Questions Chefs Should Ask in Job Interviews (Part 1)

Let's be real, the culinary world is loaded with opportunities. Restaurants are constantly looking for strong leaders, and often, they need to fill multiple positions. This means interviews aren't just for employers; they're for you too.

Shift your mindset: an interview isn't just a series of tough questions you have to ace to get a job. It's your chance to gather crucial information to decide if you actually want the job. This is a win-win scenario, saving both you and the employer valuable time down the line.

Be confident in yourself and your value. Don't be the talented chef who takes a bad position. If you know how to drive operational excellence and achieve strong financial results, then you are the prize. Now you’re looking for a place that works at your level or higher.

Before You Apply

It's common for chefs to jump into applications without thoroughly researching the business. This can be frustrating for employers and detrimental to your chances. Showing up unprepared and uninformed creates a poor first impression, suggesting you might continue to be unprepared if hired.

Here's how to set yourself up for success before you even submit your resume:

• Deep Dive into Leadership and Ownership: Who's at the helm? Understanding their background, philosophy, and previous successes and challenges can tell you a lot about the company culture.

• Understand the Concept and Brand: What's the restaurant's story? What makes it unique? Knowing their vision helps you tailor your approach and ensures your values align.

• Read and Analyze the Menu: Go beyond just looking at ingredients. Understand the culinary style, price points, and how the menu reflects the restaurant's overall concept.

• Formulate Business-Focused Questions: As you research, note down specific questions that will help you gain a deeper understanding of their operations, finances, and team dynamics.

  
  

Key Questions to Ask During the Interview

Confidence is crucial, but so is respect. You want to ask pointed questions without appearing overly aggressive. Remember, if you get this job, you'll be responsible for managing a team and operations. Asking these questions respectfully now will help cut down on future surprises.

Here are some powerful questions to ask:

• "Can you describe how well your team works together and where you see opportunities for improvement?" Listen carefully to their response. How do they talk about their team members? Is it respectful? Do they show genuine care and investment in their growth? This reveals a lot about their leadership style and the existing team culture.

• "What are your current food sales and cost percentages, and what are your goals for these metrics?" This is a direct, respectful way to gauge the financial health of the kitchen and their expectations for your role. As a chef, these numbers are your responsibility, so understanding them upfront is critical.

• "Can you share an example of a difficult situation you've had to navigate here, and how you led through it?" Pay attention to their emotional response. Do they seem frustrated, relieved, or guarded? Their answer can offer a glimpse into how they handle pressure and conflict, and how you might interact with them in challenging situations. Remember, people tend to be more comfortable and reveal more once they're used to you, so this is just a small idea of what to expect.

• "If I were to join your team, how would we typically collaborate on a day-to-day basis?" This question clarifies reporting structures, communication styles, and how much autonomy you can expect. It helps you envision your working relationship and ensures it aligns with your preferred leadership style.

When You Stage: Observe and Verify

The "stage" (or working interview) is your real-time reality check. This is where you look for congruency – does what they say match what they do? The gap between words and actions is crucial to understand.

Are they facing challenges and hiring you to help them achieve higher performance goals? Or is there a fundamental disconnect in their leadership? This distinction is vital because if you take the job, these challenges will most certainly become your experience to handle.

During your stage, subtly gather information by asking these questions:

• To individual team members, subtly: "How long have you been working here?" This seemingly innocent question can give you a strong indication of the kitchen's turnover rate. High turnover can signal underlying issues.

• To key team members, subtly: "What has your experience been like working here?" Encourage an open, honest response. Their candid feedback can provide invaluable insight into the day-to-day reality, team morale, and management effectiveness.

By taking this proactive approach, you're not just interviewing for a job; you're interviewing the job itself. This puts you in control of what happens to you, instead of taking what you can get. This strategy empowers you to make an informed decision and find a role where you can truly thrive.

Can You Elevate This Kitchen?

Every business has its challenges, and any job you take will come with issues to manage and goals to achieve. But a smart chef can read the room and, with respect, decide how to make the best of a situation. Your ultimate goal here is to fully understand if this is where you want to spend most of your time. 

Don't be blinded by a dazzling salary or other superficial perks online. See the reality for what it is, in the clearest way possible. If there are challenges, can you truly improve them? And if it's a learning opportunity that will push you to grow, are you ready to rise to the occasion?