Focus on coordination leadership performance: ask about timing management effectiveness, team coordination abilities, leadership presence during pressure, and systematic coordination development. Verify specific examples they provided during interviews.
Common misunderstanding: Asking generic reference questions instead of specific verification
Many managers ask generic reference questions instead of Aboyeur-specific verification. References should confirm systematic thinking, leadership presence under pressure, and measurable improvements in kitchen timing and team coordination effectiveness.
Let's say you are asking an Aboyeur candidate's reference "Was he a good employee?" This generic question doesn't verify expediting skills. Instead ask: "How effective was his pass management during your busiest service periods?" "Could he maintain timing calls when multiple stations fell behind?" Focus on expediting-specific performance.
Common misunderstanding: Accepting surface-level reference responses without probing specifics
Some interviewers accept surface-level reference responses without probing leadership specifics. Effective verification requires detailed examples: 'Can you describe specific challenges they handled and how they approached systematic problem-solving?'
Let's say you are accepting a reference's response like "He was great at coordination." This doesn't provide useful verification. Probe deeper: "Give me a specific example of how he handled a difficult service period." "What exactly did he do when tickets were backing up?" Detailed examples verify real capabilities.
Ask coordination-specific questions: 'How did they manage kitchen timing during busy periods?', 'Describe their leadership style with different team members', 'What coordination improvements did they implement?', and 'How did they handle coordination challenges?'
Common misunderstanding: Using standard reference questions that don't reveal capabilities
Using standard reference questions that don't reveal Aboyeur capabilities wastes the opportunity. Effective questions target systematic expertise: 'How did they develop ticket flow systems?' and 'What was their approach to training coordination skills in others?'
Let's say you are asking standard questions like "How was their attendance?" or "Did they work well with others?" These don't verify expediting skills. Focus on pass-specific abilities: "How did they prioritise tickets during rush periods?" "Could they spot quality issues before plates left the pass?" Target expediting competencies.
Common misunderstanding: Not verifying specific interview examples with references
Some managers don't verify specific interview examples with references. Cross-check situations they described: 'They mentioned handling [specific challenge] - can you confirm the details and outcome?' to ensure interview honesty and capability accuracy.
Let's say you are conducting reference checks without cross-referencing the candidate's interview stories. You miss opportunities to verify their claims. Ask: "The candidate described coordinating a 300-cover wedding with equipment failures - were you there for that? How did they actually handle it?" Verify their specific examples.
Verify coordination responsibilities held, team sizes managed, kitchen complexity handled, systematic coordination approaches developed, and measurable leadership impact. Cross-reference specific examples from interviews with reference feedback.
Common misunderstanding: Accepting employment verification without performance confirmation
Accepting employment verification without performance confirmation provides inadequate assessment. Verify actual responsibilities: 'What specific timing management and kitchen coordination duties did they handle?' rather than just confirming job title and dates.
Let's say you are satisfied with confirming that the candidate worked as "Kitchen Coordinator" for two years. Job titles don't reveal actual capabilities. Verify responsibilities: "What exactly did their expediting role involve?" "How many covers did they coordinate?" "What stations did they manage?" Specific duties matter more than titles.
Common misunderstanding: Not assessing leadership development progression
Some interviewers don't assess leadership development progression. Strong references should confirm systematic skill growth, leadership responsibility increases, and measurable kitchen efficiency improvements they achieved through excellence and team development initiatives.
Let's say you are only asking about current expediting abilities without exploring development. You miss growth indicators. Ask: "How did their expediting skills improve over time?" "What additional responsibilities did they take on?" "Did they help train other staff?" Development progression indicates learning ability and leadership potential.