How should I conduct reference checks for a Restaurant Duty Manager candidate?

Focus on shift leadership performance, crisis management examples, and guest complaint resolution outcomes whilst verifying operational responsibilities and team management effectiveness. Ask specific questions about leadership presence, decision-making quality, and professional conduct under pressure.

Common misunderstanding: Basic employment verification is enough.

Just confirming someone worked somewhere and their job title doesn't tell you if they were actually good at managing people and solving problems. Duty manager reference checks need much more detail.

Let's say you are a duty manager checking references for a candidate. Don't just ask "Did they work there?" Instead ask: "Can you give me a specific example of how they handled a crisis during a busy service?" Look for concrete examples of leadership, decision-making, and problem-solving under pressure.

Common misunderstanding: All restaurant experience is similar.

Working in different types of restaurants requires different skills. A duty manager from a casual dining chain might struggle in fine dining, and someone from a quiet neighbourhood restaurant might not cope with high-volume operations.

Let's say you are a duty manager calling references about a candidate. Ask detailed questions about their actual working environment: "What was the typical volume during their busiest shifts? How did they handle multiple priorities when understaffed?" Make sure their experience matches the demands of your specific restaurant type.

What questions should I ask Restaurant Duty Manager candidate references?

Inquire about specific shift leadership situations, emergency response capabilities, and guest service recovery examples whilst exploring team relationships and operational reliability. Focus on concrete examples of management performance and professional development.

Common misunderstanding: Standard questions reveal leadership ability.

Asking "Were they a good employee?" won't tell you if someone can actually lead a team through difficult situations. You need specific examples of their management performance.

Let's say you are a duty manager conducting reference checks. Ask targeted questions like: "Describe a specific time when they had to manage a difficult staff member or resolve a serious customer complaint. What exactly did they do, and what was the outcome?" Listen for detailed examples that show real leadership skills, not just general positive comments.

Common misunderstanding: Technical skills matter most.

Knowing how to use restaurant systems and procedures is important, but duty managers also need to build good relationships with their team and be consistently reliable. Reference checks should explore these softer skills.

Let's say you are a duty manager checking references for a management candidate. Ask about team dynamics: "How did other staff members respond to their leadership? Were they respected by the team? Could you rely on them to handle shifts independently?" Look for evidence of trust, respect, and dependability from both management and staff.

How do I verify Restaurant Duty Manager experience and qualifications effectively?

Confirm actual management responsibilities, operational authority levels, and crisis handling experience whilst validating employment dates and position progression. Cross-reference claimed achievements with referee feedback and documented performance.

Common misunderstanding: People always tell the truth about experience.

Candidates sometimes exaggerate their responsibilities or downplay problems in previous roles. Good reference checks help you verify what actually happened and get the full picture.

Let's say you are a duty manager following up on a candidate's claims. Ask specific questions to verify their stories: "They mentioned handling a major equipment failure during service. Can you tell me more about that situation and how they managed it?" Cross-reference their interview answers with what references say to spot any inconsistencies.

Common misunderstanding: Reference calls take too much time.

Skipping thorough reference checks to save time often leads to bad hires that cost much more in the long run. Duty manager positions are too important to rush this step.

Let's say you are a duty manager hiring for a crucial role. Invest time in detailed reference conversations: "Walk me through their typical approach to staff scheduling, handling supplier issues, and managing customer complaints." Spend 15-20 minutes getting comprehensive insights rather than rushing through basic questions. Good reference checks prevent expensive hiring mistakes.