Assess genuine interest in shift leadership, career progression towards management roles, and commitment to guest service excellence whilst exploring their drive for operational improvement. Test their enthusiasm for team development and professional growth opportunities.
Common misunderstanding: Confusing interview enthusiasm with genuine motivation.
Superficial excitement during interviews doesn't reveal real commitment to duty manager responsibilities. Look for specific evidence of leadership interest, clear career goals, and genuine passion for hospitality service rather than generic enthusiasm.
Let's say you are a duty manager interviewing someone who talks excitedly about "loving people" but can't explain what attracts them to shift leadership or how they plan to develop their management skills. This suggests performed enthusiasm rather than authentic motivation.
Common misunderstanding: Thinking positive attitude equals career ambition.
Being upbeat doesn't guarantee long-term commitment or leadership potential. Test whether candidates have genuine ambition for management progression, interest in professional development, and drive to improve restaurant operations.
Let's say you are a duty manager whose previous hire seemed very positive but left after three months because they found the role more demanding than expected. Ask candidates about specific challenges they anticipate and how they plan to develop management skills.
Ask about their attraction to leadership responsibility, specific aspects of duty manager work they find rewarding, and long-term hospitality career goals whilst exploring their understanding of operational challenges. Focus on concrete examples of leadership ambition.
Common misunderstanding: Using vague questions instead of specific motivation probes.
Asking "Why do you want this job?" produces rehearsed answers. Instead, explore what specifically attracts them to leadership responsibility, which aspects of duty manager work excite them, and their concrete career progression plans.
Let's say you are a duty manager evaluating candidates who all claim they "want to help the team succeed." The right candidate will explain exactly what leadership responsibilities appeal to them and describe specific situations where they've enjoyed guiding others.
Common misunderstanding: Not testing understanding of operational challenges and leadership demands.
Many candidates don't understand what duty manager work actually involves. Test their knowledge of operational challenges, leadership pressures, and the reality of restaurant management beyond the glamorous aspects they might imagine.
Let's say you are a duty manager explaining that the role involves handling difficult staff conversations, working during holidays, and making tough decisions under pressure. The best candidates will ask thoughtful questions and show realistic expectations about these challenges.
Evaluate their progression plans, professional development interests, and stability indicators whilst assessing realistic expectations about duty manager responsibilities. Look for consistent career direction and investment in hospitality management advancement.
Common misunderstanding: Not properly assessing long-term commitment and career planning.
Short-term thinking leads to quick turnover. Evaluate candidates' progression plans, professional development interests, and stability indicators to identify those with genuine long-term commitment to hospitality management.
Let's say you are a duty manager whose restaurant invests heavily in training but loses staff to competitors. Look for candidates who have clear five-year plans, actively seek learning opportunities, and understand career progression pathways in restaurant management.
Common misunderstanding: Avoiding discussions about career expectations and development investment.
Many managers shy away from discussing long-term expectations, but duty manager success requires serious career planning and ongoing development investment. Test candidates' willingness to invest in their professional growth and realistic timeline expectations.
Let's say you are a duty manager whose company offers management training programmes and progression opportunities to assistant manager roles. The ideal candidate will show genuine interest in these opportunities and understand that advancement requires consistent performance and additional learning.