What red flags should I watch for in a Bartender job interview?

Watch for poor customer service attitude, inability to handle pressure, alcohol service irresponsibility, and hygiene concerns whilst noticing unreliability indicators, team integration problems, and lack of genuine hospitality interest. Identify concerning patterns early to prevent hiring mistakes that affect customer satisfaction and team dynamics.

Common misunderstanding: Ignoring subtle warning signs

Many managers only notice obvious problems but miss small warning signs that predict bigger issues. Subtle red flags often matter more than dramatic ones.

Let's say you are interviewing someone who's polite but makes small excuses for being late, blames previous managers quietly, or shows slight irritation when questioned. These small signs often predict reliability and attitude problems.

Common misunderstanding: Overlooking red flags for strong skills

Some managers ignore warning signs because candidates have impressive abilities. Great technical skills don't excuse poor attitude or reliability issues.

Let's say you are considering someone who makes excellent cocktails but arrived late, speaks negatively about previous jobs, and seems defensive about feedback. Technical talent won't fix attitude problems that affect team dynamics.

How do I identify concerning behaviours during a Bartender interview?

Observe defensive responses to feedback, blame-shifting in difficult situations, and poor communication with team members whilst watching for safety disregard, cleanliness lapses, and unprofessional presentation during practical trials. Notice inability to take responsibility for mistakes and resistance to constructive guidance.

Common misunderstanding: Excusing behaviour as nerves

Some managers explain away concerning behaviour as interview anxiety. Whilst nerves are normal, defensive or blaming responses usually indicate character issues.

Let's say you are hearing a candidate blame all previous problems on managers, customers, or circumstances beyond their control. This pattern of avoiding responsibility rarely improves once hired - it reflects their approach to workplace challenges.

Common misunderstanding: Only listening to words

Some managers focus on what candidates say but ignore what they do during practical assessments. Actions reveal more about real working behaviour than words.

Let's say you are listening to someone talk about high hygiene standards whilst watching them handle glasses carelessly, skip handwashing, or ignore spillages. Watch their actual behaviour during trials - it predicts real work habits.

What warning signs indicate a poor Bartender candidate fit?

Notice inconsistent availability claims, negative attitude toward previous employers, and excessive focus on personal benefits over customer service whilst identifying resistance to establishment procedures and unrealistic salary expectations. Watch for lack of genuine interest in hospitality and poor understanding of alcohol service responsibility.

Common misunderstanding: Assuming candidates will change after hiring

Some managers ignore availability problems or resistance to procedures, hoping these issues will resolve once employment starts. Character traits rarely change after hiring.

Let's say you are noticing a candidate who questions every procedure, seems reluctant about weekend shifts, or makes demands during interviews. These attitudes typically worsen once they feel secure in the role.

Common misunderstanding: Accepting negativity as normal

Some managers think negative comments about previous employers are normal workplace frustration. Consistent negativity usually indicates relationship and accountability problems.

Let's say you are hearing detailed complaints about multiple previous workplaces - terrible managers, difficult customers, unfair treatment. Professional candidates discuss challenges constructively, not with consistent blame and negativity.