Require management experience, hospitality leadership background, and operational coordination history whilst focusing on team leadership, financial responsibility, and service management over years of hospitality experience alone. Evaluate competencies that predict management success rather than traditional hospitality progression patterns.
Common misunderstanding: Years of hospitality experience are more important than management skills
Many hiring managers focus too much on how long someone has worked in hospitality instead of their leadership and management abilities. Food & beverage managers need strong people management skills and operational planning capabilities more than extensive hospitality backgrounds.
Let's say you are choosing between a candidate with 12 years in hospitality but limited management experience and someone with 5 years hospitality experience plus 3 years managing retail operations with 20 staff members. The second candidate may be better prepared for F&B management responsibilities.
Common misunderstanding: Hospitality background is essential for F&B management success
Some managers think extensive hospitality experience is required for food & beverage management success. But leadership skills, team management ability, and operational planning capabilities are more important than hospitality industry knowledge. These management skills can transfer from other industries.
Let's say you are considering a candidate who managed a busy retail operation with inventory control, staff scheduling, customer service, and financial targets. These management experiences provide excellent preparation for food & beverage management even without extensive restaurant experience.
Balance hospitality knowledge with management capability whilst prioritising leadership experience, operational management skills, and team coordination over extensive hospitality backgrounds without management responsibility. Address management requirements that combine hospitality foundation with sophisticated leadership capability.
Common misunderstanding: Hospitality experience requirements should be high to ensure success
Some hiring managers set very high hospitality experience requirements and miss excellent candidates with strong management backgrounds. Food & beverage operations need good managers who can learn industry specifics rather than industry experts who lack management skills.
Let's say you are hiring for a hotel restaurant manager position. A candidate with 3 years restaurant experience plus proven success managing teams, budgets, and operations in other industries may outperform someone with 8 years restaurant experience but no management responsibility.
Common misunderstanding: Hospitality knowledge is more valuable than management capability
Some managers think deep hospitality knowledge matters more than management skills when assessing candidates. But food & beverage managers succeed through effective leadership, financial planning, and team development. Industry knowledge can be learned more easily than management capabilities.
Let's say you are evaluating candidates for managing a restaurant with 40 staff members and complex operations. Strong management skills in areas like team development, performance management, and operational planning will drive success more than detailed knowledge of wine service or menu development.
Consider candidates with strong management background, leadership experience, and operational coordination capability whilst evaluating management potential and hospitality understanding alongside operational competency for comprehensive assessment. Focus on transferable management skills and leadership thinking over specific industry requirements.
Common misunderstanding: F&B management titles are necessary for consideration
Some managers only consider candidates with specific food & beverage management job titles and miss excellent leaders from other industries. Management skills like team leadership, financial control, and operational planning transfer well between different business sectors.
Let's say you are considering a candidate who managed a busy gym facility with membership sales, staff coordination, customer service, and facility operations. These management experiences provide relevant skills for food & beverage operations even though the industry background is different.
Common misunderstanding: Job titles accurately reflect management capability
Some managers put too much weight on previous job titles instead of assessing actual management performance and leadership capability. Food & beverage manager success depends on proven ability to lead teams, manage operations, and drive results regardless of previous title or industry.
Let's say you are assessing someone who was called 'Assistant Manager' but actually ran daily operations, managed 25 staff members, and handled budgets and supplier relationships. Their actual management experience is more important than their job title when predicting F&B management success.