Follow employment discrimination laws, maintain equal opportunity standards, and ensure management assessment fairness whilst focusing on job-relevant leadership qualifications only. Document interview decisions with objective management criteria.
Common misunderstanding: Legal requirements only apply to large companies.
All employers must follow employment discrimination laws regardless of business size or type. As an assistant manager conducting interviews, you ensure every assessment meets legal standards to protect both candidates and your restaurant from potential discrimination claims.
Common misunderstanding: Informal interviews feel more natural than structured ones.
Structured interviews provide consistent, legally defensible assessment methods that evaluate all candidates fairly. As an assistant manager building your team, you use standardised questions that focus on job-relevant skills rather than personal characteristics.
Use standardised assessment criteria, focus on management competencies, and maintain consistent interview processes whilst avoiding protected characteristic questions. Ensure all evaluation relates to leadership performance requirements.
Common misunderstanding: Different questions for different candidates shows flexibility.
Consistent interview processes ensure fair evaluation and legal compliance across all candidates. As an assistant manager maintaining professional standards, you ask the same core questions to evaluate management competencies whilst allowing natural conversation flow.
Common misunderstanding: Job-relevant questions limit getting to know candidates.
Focusing on performance requirements and management competencies provides deeper insight into candidate capabilities. As an assistant manager evaluating potential leaders, you learn more about professional abilities through work-related discussions than personal conversations.
Avoid personal questions about age, family status, health conditions, and protected characteristics whilst focusing solely on management ability and job performance. Restrict questions to business-relevant competencies and professional qualifications.
Common misunderstanding: Friendly personal questions help candidates feel comfortable.
Questions about age, family status, or health conditions create legal risks regardless of intent. As an assistant manager creating positive interview experiences, you build rapport through discussing professional interests, career goals, and management philosophy rather than personal circumstances.
Common misunderstanding: Documentation requirements create unnecessary administrative burden.
Proper interview documentation protects your restaurant and provides clear reasoning for hiring decisions. As an assistant manager responsible for team building, you maintain objective records that justify selections based on management competencies and job performance criteria.