Interviewing with purpose
No matter if you are new to interviewing or a seasoned one - this article is for you!
Interviewing is very intimidating because a lot is on the line for both parties.
The interviewer has a small period of time to ask questions, share about themselves and the business, and listen actively to see if this person may be a good fit for the team.
The interviewee is doing their best to be their best and not be too nervous to forget all the questions they wanted to ask about the team and business to see if this is the right fit for them.
I remember when I was first promoted to leadership way back when. Thankfully, I worked at Union Square Hospitality Group at the time and they had unlimited resources and people at the home office to support us in our growth. We were handed a paper with a list of recommended questions that we could use during interviews. But what I remember most was when one of my mentors - Stephanie Jackson - told me - it should be a conversation. Listen closely to what they are sharing with you and ask questions from there. Help lead the conversation forward. I never forgot this guidance and once I tried this technique - everything changed for me in interviews.
I will admit, I was nervous going into interviews for a while. It took me some time to understand my style and what questions I loved to ask to help set the space and get both me and the interviewee comfortable. But once I got into my groove, like all other things that I found scary, I fell in love with interviewing. Why? Because you have the opportunity to get to know someone really well in a VERY short period of time. This is your moment to connect and be curious - but you have to be fully present during the conversation.
Here are the non-negotiables I integrated into interviewing. The first three set the space for a comfortable and fun conversation.
Be on time to the interview - don’t keep your interviewee waiting. They are nervous enough
Hospitality - Offer them water and bring them to a table that has the least bit of distractions and the least amount of visibility to the rest of the team. It’s nerve wracking to be watched by people when you are trying to be present in a conversation that may land you your next job.
Introduce yourself - who you are, what your role is and what gets your most excited about leading this team. Doing this softens the space for conversation and allows you and the interviewee to build trust to share in conversation. It welcomes honesty and the right amount of vulnerability.
Ask the interviewee what position they are looking for, what their work experience is and what got them most excited about when they saw the job posting. These questions invite the candidate to share and you’ll be able to observe their body language too.
As the interviewee answers questions, during the pauses, ask more questions based on their answers or share more information about the business and the role if that’s applicable.
Next up, share details about the expectations (scheduling, job duties, uniform) and the business with the interviewee. Don’t hide these details, this helps them determine if it’s the right fit for them and you for them. The scheduling may not work out and that’s ok, but better to know now rather than continue to take time through the interviewing process.
Ask if they have any questions about what you shared.
Next up, I love to ask them “what are they passionate about outside of hospitality?” This usually lights someone up and it allows me to continue the conversation in a direction that shows me if this person will be a good fit or not.
Don’t miss out on behavioral questions: “How do you navigate a triple seat in your section with a full dining? Do you seek support and from who first?”, “Can you tell me about a time that your guest complimented you on their dining experience, how did you react or how did it feel?”, “Can you tell me about a time that you had to turn around a negative guest experience - what was the final outcome?”
I also love to ask: “What are two strengths in your performance that you are proud of?”, “What are two areas of opportunity that you are looking to get more confident in?”
My final question to the interviewee is “Do you have any questions for me? What did I not cover in enough detail to give you the fullest picture of the role and the business?”
Always set the expectation of communication and next steps before you thank them for their time and sharing. Be very clear on when they will hear from you next and it’s your responsibility to hold to that timeline. Remember, there is nothing worse than feeling ghosted by someone that you spent time sharing with. Also, it’s a small world and you most certainly do not want anyone to give any negative commentary on you and your team not being able to hold to your communication practices.
Interviewing is simply a conversation. It does not need to be intimidating for either of the parties involved and everyone should be comfortable and excited to connect.
Sometimes you will know within minutes if the person is not the right fit for the team. This comes from observing energy and body language from the start. This is another skill that takes time to develop but for now, focus on interviewing with confidence and curiosity! No matter if you are new to leadership or been here for years - having fun while getting to know someone is a lovely experience and also draws in the right people to your team!
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For more resources on interviewing, listen to Hospitality from Within’s latest episode here or purchase Interview for YOU course - use code: SUB20 for 20% off the course!