Include practical skills assessment, learning attitude evaluation, and team integration observation whilst balancing technical foundation testing with development potential assessment over 60-90 minutes. Create comprehensive evaluation that reflects training programme requirements and development investment.
Common misunderstanding: Using senior chef interview structures for commis positions
Many hiring managers use the same interview style for commis positions as they do for senior chefs. They don't adapt their approach for entry-level needs that focus on learning potential, basic skills, and how well candidates respond to training.
Let's say you are interviewing a commis chef candidate using the same complex format you use for head chefs. This approach might overwhelm entry-level candidates and miss their true potential. Instead, create a simpler structure focused on learning attitude, basic safety knowledge, and willingness to follow instructions from senior kitchen staff.
Common misunderstanding: Skipping practical assessment for entry-level roles
Some managers skip hands-on testing for entry-level roles. They don't realise that practical evaluation shows foundation skills, learning approach, and safety awareness better than just talking.
Let's say you are interviewing a commis chef candidate who talks confidently about cooking techniques but hasn't done any practical work. Without hands-on assessment in your kitchen, you might miss important issues like poor knife safety, slow learning ability, or problems following basic instructions from senior staff.
Combine kitchen introduction, technical skills discussion, practical trial with basic techniques, and development conversation whilst including brief team interaction and realistic work environment exposure. Structure assessment around foundational competencies and learning capacity rather than advanced expertise.
Common misunderstanding: Omitting kitchen tours and environment exposure
Hiring managers sometimes skip showing candidates around the kitchen. They don't realise that commis candidates need to see real working conditions, equipment, and team dynamics to make good decisions about the role.
Let's say you are interviewing a commis chef candidate in an office instead of showing them the actual kitchen environment. The candidate might accept the job without understanding the fast pace, heat, noise, and physical demands they'll face during busy service periods with the brigade.
Common misunderstanding: Focusing only on individual assessment
Some managers only assess candidates alone. They don't include opportunities to see how candidates interact with team members, which shows communication skills, respect for hierarchy, and team working ability.
Let's say you are interviewing a commis chef candidate without introducing them to any current kitchen staff. You might miss seeing how they communicate with senior chefs, whether they show proper respect for experience levels, and how they respond to the kitchen's team dynamics.
Plan 60-90 minutes total including 45 minutes practical assessment whilst allowing time for kitchen tour, skills demonstration, learning evaluation, and candidate questions about development opportunities. Balance thorough assessment with candidate experience and operational efficiency.
Common misunderstanding: Rushing commis chef interviews without adequate assessment time
Hiring managers sometimes rush commis chef interviews. They don't give enough time for practical assessment that shows real skill levels, learning ability, and work habits better than quick tests or just talking.
Let's say you are conducting a commis chef interview in just 30 minutes with only 10 minutes of practical work. This rushed approach might miss seeing how candidates respond to feedback from senior chefs, how they handle pressure during busy periods, or whether they maintain good food safety standards consistently.
Common misunderstanding: Extending interviews unnecessarily
Some managers make interviews too long. They don't realise that entry-level assessment should focus efficiently on foundation skills and development potential rather than detailed evaluation suited for senior positions.
Let's say you are conducting a commis chef interview that lasts 3 hours with extensive technical testing. This approach wastes time and may overwhelm entry-level candidates. Focus on key areas like learning attitude, basic safety awareness, and ability to follow instructions from senior kitchen staff.