Interviewing Etiquette
Bread & Butter, February 1999

Your staff is your number-one resource. And because the key to building a great staff is hiring good people, the interviewing process is crucial. These tips on effective interviewing techniques are certain to help you select the best candidates.

Logistical lessons

• Conduct the interview in a place that is free of distractions, such as a quiet table at the back of the restaurant, recommends Bill Streitberger, vice president of recruiting for The Cheesecake Factory, a Calabasas Hills, California-based chain of 29 restaurants.

• "Give applicants your full and undivided attention," says Streitberger. Sit with your back to the business and take phone calls only in an emergency.

Listen and learn

• Craft a list of simple, direct questions that are based on your job descriptions. By using the same set of questions for each interview, you'll be able to compare applicants objectively, says Streitberger.

• Ask yes-or-no questions to determine whether the candidate meets basic requirements, such as being able to work certain shifts. Switch to open-ended questions and role-playing exercises to determine the applicant's attitude and skill level, recommends Streitberger. He suggests asking questions such as: How would you greet guests? How would you describe the daily specials to guests? and What sanitation procedures did you follow at your previous job?

• Take the time to listen to the applicant's answers, says Streitberger. It's only by listening that you'll learn whether an applicant is suited for the job.

• Ask follow-up questions, advises Streitberger. For example, if an applicant says what she liked best about a previous job was her boss, follow up by asking her what qualities she especially liked in her supervisor.

• Avoid questions unrelated to the job, says Streitberger. Obviously, stay away from illegal questions about the applicant's age, gender, religion, marital status and disabilities. If you have any doubt about what you can and cannot ask, seek legal counsel.

• Give job candidates an opportunity to ask questions, says Bill Troff, president of Houston-based Restaurant Recruiters of America. Not only does this help them determine whether they're interested in the job but it also gives you a chance to learn what their concerns are, he says.

Closing comments

In closing, thank the candidate for his or her time and interest. Then remind each person of the time frame you've established for further contact. Remain courteous even if you know you're not interested in hiring the candidate, says Troff. "You always want to end on a good note. There's no reason to be rude."