Focus on leadership experience, financial management competency, strategic thinking, and operational expertise whilst testing team development capabilities, problem-solving skills, and business acumen. Structure questions to reveal genuine management experience, natural authority, and commercial awareness essential for bar leadership success.
Common misunderstanding: Focusing on bartending skills instead of management abilities
Many hiring managers test cocktail making and bar skills instead of leadership abilities. Bar Managers need to lead teams, manage budgets, and make business decisions, not just serve drinks.
Let's say you are interviewing a Bar Manager candidate. You spend most of your time asking about cocktail recipes and drink knowledge. But your successful Bar Manager will spend their day coaching staff, reviewing sales reports, and solving team problems, not making drinks themselves.
Common misunderstanding: Using office management questions for bar leadership roles
Some managers ask general management questions that don't test bar-specific challenges. Bar Managers face unique pressures like busy weekend nights, intoxicated customers, and fast-paced service.
Let's say you are interviewing a Bar Manager candidate. You ask "How do you handle difficult employees?" This is too general. Instead ask "How do you manage your team during a packed Saturday night when three staff call in sick and customers are queuing for drinks?" This tests real bar management skills.
Ask about team development experiences, performance management approaches, conflict resolution strategies, staff motivation techniques, and leadership philosophy whilst requesting specific examples of challenging situations and successful outcomes they've achieved through team leadership.
Common misunderstanding: Asking "what would you do" questions instead of "what did you do"
Some managers ask hypothetical questions about future situations instead of real examples from the candidate's past. Anyone can give good theoretical answers, but only experienced managers have real success stories.
Let's say you are interviewing a Bar Manager candidate. You ask "What would you do if someone was stealing from the till?" They might give a textbook answer. Instead ask "Tell me about a time you dealt with staff theft. What happened and how did you handle it?" Real experience shows true management ability.
Common misunderstanding: Looking for authoritarian managers instead of team builders
Some managers want tough, controlling Bar Managers who rule through fear. But the best Bar Managers build strong teams through support and development, not intimidation.
Let's say you are interviewing a Bar Manager candidate who says "I make sure staff know who's boss" and "I don't tolerate any nonsense." This sounds strong but creates poor team culture. Look for candidates who say "I help my team succeed" and "I coach people to improve their skills."
Test financial oversight understanding, cost control strategies, profitability management, budget accountability, and commercial decision-making through scenario-based questions, practical assessments, and examples of business improvement achievements in previous management roles.
Common misunderstanding: Assuming candidates understand business finances without testing them
Many managers assume Bar Manager candidates understand money management without checking. Just because someone managed a bar doesn't mean they understand costs, profits, or budgets.
Let's say you are interviewing a Bar Manager candidate who says "I have business experience." Don't assume they know finances. Ask specific questions like "What was your weekly food cost percentage?" and "How did you reduce wastage?" Many bar staff have never seen a profit and loss statement.
Common misunderstanding: Testing textbook knowledge instead of real results
Some managers test business theory instead of practical achievements. Anyone can learn business concepts from books, but only effective managers have actually improved bar profits.
Let's say you are testing a Bar Manager candidate's business skills. You ask "What factors affect profitability?" They might give a perfect textbook answer. Instead ask "Show me how you increased profits in your last role. What exactly did you change and what were the actual numbers?" Real results prove real ability.