Create professional settings reflecting operational reality, include restaurant floor observations, and ensure comfortable discussion areas whilst maintaining realistic operational context. Balance formal assessment with practical demonstration environments.
Common misunderstanding: Using boring office rooms for interviews.
Many managers think any quiet room is good for interviews. They don't realise that duty managers need to understand the real restaurant environment to do their job well.
Let's say you are a duty manager interviewing someone in a sterile office upstairs. The candidate can't see the kitchen chaos, hear the dinner rush noise, or understand how the restaurant actually operates. They might seem perfect in a quiet room but struggle in the real environment.
Common misunderstanding: Thinking formal rooms show professionalism.
Some managers believe that smart meeting rooms make their restaurant look more professional. But duty manager candidates need to see and experience the actual working environment.
Let's say you are a duty manager who always interviews in the manager's office. Candidates get a false impression of the job because they never see the busy restaurant floor, crowded kitchen, or customer service challenges they'll actually face every day.
Use restaurant premises for authentic assessment, include operational areas for practical trials, and provide quiet spaces for detailed discussion whilst ensuring candidate comfort and interviewer convenience. Consider timing during normal operational periods.
Common misunderstanding: Choosing convenient rather than realistic locations.
Some managers pick interview locations based on what's easy for them rather than what gives candidates the best understanding of the role.
Let's say you are a duty manager who interviews candidates at a coffee shop nearby because it's quiet and convenient. The candidate never sees your actual restaurant setup, team dynamics, or operational challenges. They accept the job but feel shocked by the reality when they start working.
Common misunderstanding: Ignoring when interviews happen during service.
Many managers don't think about timing their interviews well. They don't consider how restaurant operations affect both the interview quality and candidate experience.
Let's say you are a duty manager scheduling interviews during the busy lunch rush. The candidate can't concentrate because of kitchen noise and service pressure. Meanwhile, you're distracted by operational issues and can't give the interview proper attention.
Establish professional yet welcoming tone, demonstrate operational standards, and show team interaction opportunities whilst maintaining assessment focus and candidate respect. Balance evaluation requirements with candidate experience quality.
Common misunderstanding: Not setting the right mood for interviews.
Some managers don't think about creating a welcoming but professional atmosphere. They either make interviews too formal and scary or too casual and unprofessional.
Let's say you are a duty manager who treats interviews like interrogations with no warmth or friendliness. Candidates feel nervous and can't show their real personality. Alternatively, you might be too casual, making candidates think the restaurant lacks professional standards.
Common misunderstanding: Not balancing assessment with candidate experience.
Many managers focus so much on testing candidates that they forget about making them feel valued and respected. Poor candidate experience can damage your restaurant's reputation.
Let's say you are a duty manager who makes interviews feel like tests rather than conversations. Even candidates you don't hire will tell others about their negative experience. This makes it harder to attract good people and damages your restaurant's reputation in the local hospitality community.