Observe their interaction style with current staff, communication approach, and leadership presence whilst testing their ability to motivate and coordinate diverse team members. Use practical scenarios showing how they handle team conflicts and operational challenges collaboratively.
Common misunderstanding: Assessing individual skills instead of team compatibility.
Many hiring managers focus on personal abilities rather than how candidates will work with existing staff. They miss crucial signs like communication style, natural leadership presence, and collaboration instincts.
Let's say you are a duty manager interviewing someone who talks confidently about their achievements but doesn't ask questions about your team or current challenges. This could signal they prefer working alone rather than building relationships with colleagues.
Common misunderstanding: Thinking good workers automatically make good team players.
Personal skills don't guarantee team success. You need to test how candidates motivate others, coordinate different departments, and handle workplace disagreements.
Let's say you are a duty manager whose kitchen team often clashes with front-of-house staff. A candidate who only talks about their individual performance won't help solve these team conflicts that affect customer service.
Ask about managing team disagreements, motivating underperforming staff, and coordinating with different departments whilst exploring their approach to building relationships and maintaining team morale. Focus on specific examples of successful team leadership.
Common misunderstanding: Using generic teamwork questions instead of specific scenarios.
Asking "Are you a team player?" tells you nothing useful. Instead, explore how they handle real situations like staff disagreements, motivating underperforming colleagues, and coordinating between departments.
Let's say you are a duty manager dealing with a server who consistently arrives late while your kitchen team complains about slow ticket times. The right candidate will describe specific strategies for addressing both issues while maintaining team morale.
Common misunderstanding: Ignoring soft skills like relationship building and morale.
Many managers focus only on operational tasks and forget that duty managers must maintain team spirit and build positive workplace relationships. These skills directly impact staff retention and service quality.
Let's say you are a duty manager noticing that experienced staff seem disengaged and new employees struggle to fit in. A candidate who understands team dynamics will have practical ideas for improving communication and creating a supportive work environment.
Test their natural authority, communication clarity, and team development instincts whilst observing how they handle resistance and build consensus. Evaluate their ability to balance operational demands with team support and individual recognition.
Common misunderstanding: Assuming leadership means being bossy or demanding.
Effective duty manager leadership comes from natural authority, clear communication, and developing others. Look for candidates who inspire rather than intimidate, and who help team members grow professionally.
Let's say you are a duty manager watching how a candidate interacts with your current staff during their interview. Do they listen actively, ask thoughtful questions, and treat everyone with respect? These behaviours predict successful leadership better than aggressive confidence.
Common misunderstanding: Not testing leadership potential with practical examples.
You can't evaluate leadership through questions alone. Watch how candidates naturally take charge, explain complex ideas clearly, and show interest in developing others. These instincts can't be faked easily.
Let's say you are a duty manager introducing a candidate to your team during a busy shift. Notice whether they naturally help solve problems, communicate clearly under pressure, and show genuine interest in understanding your team's strengths and challenges.