How to Use the Barback Interview Template

Why structured barback interviews matter

A barback who can't keep up during a Friday night rush doesn't just slow down one bartender - they create a bottleneck that affects the entire bar. Empty ice wells, missing glassware, and unstocked garnishes compound into lost revenue and frustrated customers. The wrong hire becomes obvious within their first busy shift, but by then you've already invested training time and potentially lost a good candidate to a competitor.

This template ensures you assess every barback candidate consistently across the competencies that actually predict success: physical stamina, anticipation of bartender needs, teamwork under pressure, and reliability during your busiest trading hours. The 30-minute format respects both your time and the candidate's, while the weighted scoring system helps you make objective decisions rather than going on gut feeling.

Structured interviews also protect you legally by demonstrating fair, non-discriminatory hiring practices - something that matters when you're hiring for physically demanding roles.

Pre-Interview Preparation

Before the candidate arrives, work through this checklist so you're ready for a productive interview.

Review candidate CV and application form - Look for previous bar work, hospitality experience, or any physically demanding roles. Note their stated availability - barback shifts tend to be evenings and weekends, and candidates who can't work those hours won't last regardless of how good they are.

Prepare interview area in or near bar - Conducting the interview in or near the actual bar helps candidates understand the environment they'd be working in. It also lets you observe whether they seem comfortable around the noise and pace of a working bar.

Have scoring sheets and pen ready - Document responses immediately rather than trying to remember details later. When you're interviewing three or four candidates in a day, specifics blur quickly.

Ensure 30 minutes uninterrupted time - Tell your team you're unavailable. Constant interruptions signal to the candidate that you don't take the process seriously, and it makes it harder for them to give thoughtful answers.

Review bar setup requirements and physical demands - Refresh yourself on what the role actually involves day-to-day. How heavy are your keg deliveries? How far is the cellar from the bar? How many covers do you do on a Saturday? This helps you assess whether candidates genuinely understand what they're signing up for.

Customisation tips:

• For cocktail bars, add "Review current garnish prep and ingredient management requirements"
• For high-volume venues, add "Confirm practical trial station is set up in the bar area"
• For hotel bars, add "Review cross-departmental responsibilities (room service, events)"

Candidate Details

Record the candidate's full name exactly as they prefer to be called. This becomes your reference for all subsequent documentation.

Document when the interview took place. This is essential when comparing multiple candidates interviewed over several days and for any follow-up correspondence.

Work Experience

Why this question matters:

Barbacks rarely come with extensive bar-specific experience - this is often someone's first step into the industry. What you're really assessing is whether they've done any work that required sustained physical effort, fast pace, or supporting a team. A candidate who spent a summer in a warehouse loading trucks understands physical demands. Someone who worked busy retail during Christmas knows what sustained pressure feels like. These transferable experiences predict barback success more reliably than whether they've ever changed a keg.

What good answers look like:

• Specific examples from physically demanding work ("I worked in a garden centre loading compost bags and pushing heavy trolleys for eight hours a day")
• Recognition that bar work means unsociable hours and being on your feet ("I'm used to working Saturday nights - my last job was in a takeaway and weekends were our busiest time")
• Evidence of sustained employment rather than two-week stints
• Honest acknowledgment of limited bar experience combined with enthusiasm to learn ("I haven't worked in a bar before, but I've been watching videos about bar setups and I'm genuinely excited about getting started")
• Transferable skills clearly connected to bar support work ("In my warehouse role I had to keep the picking area stocked for the packers - it's similar to keeping a bar stocked for bartenders")

Red flags to watch for:

• Cannot describe any previous work, volunteering, or responsibilities in concrete terms
• Blames every previous employer for problems without any self-reflection
• Shows no awareness that barback work is physically exhausting and repetitive
• Very short employment periods (under a month) with vague explanations like "it wasn't for me"
• Dismissive attitude toward the role ("I just need something until a better job comes along")
• Only interested in the role because they want to become a bartender quickly, with no patience for learning from the bottom

Customisation tips:

• For candidates with no work history (school leavers), ask about sports teams, part-time commitments, or family responsibilities that required reliability
• For career changers, explore what specifically attracts them to bar work versus their previous industry
• For candidates with bar experience elsewhere, ask which bar systems and equipment they've used

How to score:

• 5 - Excellent: Relevant bar or hospitality experience with strong, specific examples demonstrating reliability and understanding of fast-paced support work
• 4 - Good: Some relevant experience in physically demanding or fast-paced environments with clear examples of sustained employment
• 3 - Average: Limited but some work experience; understands the demands even without directly relevant background
• 2 - Below Average: Very limited experience; unclear about what the barback role actually involves day-to-day
• 1 - Poor: No experience and unrealistic expectations about the work ("How hard can it be?")

Physical Demands

Why this question matters:

Barback work is among the most physically demanding roles in hospitality. You're carrying full keg barrels (up to 72kg), hauling crates of bottles up and down stairs, emptying overflowing glass collectors during peak service, and doing it all at pace for 8-10 hours with minimal breaks. Candidates who underestimate these demands either quit within the first week or develop injuries from poor technique. This question separates those who've genuinely thought about the physical reality from those who assume they'll manage because they go to the gym.

What good answers look like:

• Realistic acknowledgment of the demands with evidence of similar physical work ("I've spent the last year working on building sites carrying materials up scaffolding, so I'm used to sustained physical effort")
• Practical strategies for managing the workload ("I know good footwear makes a huge difference - my last physical job taught me that. I also make sure I stay hydrated and eat properly before long shifts")
• Questions about specific physical requirements showing genuine engagement ("How heavy are the kegs here? Do you use a dolly for deliveries or is it manual carry?")
• Honest disclosure of any limitations with willingness to work around them ("I have a previous shoulder injury but it's fully healed and I've been doing weight training to strengthen it")
• Understanding that pace matters as much as raw strength ("It's not just about being strong - it's about keeping that pace up for the whole shift, especially during the rush")

Red flags to watch for:

• Overconfident claims without supporting evidence ("I can handle anything, no problem")
• Visible discomfort when you describe specific physical demands like carrying kegs or being on feet for 10 hours
• No awareness of what working in a hot, crowded bar environment actually feels like
• Unrealistic expectations about break frequency ("I'd need to sit down every hour")
• Previous injuries they're clearly minimising or hiding when directly asked
• Gym-focused answers that confuse controlled exercise with unpredictable, sustained manual labour ("I deadlift 150kg so kegs won't be an issue")

Customisation tips:

• For venues with cellars or multiple floors, emphasise the stair-climbing element specifically
• For outdoor beer gardens or terrace bars, discuss weather exposure and longer carry distances
• For high-volume nightclubs, stress the sustained intensity across a 6-hour peak trading period with no quiet spells

How to score:

• 5 - Excellent: Fully prepared for the demands with relevant experience managing similar physical work in previous roles
• 4 - Good: Confident about managing physical demands based on past experience, with realistic understanding of what's involved
• 3 - Average: Willing to try and understands the requirements, though limited directly relevant experience
• 2 - Below Average: Some concerns about physical demands or unrealistic about what the role involves
• 1 - Poor: Unable or clearly unwilling to meet the physical requirements of the role

Supporting Bartenders

Why this question matters:

The entire barback role exists to make bartenders faster and more effective. A barback who doesn't understand this - who treats the job as a list of tasks rather than an exercise in anticipation - will always be reactive instead of proactive. During a busy Friday night, a bartender calling out for ice or clean glasses has already lost precious seconds. The best barbacks notice the ice well getting low before the bartender does. This question reveals whether candidates think in terms of support and anticipation, or whether they'll need constant direction.

What good answers look like:

• Shows understanding that the bartender's needs dictate priorities ("My first job would be scanning all the stations - who's running low on ice, who needs glassware, which bottles need replacing - then working through the most urgent ones first")
• Demonstrates anticipation thinking rather than waiting to be told ("If I notice a bartender making lots of mojitos, I'd make sure the mint and lime are prepped and ready before they run out")
• Mentions specific tasks with clear priority reasoning ("Clean glassware is probably the most urgent because bartenders literally can't serve without it, so I'd make that my constant background task")
• Recognises the communication element ("I'd check in with bartenders at the start of the night about any specific needs or changes to the usual setup")
• Shows awareness that different parts of the evening have different demands ("Early on it's about making sure everything is fully stocked. During the rush it's about keeping up with glass collection and ice. Towards close it's cleaning down and restocking for the morning")

Red flags to watch for:

• Task-list thinking without prioritisation ("I'd just work through everything that needs doing")
• No mention of communication with bartenders about their specific needs
• Focuses on the tasks they'd enjoy rather than the tasks that matter most
• Cannot articulate why one task might be more urgent than another during peak service
• Shows no understanding that the barback role is fundamentally a support role ("I'd do my own thing and help when asked")
• Assumes the role is mostly about cleaning rather than operational support

Customisation tips:

• For cocktail bars, ask specifically about supporting complex drink preparation (fresh juice, garnish prep, syrup restocking)
• For high-volume venues, focus on glass turnaround speed and ice management
• For venues with multiple bar stations, explore how they'd split attention between different bartenders
• For craft beer bars, include keg changing and line awareness in the discussion

How to score:

• 5 - Excellent: Clear understanding of priorities with genuine anticipation thinking; can explain why certain tasks take precedence during different parts of service
• 4 - Good: Good grasp of the support role with practical thinking about bartender needs
• 3 - Average: Basic understanding of support tasks but limited anticipation or priority awareness
• 2 - Below Average: Limited understanding of what bartenders actually need; thinks in terms of isolated tasks
• 1 - Poor: No understanding of bar support requirements; sees the role as generic manual work

Teamwork Under Pressure

Why this question matters:

A busy bar is one of the most pressurised team environments in hospitality. When service hits full pace, everyone depends on everyone else. A barback who withdraws under pressure, gets flustered and stops communicating, or tries to handle everything alone creates problems that ripple across the entire operation. You need someone who actually performs better with a team around them - who communicates, asks for help when needed, and offers it when they can.

What good answers look like:

• Specific examples of supporting colleagues under genuine pressure ("During the Christmas rush at my retail job, I noticed the till queue was backing up so I started bagging for the cashiers without being asked, which sped things up by about 30%")
• Evidence of communication during stressful moments ("When things got really busy at the warehouse, I'd call out to my colleague which orders I was picking so we didn't duplicate work")
• Understanding that their role enables others ("In my last job I realised that if I kept the prep area stocked, the people on the line could work much faster")
• Willingness to ask for help rather than struggling alone ("If I'm falling behind, I'd rather tell someone quickly so we can fix it than try to catch up and let things get worse")
• Shows emotional control under pressure ("I stay calmer when it's busy because there's no time for panic - you just have to focus on the next task")

Red flags to watch for:

• "I prefer to work alone" or any variant - bars don't allow for this
• All conflict stories end with the other person being entirely wrong
• Rigid approach to job boundaries ("That's not my job" mentality)
• Cannot describe any situation where they helped someone else under pressure
• Competitive rather than cooperative mindset ("I always try to be the best, not help others")
• Gets visibly uncomfortable discussing teamwork or seems to be inventing examples

Customisation tips:

• For large bar teams (3+ bartenders), ask about coordinating support across multiple people simultaneously
• For small teams where the barback might be the only support, emphasise the importance of self-management and initiative
• For venues with high staff turnover, explore how they adapt to working with new people regularly

How to score:

• 5 - Excellent: Strong, specific example of proactive team support under genuine pressure; clearly understands their role in enabling others
• 4 - Good: Good teamwork with genuine willingness to help colleagues; provides real examples
• 3 - Average: Basic teamwork ability; responds helpfully when asked but limited proactive support
• 2 - Below Average: Limited teamwork experience or preference for independent work
• 1 - Poor: Cannot work effectively in teams; shows poor attitude toward collaborative work

Reliability and Availability

Why this question matters:

A barback who doesn't show up for a Saturday night shift doesn't just leave you short-staffed - they leave your bartenders without support during the busiest and most profitable trading period of the week. Unlike roles where absence can be covered by redistributing work, a missing barback means bartenders have to restock their own ice, collect their own glasses, and run their own stock, which directly reduces their serving capacity and your revenue. Reliability isn't just a nice-to-have for barbacks; it's the foundation of the role.

What good answers look like:

• Clear, realistic availability that matches your busiest periods ("I'm fully available Friday, Saturday, and Sunday evenings, which I understand are your busiest times")
• Evidence of reliability in previous roles ("In my last job I had 100% attendance over six months - I think being reliable is the most basic thing you can offer an employer")
• Practical strategies for ensuring punctuality ("I always plan to arrive 15 minutes early because public transport can be unpredictable")
• Honest about any limitations rather than overpromising ("I can't do Tuesday evenings because of a college commitment, but every other evening and all weekends are fine")
• Understanding of why reliability matters specifically in bar work ("If I don't turn up, the bartenders have to do their own restocking and the whole service suffers")

Red flags to watch for:

• Vague about availability ("I'm pretty flexible" without committing to specific days)
• History of unreliable attendance in previous jobs with excuses rather than accountability
• Cannot work the hours you actually need, despite applying for the role
• Overpromises availability in a way that seems unrealistic ("I can work literally any time, any day")
• Shows no understanding of why weekend and evening availability matters for bar work
• Transport issues that haven't been thought through ("I'll figure out how to get home after midnight shifts")

Customisation tips:

• For late-night venues, specifically ask about transport arrangements for finishing after midnight
• For seasonal operations, discuss how their availability might change during holidays or exam periods
• For venues requiring split shifts, explore their comfort with broken schedules

How to score:

• 5 - Excellent: Fully flexible availability matching your busiest periods with strong reliability track record and practical plans for punctuality
• 4 - Good: Good availability and genuine commitment to reliability with evidence from previous roles
• 3 - Average: Acceptable availability with basic reliability; some gaps but workable
• 2 - Below Average: Limited availability or reliability concerns that could affect scheduling
• 1 - Poor: Cannot meet your availability requirements or shows poor reliability history

Practical Trial

Why practical trials matter:

Interviews tell you what candidates say they'll do. Trials show you what they actually do. A 30-45 minute trial behind your bar during a prep period or quiet service reveals work pace, physical comfort, awareness of surroundings, and whether they instinctively look for things to do or wait to be told. Many candidates who talk a good game freeze when faced with the actual pace and physicality of barback work - and some quiet candidates who interview poorly turn out to be natural workers.

What to observe:

Restocked bar efficiently without disrupting service - Did they find a rhythm for restocking that didn't get in the bartenders' way? Could they carry multiple items in one trip rather than making five trips for five bottles?

Collected and cleaned glassware promptly - Watch whether they naturally scan for empty or abandoned glasses, or whether they only collect what's directly in front of them. Speed of glass turnaround during busy periods is one of the most critical barback skills.

Maintained clean and organised work areas - Do they wipe surfaces without being told? Do they clear their own workspace as they go, or leave a trail of mess?

Anticipated needs without being asked - This is the gold standard. Did they notice the ice getting low and start filling it, or did they wait for someone to ask? Did they see a bartender reaching for a bottle and move to replace it?

Communicated well with bar staff - Did they ask bartenders what they needed? Did they call out when restocking was done? Did they check before moving things around?

Moved safely with heavy items - Proper lifting technique matters. Watch for knee bending rather than back bending, secure grip on wet glassware, and awareness of other people when carrying heavy items through tight spaces.

Setting up an effective trial:

• Schedule during a real prep session or early service, not a completely dead period
• Brief your bartenders to interact naturally and make reasonable requests
• Have specific tasks ready: restock the glass washer, refill ice wells, change a keg, clear and clean a section
• Observe from a distance where possible - hovering changes behaviour
• Note whether they ask for direction or find things to do independently

How to score the trial:

• 5 - Exceptional: Exceeded expectations in all areas; showed initiative, good pace, and natural aptitude for bar support work
• 4 - Strong: Met all requirements comfortably; would integrate well with the bar team from day one
• 3 - Adequate: Basic requirements met with some coaching needed; trainable with support during first few weeks
• 2 - Below Standard: Struggled with some requirements; significant development needed before they could work a busy shift
• 1 - Inadequate: Cannot meet minimum standards; not suitable for the physical and operational demands of the role

Cultural Fit Assessment

Beyond skills and experience, cultural fit determines whether a barback will stay and thrive in your team. Select all indicators that genuinely apply to this candidate based on your observations throughout the interview and trial.

Shows willingness to learn and take direction - Did they ask questions? Accept correction during the trial without defensiveness? Show genuine interest in learning how your bar operates?

Demonstrates reliable and punctual attitude - Did they arrive on time for the interview? Do their references suggest reliability? Is their employment history stable enough to suggest they'll stick around?

Shows respect for bartenders and their work - Do they understand that the barback role exists to support bartenders, not compete with them? Do they speak positively about teamwork and support roles?

Availability matches our busiest periods - Can they actually work Friday and Saturday nights? Have they been honest about limitations rather than telling you what you want to hear?

Expresses interest in bar industry career - Do they seem interested in hospitality long-term, or is this purely a stopgap? Interest predicts retention - people who care about the industry invest more in the role.

Shows positive attitude toward support role - Some candidates apply for barback roles hoping to skip straight to bartending. Do they show genuine respect for the support role itself, or do they see it as beneath them?

Weighted Scoring

The weighted scoring system reflects what matters most for barback success in most bar operations.

Work readiness carries the highest weight because it combines experience, understanding of the role, and attitude toward bar support work. Rate 1-5 based on overall interview performance across the work experience and bar support questions, then multiply by 0.35.

Physical capability is essential - barbacks who can't handle the demands will struggle from their first busy shift or develop injuries. Rate 1-5 based on the physical demands response and trial observations, then multiply by 0.30.

Cultural fit affects retention and team dynamics. A barback who clashes with your bartenders creates friction that affects service quality. Rate 1-5 based on the cultural fit assessment indicators, then multiply by 0.20.

Reliability matters but can be harder to assess before employment. Rate 1-5 based on availability match, stated commitment, punctuality at interview, and employment history stability, then multiply by 0.15.

Add all weighted scores together for the final result. Maximum possible is 5.0.

Interpretation:

• 4.0 and above: Strong hire - offer the position with confidence
• 3.5 to 3.9: Hire with development plan - good candidate who may need extra support during their first few busy shifts
• 3.0 to 3.4: Consider second interview - potential is there but significant questions remain
• Below 3.0: Do not proceed - significant concerns that training alone cannot address

Customisation tips:

• High-volume nightclubs might increase Physical Capability to 0.35 and reduce Cultural Fit to 0.15
• Cocktail bars where barbacks handle garnish prep might increase Work Readiness to 0.40 and reduce Reliability to 0.10
• Small bar teams where chemistry matters might increase Cultural Fit to 0.25 and reduce Physical Capability to 0.25

Final Recommendation

Based on all assessments, select your hiring decision:

• Strong Hire - Offer position immediately: Exceptional candidate who demonstrated genuine aptitude, strong physical capability, and clear understanding of bar support; move fast before they accept elsewhere
• Hire - Good candidate, offer position: Solid choice who meets your requirements and will contribute from early shifts
• Maybe - Conduct second interview or check references: Potential but need more information before committing; perhaps a second trial during an actual busy service
• Probably Not - Significant concerns, unlikely to hire: Issues identified that probably can't be resolved through training alone; only reconsider if no other candidates are available
• Do Not Hire - Not suitable for this role: Clear misfit for barback work; don't proceed regardless of how urgently you need to fill the position

Additional Notes

Record any observations, concerns, or follow-up actions that don't fit elsewhere. This might include:

• Specific reference check questions to ask previous employers
• Training needs if hired (keg changing, glass washer operation, cellar management)
• Availability constraints discussed and agreed
• Notable strengths to leverage from day one
• Concerns to monitor during probation period
• Whether they expressed interest in eventual bartender progression

What's next

Once you've selected your barback, proper onboarding is essential for retention and rapid productivity. See our guide on Barback onboarding to ensure your new hire integrates smoothly and starts supporting your bar team effectively from day one.