Focus on learning attitude, basic technical skills, and teamwork examples whilst asking about culinary passion, handling feedback, working under pressure, and career development goals to assess foundation and growth potential. Prioritise development potential over current expertise for entry-level positions.
Common misunderstanding: Testing advanced skills for entry-level roles
Many hiring managers ask questions that are too advanced for entry-level roles. They test complex cooking skills when they should focus on learning ability, basic safety knowledge, and foundation skills.
Let's say you are interviewing a commis chef candidate who seems nervous when asked about advanced techniques. Instead of asking "How do you prepare a complex sauce?" (too advanced), ask "Tell me about a time you learned a new skill quickly in the kitchen or elsewhere. How did you approach the learning process?" This tests learning capacity, which matters more than current technical knowledge for entry-level positions.
Common misunderstanding: Only caring about experience level
Some managers only look at how much experience candidates have. They miss candidates with strong foundation skills, real interest in cooking, and great ability to learn new things.
Let's say you are comparing commis chef candidates during your interview process. One has little experience but shows eager attitude and genuine passion for cooking. Another has some experience but shows poor attitude towards feedback from senior chefs. The candidate with learning potential and good attitude will likely develop faster than the experienced candidate with attitude problems.
Ask for examples of learning new skills, handling mistakes, and responding to feedback whilst focusing on curiosity, persistence, and willingness to practice rather than current technical expertise. Evaluate development trajectory and training responsiveness for entry-level assessment.
Common misunderstanding: Only accepting cooking examples for learning ability
Some managers expect complex cooking examples from candidates. They do not realise that commis chef candidates may have little kitchen experience but can show learning ability through other examples.
Let's say you are assessing a commis chef candidate who has not worked in professional kitchens but learned guitar, sports, or academic skills quickly. These non-culinary examples can reveal learning capacity, persistence, and ability to take feedback - all crucial skills for developing in a busy kitchen environment.
Common misunderstanding: Expecting perfect performance immediately
Some managers only look at how well candidates perform right away. They do not check how fast candidates improve, how they take feedback, and how keen they are to learn new things.
Let's say you are evaluating commis chef candidates during practical trials in your kitchen. Do not just judge their initial knife skills. Watch how quickly they improve when shown corrections by senior chefs, how they respond to feedback, and whether they practise techniques. The ability to improve rapidly matters more than starting perfectly.
Explore examples of supporting colleagues, following instructions, and working in hierarchy whilst asking about handling busy periods, communication with senior staff, and contributing to team success. Focus on respect for experience and collaborative instincts essential for kitchen integration.
Common misunderstanding: Using general teamwork questions
Some managers test teamwork through general questions. They do not explore specific examples of respecting senior staff, following instructions, and supporting colleagues in real situations.
Let's say you are assessing a commis chef candidate's teamwork abilities. Instead of "Are you a team player?" (too general), ask "Tell me about a time you worked under someone more experienced in any job. How did you show respect for their knowledge whilst contributing to the team?" This reveals actual hierarchy and teamwork skills needed in kitchen environments.
Common misunderstanding: Not testing communication skills properly
Some managers do not test communication skills properly. They forget that commis chef success depends on asking clear questions, understanding instructions, and talking professionally with staff at different experience levels.
Let's say you are evaluating a commis chef candidate who seems quiet during the interview. Test their communication: "How would you ask for help when you do not understand an instruction from a senior chef during busy service?" "How do you clarify tasks when you are unsure?" Kitchen success requires confident, respectful communication with experienced colleagues.