How to Use the Bartender Interview Template

Why structured bartender interviews matter

Bartenders handle cash unsupervised, manage intoxicated customers, and represent your brand directly to every person who walks up to the bar. A great bartender builds a following - regulars who come specifically because of the person behind the bar. A poor hire creates shrinkage problems you won't notice until stocktake, drives customers away with slow service or poor attitude, and potentially exposes you to licensing liability through irresponsible alcohol service.

This template ensures you assess every candidate consistently across the competencies that predict bartender success: drink knowledge, customer engagement, speed under pressure, and responsible service. The 45-minute format includes time for both interview questions and a practical mixing test, which is critical because bartending is a physical skill that no amount of talking can substitute for.

Using the same questions and scoring criteria for every candidate also protects you legally by demonstrating fair, non-discriminatory hiring practices. The weighted scoring system lets you adjust priorities for your specific operation - a cocktail bar will weight drink knowledge differently than a high-volume nightclub.

Pre-Interview Preparation

Before the candidate arrives, work through this checklist to set yourself up for a productive interview.

Review candidate CV and bar experience - Look for the types of venues they've worked in, the length of each role, and any specific cocktail or spirits training. Note whether they've worked in high-volume, cocktail-focused, or casual environments - each develops different skills.

Prepare interview area at or near bar - Conducting the interview at or near the bar lets the candidate see the setup they'd be working with and makes the transition to the practical test natural. It also lets you observe whether they instinctively check out the back bar, the layout, or the equipment.

Have scoring sheets and pen ready - Document responses in real time. When you're interviewing multiple bartenders, conversations blend together and you'll lose the details that differentiate candidates.

Ensure 45 minutes uninterrupted time - The interview portion takes roughly 25 minutes, with 20 minutes for the practical mixing test. Brief your team and arrange cover so you're not pulled away.

Review cocktail menu and house standards - Refresh yourself on your current cocktail specifications, pouring standards, and any new additions. You need to assess whether a candidate meets your standards, not generic ones.

Prepare practical mixing test materials - Set out spirits, mixers, ice, glassware, and garnishes needed for a practical test. Have the ingredients for at least three classic cocktails available. Nothing undermines a trial like missing equipment.

Customisation tips:

• For cocktail bars, add "Prepare blind tasting of three spirits for knowledge assessment"
• For high-volume nightclubs, add "Set up speed test with multiple simultaneous orders"
• For hotel bars, add "Review room charging procedures and guest recognition protocols"
• For gastropubs, add "Review food and drink pairing requirements"

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.

Bar Experience

Why this question matters:

Bartending experience varies wildly. Someone who's poured pints in a local pub has a completely different skill set from someone who's worked a cocktail bar or a high-volume nightclub. Understanding where a candidate has worked, what they've made, and how they've developed tells you whether they can step into your operation with minimal training or whether they'll need significant support. It also reveals their career trajectory - are they growing or just drifting?

What good answers look like:

• Names specific venues and describes what made each different ("At [venue], it was a 50-cover cocktail bar with a 30-drink menu that changed seasonally; at [venue], it was a 400-capacity nightclub doing 2,000 transactions on a Saturday")
• Describes how their skills developed across roles ("I started pulling pints and learned cocktails by watching the senior bartenders, then moved to a cocktail bar where I developed my own specials")
• Shows awareness that different venues demand different skills
• Mentions specific cocktails they're confident making and why
• Discusses cash handling experience and till reconciliation without being asked
• Demonstrates progression rather than lateral movement between similar roles

Red flags to watch for:

• Cannot describe specific venues or what they actually did behind the bar
• Claims extensive cocktail experience but can only name basic drinks (mojito, cosmopolitan)
• Short stints at multiple bars with no progression or explanation
• Vague about cash handling responsibilities or dismissive about till accuracy
• Only describes the social aspects of bartending ("I love the atmosphere, meeting people")
• Previous employers consistently "didn't train properly" or "had bad systems"

Customisation tips:

• For cocktail bars: Probe depth of spirits knowledge and recipe creation experience
• For high-volume nightclubs: Focus on speed, cash handling under pressure, and stamina
• For hotel bars: Ask about guest recognition, room charging, and working within a larger hospitality operation
• For gastropubs: Explore their food knowledge and ability to recommend pairings
• For craft beer bars: Test their knowledge of beer styles, serving temperatures, and glassware

How to score:

• 5 - Excellent: Extensive cocktail bar experience with clear progression; can articulate specific skills developed at each venue and demonstrates understanding of different bar environments
• 4 - Good: Solid bar experience across relevant venues; shows development and can describe specific responsibilities and achievements
• 3 - Average: Some bar experience, possibly limited to one type of venue; understands the basics but lacks breadth
• 2 - Below Average: Limited bar experience; may have worked in hospitality but with minimal bartending responsibility
• 1 - Poor: No bartending experience and limited understanding of what the role involves

Drink Knowledge

Why this question matters:

A bartender who can only make drinks from a recipe card is limited. One who understands spirit categories, classic cocktail families, flavour profiles, and mixing techniques can adapt to any menu, create specials, and confidently guide customers through your offerings. Drink knowledge also directly affects your revenue - a bartender who can recommend premium spirits convincingly increases average transaction value without customers feeling pressured.

What good answers look like:

• Walks through a classic cocktail with technical confidence and personal flair ("I'd make an Old Fashioned - 60ml bourbon, a barspoon of rich demerara syrup, two dashes of Angostura, stirred for about 30 seconds until properly diluted, then strained over a large ice cube with an expressed orange peel")
• Explains what makes the difference between a good and great version ("The dilution is everything - understirred and it's boozy and harsh, overstirred and it's watery")
• Shows understanding of spirit categories and how they interact with other ingredients
• Demonstrates awareness of current trends without being slavish to them
• Can explain the balance of a cocktail - sweet, sour, bitter, spirit-forward
• Knows classic cocktail families and how variations work ("A Daiquiri, a Sidecar, and a Whisky Sour are all basically sour cocktails with different base spirits")

Red flags to watch for:

• Chooses the simplest possible cocktail (vodka cranberry) when asked to describe one
• Cannot explain the technique behind their chosen drink (why stir vs shake)
• Confuses basic spirit categories or cannot describe flavour differences between brands
• Shows no interest in developing drink knowledge beyond what's required
• Claims to "know everything" but gives superficial answers to follow-up questions
• Cannot describe how they'd recommend drinks to a customer who doesn't know what they want

Customisation tips:

• For cocktail bars: Ask them to describe three cocktails from different families and explain the technique for each
• For wine bars: Test wine knowledge alongside spirits
• For craft beer bars: Assess their understanding of beer styles, brewing processes, and food pairings
• For hotel bars: Include knowledge of after-dinner drinks, Champagne service, and premium spirits
• For high-volume bars: Focus on speed of recall and ability to make drinks without reference materials

How to score:

• 5 - Excellent: Comprehensive cocktail and spirits knowledge; understands techniques, flavour profiles, and can create variations confidently
• 4 - Good: Strong knowledge of classic cocktails and spirits; can explain techniques and make recommendations
• 3 - Average: Knows basic cocktails and can follow recipes; limited understanding of underlying principles
• 2 - Below Average: Limited drink knowledge; relies heavily on recipe cards
• 1 - Poor: No cocktail knowledge; would need to start from scratch

Customer Engagement

Why this question matters:

The bar is the social heart of any venue. Bartenders who create atmosphere, read the room, and make every customer feel welcome generate loyalty that translates directly into revenue. A bartender who ignores customers, plays favourites, or creates an unwelcoming environment will empty your bar faster than bad drinks. Customer engagement is also where upselling happens naturally - a bartender who genuinely connects with customers can recommend premium spirits or additional drinks without it feeling like a sales pitch.

What good answers look like:

• Describes specific techniques for reading different customers ("Some people want to chat and hear about what's new; others just want their drink quickly. I watch body language - if someone's on their phone or with company, I keep it brief. If they're alone at the bar and making eye contact, that's an invitation to chat")
• Gives examples of building atmosphere ("On quiet Tuesday nights, I'd put on vinyl, dim the lights a bit, and chat with regulars about their week. It turned our slowest night into one of the most loyal crowds")
• Mentions managing the whole bar, not just the person directly in front of them
• Describes handling difficult dynamics - groups that are too loud, customers who are bothering others
• Shows understanding of the commercial side - their engagement directly affects tips, repeat visits, and average spend
• Talks about creating an inclusive atmosphere where different types of customers all feel welcome

Red flags to watch for:

• Only describes serving drinks, not engaging with people
• Focuses on their own personality ("I'm really outgoing") without concrete examples
• Cannot describe how they'd handle a quiet customer versus a talkative one
• Shows no awareness of managing the bar atmosphere as a whole
• Mentions favouring certain customers or creating an "in-crowd" dynamic
• Gets defensive when discussing difficult customer situations
• Describes engagement purely as a means to get tips

Customisation tips:

• For cocktail bars: Emphasise educating customers and creating theatre around drink preparation
• For high-volume nightclubs: Focus on acknowledgment, speed, and managing queue frustration
• For hotel bars: Probe their ability to recognise returning guests and provide personalised service
• For neighbourhood pubs: Explore their comfort with community dynamics and regular management

How to score:

• 5 - Excellent: Natural entertainer with great rapport; specific examples of creating atmosphere and building customer loyalty across different situations
• 4 - Good: Friendly and engaging with clear examples of positive interactions; understands how engagement drives business
• 3 - Average: Adequate customer interaction; polite and professional but limited evidence of creating atmosphere
• 2 - Below Average: Limited engagement skills; serves drinks competently but adds little to the experience
• 1 - Poor: Poor customer skills; uncomfortable with interaction or creates negative atmosphere

Busy Service

Why this question matters:

A Friday night rush with thirty people deep at the bar is where bartenders earn their money or lose your customers. How they prioritise, stay organised, and maintain quality when every second counts determines whether customers wait five minutes or twenty, whether they get the right drinks, and whether they come back next week. Poor busy-service management also creates conflict with colleagues and increases breakage, spillage, and waste.

What good answers look like:

• Describes specific organisational systems ("I mentally split the bar into sections and work left to right, acknowledging everyone with eye contact. I batch similar drinks - if three people order gin and tonics, I make them simultaneously")
• Shows awareness of till management and cash handling under pressure ("I close each tab before moving to the next order so I don't lose track. If someone's paying cash, I put the note on the till ledge so I don't mix up payments")
• Mentions pre-shift preparation as central to busy-period success ("I stock doubles of everything, pre-cut all garnishes, fill ice wells to the top, and make sure all speed rails are full before service")
• Demonstrates communication with colleagues ("I call out when I'm running low on ice or a bottle's nearly empty so the barback knows")
• Acknowledges customers waiting ("Even when I'm making six drinks, I make eye contact with people waiting and say 'I'll be with you in a moment' - it stops frustration building")

Red flags to watch for:

• Describes busy service as chaotic rather than manageable with the right approach
• No mention of preparation or pre-service setup
• Cannot explain how they decide who to serve next (no fair system)
• Admits to ignoring customers who seem difficult or indecisive during rushes
• Blames barbacks, colleagues, or equipment for slow service
• No awareness of how their speed affects the rest of the team
• Describes cutting corners on quality as acceptable when busy

Customisation tips:

• For cocktail bars: Ask how they handle complex cocktail orders during peak periods without sacrificing quality
• For nightclubs: Focus on speed, cash handling accuracy, and managing a bar with multiple service points
• For hotel bars: Ask about managing bar service alongside room service or restaurant drink orders
• For events bars: Explore their experience with temporary setups and limited equipment

How to score:

• 5 - Excellent: Fast and organised under pressure with clear systems for managing multiple orders, customers, and colleagues simultaneously
• 4 - Good: Good pace with clear organisation; manages busy periods effectively with sensible prioritisation
• 3 - Average: Adequate speed; handles busy periods but without clear systems or preparation strategies
• 2 - Below Average: Slow or disorganised under pressure; struggles to manage multiple demands
• 1 - Poor: Cannot handle busy periods; becomes flustered and service quality collapses

Responsible Service

Why this question matters:

Bartenders are the last line of defence in responsible alcohol service. Serving an intoxicated customer isn't just bad practice - it's illegal under the Licensing Act 2003 and can result in fines, licence reviews, and personal prosecution. A bartender who can't recognise intoxication, doesn't know how to refuse service diplomatically, or caves under pressure from aggressive customers is a legal and financial liability. This question reveals whether a candidate understands the weight of their responsibility and has practical strategies for handling it.

What good answers look like:

• Describes specific signs of intoxication they watch for ("Slurred speech, unsteady on their feet, difficulty with payment, becoming louder or more aggressive than when they arrived")
• Explains a clear process for refusing service ("I'd speak to them privately rather than in front of friends, explain that I can't serve them another drink, offer water or soft drinks, and help them arrange a taxi")
• Shows understanding that responsible service protects the business, not just the customer
• Mentions awareness of licensing laws and their personal responsibility
• Gives examples of handling difficult refusal situations ("A stag party was ordering shots and one of the group was clearly drunk. I served the group but quietly told the best man I couldn't serve his friend. He appreciated me handling it discreetly")
• Demonstrates understanding of their obligation to prevent sale to minors and the Challenge 25 policy

Red flags to watch for:

• Dismissive about responsible service ("You can usually tell when someone's had enough")
• Cannot describe specific signs of intoxication beyond "they seem drunk"
• No strategy for actually refusing service - just says they'd "tell them to stop"
• Views responsible service as management's problem, not theirs
• Previous experiences suggest they've served intoxicated customers to avoid confrontation
• No awareness of licensing laws, Challenge 25, or the legal consequences of irresponsible service
• Sees refusing service as confrontational rather than professional

Customisation tips:

• For nightclubs: Focus on managing large groups, spotting pre-loading, and working with door staff
• For hotel bars: Ask about handling guests who charge drinks to their room while intoxicated
• For cocktail bars with high-ABV drinks: Discuss tracking customer consumption across complex cocktails
• For pubs with regular customers: Explore how they handle a known regular who's drinking too much

How to score:

• 5 - Excellent: Strong understanding of responsible service with practical examples of handling difficult situations; clear awareness of legal obligations
• 4 - Good: Good awareness of responsibilities with some practical experience; understands the legal framework
• 3 - Average: Basic understanding of responsible service; knows the principles but limited practical experience
• 2 - Below Average: Limited awareness of responsible service obligations; vague about how they'd handle refusal
• 1 - Poor: No understanding of responsible service; dismissive about the importance of alcohol responsibility

Practical Trial

Why practical trials matter:

Interviews reveal what candidates claim they can do. Trials reveal the truth. A 20-minute practical session at your bar shows speed, technique, product knowledge, organisation, and how they handle the physical reality of bartending. Many candidates who talk confidently about cocktails fumble when presented with a shaker and jigger. Others who seemed nervous in interview produce beautiful drinks with practiced efficiency.

What to observe:

Made drinks to correct specifications - Ask them to make two or three specific drinks. Watch whether they measure accurately, use correct techniques (stirring vs shaking), and produce drinks that look and taste right. Do they taste their work?

Worked cleanly and efficiently - Is the bar tidy after they make drinks, or is it covered in spills, used lemon peels, and dirty equipment? Clean bartenders save you money through less waste and faster service.

Engaged well with customers - If possible, have staff sit at the bar and interact with the candidate during the trial. Watch how they balance making drinks with conversation. Can they chat while working, or does one skill suffer?

Handled multiple orders effectively - Give them two or three orders in quick succession. Watch how they organise their workflow, whether they batch efficiently, and how they manage the mental load.

Maintained bar organisation - After making drinks, do they restock, wipe down, and reset their station? A good bartender resets between orders automatically.

Demonstrated good product knowledge - Ask them questions about what they're making during the trial. Can they explain their choices and techniques while working?

Poured accurate measures - Watch for proper use of jiggers or optics. Consistent pouring protects your margins and ensures legal compliance with weights and measures.

Setting up an effective trial:

• Set out a full bar setup with spirits, mixers, ice, garnishes, and glassware
• Ask them to make three drinks: a classic cocktail, a simple mixed drink, and one of their choosing
• Give them a moment to familiarise themselves with the layout
• Introduce additional orders partway through to test multitasking
• Observe from a bar stool rather than standing over them
• Note their cleanup behaviour between drinks

How to score the trial:

• 5 - Exceptional: Skilled bartender with flair; produced excellent drinks efficiently and demonstrated clear mastery behind the bar
• 4 - Strong: Met all requirements comfortably; drinks were well-made and service was smooth
• 3 - Adequate: Basic requirements met with some coaching needed; competent but not polished
• 2 - Below Standard: Struggled with tasks; drinks were inconsistent and workflow was disorganised
• 1 - Inadequate: Cannot meet minimum standards; fundamental skills are absent

Cultural Fit Assessment

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

Shows passion for mixology - Did they talk about drinks with genuine interest? Do they experiment at home or follow industry trends? A bartender who cares about their craft will develop your menu and train junior staff without being asked.

Natural entertainer personality - Were they comfortable behind the bar? Did they create a natural dynamic with people? Some bartenders have an energy that transforms a bar - this quality is hard to teach.

Takes pride in drink quality - During the trial, did they taste their work? Did they adjust if something wasn't right? A bartender who sends out a substandard drink doesn't care enough about their craft.

Works well under pressure - How did they handle the trial itself? Being observed and assessed simulates the pressure of a busy service. Candidates who stayed focused and calm will handle Friday nights better.

Interest in learning new drinks - Did they ask about your cocktail menu or ingredients? A bartender who wants to learn will adapt to your operation faster and contribute to menu development.

Maintains professional boundaries - Did they demonstrate awareness of the line between friendly and overfamiliar? Bartenders who drink with customers, give away drinks, or blur professional boundaries create problems.

Weighted Scoring

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

Drink knowledge carries significant weight because it's the core technical skill. A bartender who can't make drinks competently will slow service, waste stock, and produce inconsistent products. Rate 1-5 based on drink knowledge responses and trial performance, then multiply by 0.30.

Customer service is equally weighted because bartenders are your front-line brand ambassadors. Great drinks served with poor attitude won't build a loyal customer base. Rate 1-5 based on customer engagement responses and observed interactions during the trial, then multiply by 0.30.

Speed and efficiency determine whether your bar runs profitably during peak periods. A knowledgeable bartender who works slowly creates queues, lost sales, and frustrated customers. Rate 1-5 based on busy service responses and trial efficiency, then multiply by 0.25.

Cultural fit affects retention, team dynamics, and the atmosphere your bar creates. A skilled bartender who doesn't fit your culture will create friction and potentially drive other staff away. Rate 1-5 based on cultural fit indicators, 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 position with confidence
• 3.5 to 3.9: Hire with development plan - good candidate who may need support in specific areas
• 3.0 to 3.4: Consider second interview - potential but significant questions remain
• Below 3.0: Do not proceed - significant concerns that training cannot address

Customisation tips:

• Cocktail bars might increase Drink Knowledge to 0.35 and reduce Speed and Efficiency to 0.20
• High-volume nightclubs might increase Speed and Efficiency to 0.35 and reduce Drink Knowledge to 0.20
• Hotel bars might increase Customer Service to 0.35 and reduce Speed and Efficiency to 0.20
• Small independent bars might increase Cultural Fit to 0.25 and reduce Drink Knowledge to 0.20

Final Recommendation

Based on all assessments, select your hiring decision:

• Strong Hire - Offer position immediately: Exceptional bartender; move fast before they accept elsewhere. Good bartenders are in high demand and won't wait long.
• Hire - Good candidate, offer position: Solid choice who meets your requirements and will develop further with your team.
• Maybe - Conduct second interview or check references: Potential but need more information. Consider a paid trial shift on a busy night to see them under real pressure.
• Probably Not - Significant concerns, unlikely to hire: Issues 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; don't proceed regardless of hiring pressure. A poor bartender costs you in stock losses, customer complaints, and potential licensing issues.

Additional Notes

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

• Specific training needs if hired (e.g., needs cocktail development, unfamiliar with your till system)
• Reference check questions to ask previous bar managers
• Availability for late-night and weekend shifts
• Personal licence status or willingness to obtain one
• Notable strengths to leverage during onboarding
• Any concerns around cash handling or responsible service to monitor during probation

What's next

Once you've selected your bartender, proper onboarding is essential for retention and rapid productivity. See our guide on Bartender onboarding to ensure your new hire learns your cocktail specs, till system, and house standards from day one.