell Your Brand to Stand Out
2025 is a candidate-driven market. Talented individuals often have multiple offers, so it’s crucial to position your company as the employer of choice. Regardless of whether you’re running a small café or a multi-location chain, showcasing your brand, culture, and value proposition can make all the difference.
• Highlight your culture: Share what makes your workplace unique. Do you offer growth opportunities, a supportive team environment, or innovative perks? Talent is drawn to companies that foster a positive and inclusive culture.
• Compensation and benefits: Be upfront about what you offer. Competitive salaries, flexible schedules, or unique perks (like free meals or wellness programs) can help you stand out.
• Your story matters: Share your company’s mission and vision. Passionate candidates want to feel aligned with a brand’s purpose.
2. Ask Questions That Go Beyond the Resume
The interview is your opportunity to dig deeper into a candidate’s personality, values, and technical skills. Great restaurant hires aren’t just qualified—they align with your team and can help move your business forward.
• Behavioral questions: Ask about specific situations they’ve handled. For example: “Can you tell me about a time you managed a difficult customer complaint?” This gives insight into how they problem-solve and handle pressure.
• Core values alignment: Questions like “What type of company culture do you thrive in?” can help you gauge whether they’ll fit into your existing team.
• Technical expertise: For chef or managerial roles, ask about key performance metrics they’ve achieved, such as food cost percentages or labor efficiency strategies. The numbers matter in technical roles, so don’t skip these details.
3. Don’t Skip Reference and Background Checks
In a fast-paced hiring market, it’s tempting to rush, but skipping due diligence can lead to costly mistakes. Make reference and background checks a standard part of your process.
• Reference checks: Speak directly with former employers or colleagues to verify skills, performance, and reliability.
• Background checks: Especially for management roles, ensure you’re hiring someone who aligns with your company’s values and has a solid track record.This extra step can save you from hiring someone who has falsified their experience or lacks integrity.
4. Focus on Candidate Experience
The interview isn’t just for you to assess the candidate—it’s also their chance to evaluate you. Treat the interview process as a two-way conversation.
• Be prepared: Have clear interview questions, a consistent format, and enough time to connect with the candidate. A disorganized process can leave a negative impression.
• Timely follow-ups: Keep candidates informed about where they stand. Even if you don’t hire someone, a respectful follow-up can leave them with a positive view of your company.
5. Leverage Technology and Data
Modern recruitment tools can streamline your hiring process and ensure you’re making data-driven decisions.
• Applicant tracking systems (ATS): Use software to track candidates, organize interviews, and centralize notes.
• Skill assessments: Online tests can evaluate specific skills, saving time during the interview process.
• Data insights: Analyze metrics like time-to-hire, retention rates, and candidate feedback to continuously improve your process.
6. Stay Ahead of Hiring Trends
The restaurant industry is constantly shifting, and hiring trends follow suit. In 2025, some key trends include:
• Diversity and inclusion: Prioritize hiring from a broad talent pool to foster creativity and innovation.
• Flexibility: Offering flexible schedules can attract top-tier candidates seeking work-life balance.
• Upskilling your team: Investing in training and development can reduce turnover and attract candidates who value growth opportunities.
Final Thoughts About Interviewing
Interviewing great restaurant talent isn’t just about asking the right questions—it’s about presenting your business as the right choice. By selling your brand, diving deep into candidates’ values and skills, and staying ahead of hiring trends, you’ll be better positioned to build a winning team in 2025.Hiring is your chance to shape the future of your restaurant. Take the time to do it right, and you’ll see the benefits in your operations, customer satisfaction, and bottom line.
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