Focus on service competency verification, guest interaction feedback, teamwork assessment, and reliability patterns. Ask specific questions about service presentation, coordination effectiveness, and professional response during busy event periods. Verify their systematic approach to service challenges and ability to maintain standards under operational pressure.
Common misunderstanding: Using generic reference checks instead of banquet-specific ones
Many hiring managers conduct generic reference checks without focusing on banquet-specific competencies and behaviours. Service roles require verification of systematic coordination capability, guest interaction quality during events, and reliability for event coverage rather than general work performance feedback.
Let's say you are checking references for a banquet server candidate and only ask about general reliability and work ethic. You miss crucial information about their ability to coordinate with kitchen staff during busy wedding services or handle guest dietary requests professionally under pressure.
Common misunderstanding: Relying on written references instead of verbal conversations
Some managers rely on written references rather than conducting verbal conversations with previous supervisors. Banquet server reference checks require detailed discussion about service methodology, teamwork effectiveness, and guest interaction quality that written references cannot adequately convey.
Let's say you are reviewing a written reference that states "good team player and reliable." This tells you nothing about how they actually coordinate table service during a 200-guest corporate dinner or handle challenging guest requests whilst maintaining service flow.
Ask about service presentation standards, teamwork coordination during events, guest interaction quality, reliability for event coverage, learning ability with new procedures, and professional collaboration with service teams. Focus on specific examples that reveal competency patterns and professional behaviour under operational pressure.
Common misunderstanding: Focusing only on service competency without guest interaction verification
Hiring managers sometimes ask only about service competency without exploring guest interaction quality during reference checks. Banquet server roles require constant guest communication during events, making guest service verification essential for predicting venue performance and guest satisfaction.
Let's say you are checking references and only ask about their ability to carry plates and follow service procedures. You don't discover that they struggle with polite conversation during wine service or become flustered when guests ask about menu ingredients during formal dining events.
Common misunderstanding: Only asking about positive achievements instead of development areas
Some managers focus on positive achievements rather than asking about areas for improvement during reference discussions. Understanding development needs, learning patterns, and how candidates respond to feedback provides crucial insight for onboarding planning and performance management expectations.
Let's say you are conducting reference checks and only ask about what the candidate did well. You miss learning that they need extra support with wine knowledge or tend to rush service during high-pressure events, leaving you unprepared for their training needs.
Verify service competency through specific scenario questions, confirm guest interaction quality through supervisor feedback, check reliability patterns through attendance and event coverage examples, and validate learning ability through adaptation stories. Ask references to describe specific service challenges the candidate managed and their methodology for approaching coordination.
Common misunderstanding: Accepting general feedback without specific service examples
Many hiring managers accept general positive feedback without requesting specific service examples during verification. Effective banquet server reference checks require detailed scenarios that demonstrate systematic coordination, guest interaction effectiveness, and professional service standards under realistic operational conditions.
Let's say you are speaking to a reference who says "they were great with customers and very professional." Without asking for specific examples, you don't learn how they handled a wedding guest's severe allergy concerns or managed service timing when the kitchen fell behind schedule.
Common misunderstanding: Verifying only service qualifications without cultural fit assessment
Some managers verify only service qualifications without confirming cultural fit and team integration capability. Banquet server success requires collaborative working relationships with service teams, kitchen staff, and event management, making interpersonal effectiveness verification essential for operational integration prediction.
Let's say you are checking references and only verify their technical serving abilities and qualifications. You don't discover that they prefer working independently and struggle with the constant communication and coordination required during large banquet events where teamwork is essential.