Should I use technology during Bartender job interviews?

Use POS system tests and digital order management assessment, but prioritise hands-on service evaluation over technology focus whilst including basic tech competency testing without replacing practical bartending skills assessment. Balance technology integration with essential service capability evaluation.

Common misunderstanding: Making technology too important or ignoring it completely

Some managers either focus too much on technical skills or ignore them entirely. The best approach is testing basic tech abilities whilst keeping customer service and drink-making as the main priorities.

Let's say you are choosing between a candidate who's brilliant with the till system but struggles with customer conversation versus one who needs till training but creates excellent customer experiences and makes perfect drinks.

Common misunderstanding: Assuming young people are automatically good with technology

Some managers expect younger candidates to naturally understand all bar technology without checking their actual skills. Age doesn't guarantee tech ability - you need to test everyone's competency with your specific systems.

Let's say you are surprised when a 22-year-old candidate struggles with your POS system whilst a 45-year-old candidate picks it up immediately and suggests improvements to your ordering process.

What digital tools enhance Bartender candidate assessment?

Incorporate POS system familiarity tests, digital payment processing, and order management systems whilst using video assessment for initial screening but requiring in-person practical trials for comprehensive evaluation. Include technology competency without compromising essential service skills assessment.

Common misunderstanding: Testing general tech skills instead of bar-specific systems

Some managers ask about general computer use rather than testing the actual technology used in their bar. What matters is whether candidates can use your till, order system, and payment processing efficiently.

Let's say you are impressed that a candidate knows advanced Excel but discover they can't work your cocktail ordering system or process card payments correctly during busy periods.

Common misunderstanding: Thinking tech skills replace bartending basics

Some managers get so focused on digital abilities that they forget to properly test drink-making, customer service, and handling busy periods. Technology should help good bartenders work better, not replace essential bar skills.

Let's say you are considering a candidate who's excellent with all your digital systems but makes weak cocktails and seems uncomfortable talking to customers during your practical trial.

How do I conduct effective remote interviews for Bartender positions?

Use video calls for initial screening and behavioural assessment, but schedule in-person practical trials for hands-on skills evaluation whilst recognising that remote interviews can assess communication and service philosophy effectively. Maintain hybrid approach that combines remote efficiency with practical assessment.

Common misunderstanding: Trying to interview bartenders completely online

Some managers think video calls can replace in-person interviews for bartender positions. Whilst online meetings work for initial chats, you must see candidates make drinks, serve customers, and work with your team in person.

Let's say you are impressed by a candidate's video interview answers about cocktail knowledge but discover during an in-person trial that they're slow with drink preparation and struggle in your bar's fast-paced environment.

Common misunderstanding: Refusing to use video calls at all

Some managers insist on meeting every candidate in person from the start, missing opportunities to save time by screening unsuitable candidates online first. Video calls work well for initial conversations before bringing the best candidates in.

Let's say you are spending entire afternoons meeting candidates who clearly aren't suitable, when a 20-minute video call could have identified this and saved time for more thorough assessment of promising applicants.