Focus on coordination leadership experience rather than tenure. Ask for specific examples of managing kitchen timing, coordinating multiple stations, and leading teams under pressure. Evaluate quality of experience over quantity - systematic coordination thinking matters more than years.
Common misunderstanding: Many managers prioritise years of experience over coordination leadership quality. Someone with 2 years of intensive coordination leadership often outperforms candidates with 5 years of routine kitchen work without systematic coordination responsibility or team leadership development.
Common misunderstanding: Some interviewers accept generic experience descriptions without probing coordination specifics. Effective evaluation requires detailed examples: 'How specifically did you manage timing when multiple stations were struggling?' rather than accepting 'I have extensive coordination experience.'
Use experience-probing questions: 'Describe your most challenging coordination situation', 'How did you develop your timing management systems?', 'Give examples of training others in coordination skills'. Focus on leadership development and systematic coordination evolution.
Common misunderstanding: Asking broad experience questions that don't reveal Aboyeur-specific coordination capabilities. Effective questions target systematic coordination development: 'Walk me through how your coordination approach evolved from managing single stations to overseeing entire kitchen flow.'
Common misunderstanding: Accepting surface-level responses without drilling down into coordination methodology. Strong candidates should articulate specific coordination systems they developed, leadership approaches they refined, and measurable improvements they achieved in kitchen efficiency and team development.
Assess coordination complexity handled previously, leadership responsibilities undertaken, team sizes managed, and systematic approaches developed. Look for progression from individual performance to coordination leadership with increasing responsibility and authority.
Common misunderstanding: Setting arbitrary experience minimums without considering coordination leadership progression. Someone with 18 months of intensive coordination development in complex kitchens may have better Aboyeur capability than candidates with longer tenure in simple coordination roles.
Common misunderstanding: Evaluating experience breadth rather than coordination depth. Effective Aboyeur background shows systematic coordination mastery: evidence of developing timing systems, training coordination skills in others, and managing increasingly complex multi-station kitchen environments with measurable leadership success.