Questions Chefs Should Ask in Job Interviews: Find The Red Flags (Part 2)

As a chef, you're always looking for strong talent to build your team. But in the rush to fill open positions, it's easy to fall into the trap of simply reviewing resumes and asking generic questions. Sometimes you just need someone to help you do the work before you pull your hair out, but you do want to be careful not to hire someone who might cause you more stress.

Just as applicants should be interviewing you and your establishment, you, the chef, need to shift your mindset. Ask yourself; do you want to spend time with this person? What would this person be like on Saturday night at 7:30? What can I ask them to get a better idea of what they’re really like?

Keep in mind that emotions peak through body language, so when you ask a question and listen to their response, you should be aware of the shift in demeanor that could be incongruent with what a person says. The interview is often someone giving their best presentation of themselves, and little red flags can grow into big issues down the line.

An interview isn’t just about verifying skills; it’s your prime opportunity to uncover a candidate’s true character, work ethic, and whether they genuinely fit into your kitchen's unique culture. This proactive approach saves everyone valuable time and helps you build a cohesive, high-performing team.

Before the Interview: Do Your Homework

You expect candidates to research your restaurant, and you should extend the same courtesy to them. While their resume gives you a snapshot, a little pre-interview digging can reveal a lot and help you craft more targeted questions.

• Scrutinize Their Resume and Cover Letter: Go beyond dates and titles. Look for consistency, progression, and any unexplained gaps. Is it generic? Does is sound legit?

• Check References Thoughtfully: Don't just tick a box. Prepare specific questions for references that delve into the candidate's teamwork, problem-solving, and reliability. Ask about their weaknesses and how they addressed them.

• Peek into Their Online Presence (Professionally): In today's world, a quick search can sometimes offer insights to who someone really is. Look for professional profiles, portfolios, or even articles they might have been featured in. Be discerning, and focus on professional context, not personal.

Key Questions to Ask During the Interview

Your goal is to understand not just what they can do, but how they do it and who they are as a team member. Confidence in your questions will set the tone. Remember, you're looking for someone to drive your kitchen forward.

• "Tell me about a time you faced a significant challenge in a professional kitchen. How did you approach it, and what was the outcome?" Listen for their problem-solving process, their ability to remain calm under pressure, and their capacity for self-reflection. Do they blame others, or do they take ownership? This question reveals their resilience and leadership potential.

• "What are your current career goals, and how do you see this position helping you achieve them?" This question helps you understand their ambition and if their professional trajectory aligns with opportunities in your kitchen. Are they looking for a stepping stone, or a place to truly grow and contribute long-term? This also gives insight into their commitment and drive.

• "Describe your ideal kitchen environment. What kind of team dynamic allows you to do your best work?" Their answer here can be incredibly telling about cultural fit. Do they thrive in high-pressure, fast-paced environments, or do they prefer a more structured, calm setting? Do they value collaboration, or do they prefer working independently? This helps you gauge if their working style will complement your existing team.

• "Walk me through your understanding of food cost and labor cost. How do you believe a chef impacts these metrics daily?" This is crucial for any role beyond an entry-level position. It assesses their understanding of the financial realities of running a kitchen. You want someone who understands their role in the overall profitability of the restaurant.

• "How do you handle constructive criticism or feedback, especially when it's unexpected or difficult to hear?" A willingness to learn and adapt is paramount in a dynamic kitchen. Their response will indicate their maturity, humility, and openness to improvement. You want someone who can receive feedback gracefully and use it to grow, you don’t want to hire someone you can’t coach to improve.

The Stage: Match Their Actions To Their Words

Just as candidates should observe you during a stage, this is your opportunity to see them in action. The "stage" is your real-time assessment of their skills, speed, attitude, and how they interact with your existing team.

• Observe Their Communication: How do they ask questions? Do they listen actively? Do they communicate clearly and respectfully with other team members, regardless of their role?

• Assess Their Adaptability: Throw a small curveball. How do they react to unexpected changes or a sudden rush? Do they panic, get pissy, or do they pivot effectively?

• Watch Their Cleanliness and Organization: A clean station and an organized approach speak volumes about their discipline and respect for the culinary environment. Do they clean as they go? Are their tools organized?

• Pay Attention to Their Attitude Under Pressure: The true test of a kitchen professional often comes during peak service. Do they maintain a positive attitude, or do they crack or shut down? You don’t want a deer in headlights.

Keys To Remember

By asking the right questions and observing keenly, you're not just filling an open position; you're strategically building a resilient, talented, and unified team. Investing this time upfront ensures you're bringing in individuals who can help your team succeed.

Being understaffed in a busy kitchen is hellacious, and as a leader you rightly don’t want to overwork yourself or your existing team. But remember, sometimes it may be better to wait and not hire the wrong person, even if they have skills, but they have a bad attitude or other issues.

Nobody is going to be a perfect employee, that’s not possible, and that’s not the goal. But you do want to weed out the problem people best you can in the interview, instead of dealing with the bigger issue on their fifth call out. Hiring a problem person to fill a gap only prolongs your staffing issues.

Lastly, almost always, it’s worth your time to knowingly hire and invest time in someone with less experience but with a great attitude and willingness to learn and work hard, than someone with a few sloppy years under their belt. Finding an experienced cook can be a unicorn scenario at times. Ask yourself; can I develop this person and how can I get the team to support them while they grow?