Use technology for initial screening and scheduling whilst prioritising hands-on management demonstration over digital assessment. Integrate technology supporting leadership evaluation rather than replacing management trials.
Common misunderstanding: Digital tools replace practical assessment.
Many hiring managers believe online tests and video interviews can fully evaluate management capability. However, restaurant leadership requires hands-on demonstration that technology cannot replicate effectively.
Let's say you are an assistant manager reviewing digital assessment results. You might see high scores on leadership questionnaires, but this doesn't show how someone actually handles a busy dinner service or resolves staff conflicts in real time.
Common misunderstanding: Technology improves all assessment methods.
Some managers assume adding digital elements automatically enhances interview quality. Technology should support evaluation rather than complicate it, especially when assessing practical management skills.
Let's say you are an assistant manager using multiple apps and platforms during interviews. You might focus more on managing the technology than observing how candidates interact with your current team or handle operational challenges.
Implement video screening for initial management qualification checks and digital scoring for consistent evaluation whilst maintaining practical leadership focus. Use tools supporting assessment accuracy without compromising hands-on evaluation.
Common misunderstanding: More digital features mean better evaluation.
Some managers believe sophisticated assessment software automatically improves hiring decisions. However, complex digital tools can distract from observing essential management behaviours and practical problem-solving skills.
Let's say you are an assistant manager using advanced interview software with multiple scoring features. You might spend more time entering data than watching how candidates demonstrate leadership presence or communicate with your existing staff members.
Common misunderstanding: Remote interviews are equally effective.
Some managers believe video calls provide the same assessment quality as in-person meetings. Restaurant management requires reading room dynamics and physical presence that remote technology cannot fully capture.
Let's say you are an assistant manager conducting video interviews to save time. You might miss important non-verbal communication, fail to observe how candidates interact with your restaurant environment, or overlook their comfort level with hands-on operational tasks.
Conduct remote preliminary interviews for management experience discussion whilst requiring in-person practical trials for leadership assessment. Balance remote efficiency with essential hands-on management evaluation requirements.
Common misunderstanding: Efficiency should drive interview design.
Some managers prioritise speed and convenience over assessment quality when designing interview processes. However, restaurant management roles require thorough evaluation that cannot be rushed through automated systems.
Let's say you are an assistant manager trying to streamline hiring. You might use only digital screening to save time, but this could mean missing candidates who excel at practical leadership but struggle with online formats.
Common misunderstanding: Traditional methods are outdated and ineffective.
Some managers believe face-to-face assessment belongs in the past and that modern hiring requires primarily digital approaches. However, restaurant leadership involves physical presence and real-time decision-making that require in-person evaluation.
Let's say you are an assistant manager embracing modern hiring trends. You might rely entirely on video interviews and online assessments, but this approach could miss candidates who excel at managing busy service periods or building team relationships in person.