Design expediting-focused trials: observe them managing pass flow during prep periods, run mock service scenarios with multiple tickets, or shadow current expediting during actual service. Focus on pass command presence, timing call accuracy, and ticket flow thinking rather than cooking skills.
Common misunderstanding: Designing cooking-based trials instead of expediting assessment
Many managers design cooking-based trials instead of expediting assessment. Aboyeur trials must test pass command presence, ticket sequencing, and expo communication, not culinary technique. You're evaluating their ability to run the pass and expedite multiple orders effectively during high-pressure service periods.
Let's say you are designing an Aboyeur trial. Instead of asking them to cook a dish (cooking skill), ask them to coordinate the timing of five different dishes being prepared by different cooks (expediting skill). This tests their actual job responsibilities.
Common misunderstanding: Using generic kitchen tasks instead of specific coordination challenges
Some interviewers use generic kitchen tasks rather than Aboyeur-specific coordination challenges. Effective trials must simulate real coordination responsibilities: timing management during pressure, communication with different personality types, and systematic quality oversight across multiple stations.
Let's say you are testing an Aboyeur candidate. Don't ask them to prep vegetables (generic kitchen task). Instead, have them coordinate when three different prep tasks should finish so everything is ready at the same time (specific coordination challenge). This shows their actual coordination thinking.
Create 2-3 hour expediting assessment during prep or service periods. Include ticket flow challenges, multi-station timing calls, and pass quality control responsibilities. Structure specific expo tasks rather than general kitchen support to test pass command capabilities.
Common misunderstanding: Using unstructured trial shifts
Unstructured trial shifts don't reveal Aboyeur coordination competency. You need specific coordination scenarios like "Coordinate prep timing across 4 stations with different completion schedules" or "Manage mock service flow with deliberate timing challenges" to assess systematic coordination thinking.
Let's say you are running an Aboyeur trial shift. Don't just say "help in the kitchen for a few hours." Give them specific coordination tasks: "Make sure these three dishes all finish cooking at the same time" or "Call out timing for each station during this mock rush period." This reveals their coordination approach.
Common misunderstanding: Conducting trials during quiet periods
Many managers conduct trials during quiet periods, missing pressure assessment opportunities. Aboyeur trials should include busy period simulation or actual service observation where you can evaluate leadership composure, coordination efficiency, and communication effectiveness under realistic operational stress.
Let's say you are scheduling an Aboyeur trial during slow Tuesday afternoon prep. You won't see how they handle pressure or maintain authority when things get busy. Schedule the trial during peak service or create simulated pressure situations to test their real capabilities.
Watch for natural pass command presence, ticket flow system understanding, timing call adaptability with different stations, systematic approach to expediting management, and quality gate instincts. Assess expo composure under pressure and pass flow effectiveness.
Common misunderstanding: Focusing only on task completion rather than coordination methodology
Focusing only on task completion rather than coordination methodology misses the point. Observe how they approach timing challenges systematically, communicate with different stations respectfully but authoritatively, and maintain quality standards whilst managing multiple priorities simultaneously during coordination challenges.
Let's say you are observing an Aboyeur candidate during their trial. Don't just check if tasks get done. Watch how they organise their approach: Do they plan timing sequences? Do they adapt their communication style for different team members? Do they spot quality issues before dishes leave the pass? The method matters more than just completion.
Common misunderstanding: Assessing individual performance instead of coordination leadership
Some managers assess individual performance instead of coordination leadership capabilities. Watch how they guide others, delegate coordination responsibilities, adapt communication style for different team personalities, and maintain overall kitchen flow whilst supporting individual station needs and development opportunities.
Let's say you are evaluating an Aboyeur candidate who works efficiently but doesn't interact with the team. This misses the leadership aspect of the role. Look for how they help others stay on schedule, give clear direction, and coordinate the whole kitchen's timing, not just their individual tasks.