How to Use the Commis Chef Interview Template

Why structured commis chef interviews matter

Hiring a commis chef is one of the most consequential decisions a kitchen makes, because you're not just filling a position - you're investing in someone who'll either grow into a valuable member of your brigade or waste months of your senior chefs' training time before leaving. A commis who seems keen in the interview but can't handle the reality of kitchen work will be gone within weeks. One who lacks genuine culinary interest treats every task as a chore rather than a learning opportunity.

This template ensures you assess every commis chef candidate consistently across the competencies that predict development success: genuine passion for cooking, basic kitchen competence, willingness to learn from senior chefs, physical readiness for demanding kitchen shifts, and the ability to work within a team. The 30-minute format respects that commis candidates are often young or early-career, while the weighted scoring system helps you look past nervousness and assess genuine potential.

Structured interviews also protect you legally and help you make objective decisions when multiple keen candidates apply for the same position.

Pre-Interview Preparation

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

Review candidate CV and any culinary training - Look for culinary college courses, food hygiene certificates, kitchen work experience placements, or any home cooking involvement. For commis candidates, what they've done outside formal employment often reveals more than their CV.

Prepare interview area - Choose a quiet space near the kitchen if possible. Commis candidates are often nervous - especially if this is their first professional kitchen interview - so a comfortable environment helps them open up.

Have scoring sheets and pen ready - Document responses immediately. When interviewing several commis candidates in a week, it's easy to confuse who had genuine potential and who just seemed enthusiastic.

Ensure 30 minutes uninterrupted time - Tell your team you're unavailable. Commis candidates who see you getting interrupted repeatedly will question how much attention they'll receive during training.

Review kitchen entry-level requirements - Know exactly what you need from day one. What basic prep tasks will they start with? Which section will they train on first? What's the minimum skill level to be useful during service?

Customisation tips:

• For kitchens with structured training programmes, add "Review first-month training plan to discuss with candidate"
• For busy kitchens needing immediate help, add "Confirm basic prep tasks available for practical trial"
• For fine dining, add "Review precision standards they'll be expected to meet"

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 and for follow-up correspondence.

Interest in Cooking

Why this question matters:

Commis chef work is repetitive, physically demanding, and often unglamorous. The commis who survives and grows is the one who genuinely loves cooking - who finds satisfaction in perfecting a brunoise, who watches what the chef de partie does with genuine curiosity, and who goes home and experiments with food because they want to, not because they have to. Without real culinary interest, a commis will see the work as drudgery and leave as soon as something easier comes along. This question separates candidates who want a cooking career from those who just need a job.

What good answers look like:

• Describes a specific moment or experience that sparked their interest ("My grandmother taught me to make pasta from scratch when I was 12, and I've been obsessed with Italian cooking ever since. I started recreating restaurant dishes at home and that's when I knew I wanted to do this professionally")
• Shows ongoing culinary engagement outside work ("I watch a lot of cooking content, but not just entertainment stuff - I follow technique videos and I've been teaching myself knife skills using a proper chef's knife I saved up to buy")
• Demonstrates genuine curiosity about specific cuisines or techniques ("I'm most interested in Asian cooking. The way different flavours and textures are balanced in Japanese food fascinates me, and I'd love to learn the precision behind it")
• Has clear, realistic career goals ("I want to become a chef de partie within three years. I know that means starting with the basics and working my way up, and I'm ready for that")
• Shows evidence of initiative in learning ("I completed a Level 2 Food Hygiene course on my own, and I've been doing an online knife skills course to make sure I'm not starting from zero")

Red flags to watch for:

• Vague, generic statements about "loving food" with no supporting evidence
• Interest seems driven entirely by TV cooking shows with no understanding of professional kitchen reality
• Cannot name a specific cuisine, technique, or dish they're interested in learning
• Describes cooking as "something I'm quite good at" but shows no passion or excitement
• Career goals that skip straight to head chef with no patience for the learning process
• No evidence of any cooking activity outside previous employment (never cooks at home, no food hygiene training, no culinary reading)

Customisation tips:

• For fine dining kitchens, probe interest in classical technique and precision
• For ethnic cuisine restaurants, explore genuine interest in that specific food culture
• For hotels with multiple outlets, ask which style of cooking interests them most and why
• For kitchens with strong training programmes, assess how they respond to the idea of structured learning

How to score:

• 5 - Excellent: Genuine passion with clear career goals and evidence of self-directed culinary learning
• 4 - Good: Strong interest in a culinary career with some evidence of initiative and genuine enthusiasm
• 3 - Average: General interest in cooking; sees it as a reasonable career path but limited evidence of passion
• 2 - Below Average: Limited enthusiasm; cooking seems more like a convenience than a calling
• 1 - Poor: No real interest in cooking; applying because it's available, not because they want to be a chef

Basic Kitchen Experience

Why this question matters:

At commis level, you're not expecting years of professional experience. What matters is whether the candidate has any foundation to build on - whether from culinary college, home cooking, work experience placements, or a previous kitchen job. A candidate who's spent weekends helping in a family restaurant kitchen has a baseline understanding of pace, heat, and teamwork that someone with no kitchen exposure doesn't. This question helps you calibrate how much training they'll need before they're useful.

What good answers look like:

• Describes specific cooking activities with detail ("I did a six-month catering course at college where we learned basic knife skills, stocks and sauces, and food safety. I passed with a distinction and I can do a decent brunoise, julienne, and chiffonade")
• Shows home cooking that goes beyond basics ("I cook dinner for my family most nights. I've taught myself to make proper bread, I can break down a whole chicken, and I've been experimenting with different curry pastes from scratch")
• References work experience in any kitchen context ("I did two weeks' work experience at a local restaurant when I was 16. I mostly did prep work - peeling veg, portioning butter, cleaning the walk-in - but it showed me what kitchen life is actually like")
• Honest about limitations ("I've never worked in a professional kitchen, but I've cooked at home since I was young and I understand basic food safety from my college course. I know I'll need training on everything from mise en place to service")
• Connects non-kitchen experience to kitchen skills ("My Saturday job at the deli involved prepping sandwiches, handling allergens, working under time pressure during the lunch rush, and maintaining food safety standards")

Red flags to watch for:

• Claims professional experience that doesn't hold up to basic follow-up questions
• Has never cooked anything outside of heating up ready meals
• Completed a culinary course but cannot describe any techniques learned
• No evidence of any food preparation activity, at home or otherwise
• Shows no understanding of what basic kitchen work actually involves (peeling, chopping, cleaning, prep)
• Overestimates their own skill level ("I'm basically already a chef, I just need the job title")

Customisation tips:

• For candidates straight from culinary college, probe what they actually learned versus what was just demonstrated to them
• For candidates with no formal training, focus on home cooking complexity and self-taught skills
• For candidates with brief kitchen work experience, ask specifically what tasks they performed and what they learned

How to score:

• 5 - Excellent: Some professional kitchen experience with evidence of developing real skills and understanding kitchen operations
• 4 - Good: Culinary training or substantial home cooking with clear evidence of technique development
• 3 - Average: Basic cooking experience; enough foundation to begin training on professional tasks
• 2 - Below Average: Very limited experience; would need to start from absolute basics
• 1 - Poor: No cooking experience at all; hasn't even cooked at home regularly

Willingness to Learn

Why this question matters:

The commis chef role is fundamentally an apprenticeship. Every shift is a learning opportunity, and the commis who develops fastest is the one who actively seeks feedback, watches what senior chefs do, asks intelligent questions, and applies corrections immediately. A commis who gets defensive when corrected, who doesn't listen, or who thinks they already know enough is almost impossible to develop. You'll spend more energy managing their attitude than teaching them to cook. This question reveals whether candidates are genuinely coachable.

What good answers look like:

• Shows genuine openness to feedback ("I actually appreciate being told when I'm doing something wrong. It's the fastest way to improve, and I'd rather hear it immediately than keep making the same mistake")
• Describes a specific learning experience where feedback helped ("My college tutor told me my knife technique was slow because I was gripping too tightly. I practiced the relaxed grip for two weeks and my speed doubled. That taught me that feedback from experienced people is worth gold")
• Demonstrates humility about what they don't know ("I'm under no illusions - I've got a lot to learn. That's actually what excites me about this role. I want to be pushed and challenged")
• Shows active learning behaviours ("In my last kitchen, I'd stay a few minutes after my section was done to watch how the sous chef plated. I'd ask questions about techniques when it wasn't busy. I kept a little notebook of things I wanted to practice")
• Understands that criticism in a kitchen is constructive, not personal ("Kitchen feedback can be blunt, and I understand that. When a chef says 'that brunoise is inconsistent, do it again,' they're not attacking me - they're teaching me a standard")

Red flags to watch for:

• Defensive body language or verbal cues when discussing feedback ("I mean, I'm pretty good already, so...")
• Cannot describe any situation where they received constructive criticism and improved
• Shows impatience with the idea of starting with basic tasks ("I didn't go to college to peel potatoes")
• Blames previous teachers, trainers, or chefs for not developing their skills properly
• No evidence of active learning behaviour (never asked a question, never practiced independently)
• Expects to progress rapidly without demonstrating patience for the learning process

Customisation tips:

• For kitchens with traditional brigade structures, ask specifically how they feel about taking direction from multiple senior chefs
• For kitchens where the head chef has a direct, blunt feedback style, be transparent about this and gauge their response
• For development-focused kitchens, ask what they'd most like to learn in their first six months

How to score:

• 5 - Excellent: Eager to learn with humble attitude; demonstrates active learning behaviours and genuine appreciation for feedback
• 4 - Good: Open to instruction and feedback; shows willingness to develop and improve through guidance
• 3 - Average: Willing to follow directions; accepts feedback but may not actively seek learning opportunities
• 2 - Below Average: Some resistance to direction; defensive about criticism or impatient with the learning process
• 1 - Poor: Cannot take instruction; defensive, dismissive, or hostile toward feedback

Physical Demands

Why this question matters:

Professional kitchens are physically brutal, and commis chefs bear the brunt of it. They're on their feet for 10-12 hours, working in temperatures that can exceed 40 degrees near the stove section, carrying heavy stockpots, and performing repetitive movements like chopping for hours at a time. Many commis candidates - especially those coming from college or non-physical jobs - have never experienced anything like it. A commis who can't physically keep up becomes a burden on the team, and one who develops repetitive strain injuries from poor technique creates a welfare issue. This question tests whether they genuinely understand what they're signing up for.

What good answers look like:

• Realistic understanding with evidence of physical capability ("I've been working as a kitchen porter for the last six months, so I already know what a 12-hour shift on my feet feels like in a hot kitchen. I'm ready for it")
• Practical strategies for managing the demands ("I invest in proper kitchen shoes, I stretch before shifts, and I know that staying hydrated is essential when you're working next to a hot stove all day")
• Shows awareness of the heat factor specifically ("I understand kitchens are hot - not just warm, but genuinely intense heat near the grill and fryer. My work experience prepared me for that")
• Questions about specific demands showing engagement ("What are the typical shift lengths here? Do commis work split shifts or straight through?")
• Honest about building stamina ("I'm fit and healthy, but I know the first few weeks will be tough while my body adjusts to the hours and the heat. I'm prepared for that adjustment period")

Red flags to watch for:

• "I'll be fine" with no evidence or understanding of what "fine" requires
• Visible surprise when you describe the heat, hours, and physical demands
• History of leaving physical jobs quickly with vague reasons
• No awareness that kitchen work is physically harder than most other jobs
• Expects regular breaks and air conditioning in a professional kitchen
• Physical limitations they're trying to hide that could genuinely affect their safety

Customisation tips:

• For kitchens with particularly long shifts (12-14 hours), be explicit about the hours and gauge their genuine reaction
• For open kitchens where commis are visible to guests, mention the additional expectation of maintaining professional composure despite physical discomfort
• For basement kitchens with poor ventilation, discuss the specific heat and air quality challenges

How to score:

• 5 - Excellent: Prepared for kitchen demands with relevant experience of physically demanding work in hot environments
• 4 - Good: Understands and accepts the demands; realistic about what's involved and physically capable
• 3 - Average: Willing to adapt; understands the basics but limited experience of sustained physical kitchen work
• 2 - Below Average: Some concerns about the demands; may not fully grasp the physical reality
• 1 - Poor: Cannot meet the physical requirements or shows clear reluctance toward demanding shifts

Teamwork

Why this question matters:

A commis chef works under the direction of their chef de partie and alongside other junior cooks in a structured hierarchy. Kitchen teamwork isn't optional or abstract - it's the difference between a smooth service and chaos. A commis who doesn't respond when their section calls, who disappears when the team needs help, or who causes friction with colleagues during stressful service creates problems that affect every plate leaving the kitchen. You need someone who respects the brigade structure, communicates clearly, and instinctively supports their team.

What good answers look like:

• Specific examples of team contribution from any context ("During my college catering course, I was part of a team preparing a three-course dinner for 60 guests. I handled all the vegetable prep and coordinated timing with the person running the main course so everything came together on time")
• Shows understanding of kitchen hierarchy and why it exists ("I understand that in a kitchen, the chef de partie tells me what to do and I do it. It's not about ego - it's about everyone knowing their role so service runs smoothly")
• Evidence of communication under pressure ("When things got busy at my part-time job, I'd always let my colleagues know where I was up to. Clear communication saves time and prevents mistakes")
• Willingness to do whatever the team needs ("If my prep is done and the pastry section needs help portioning desserts, I'd rather jump in than stand around. The team succeeds or fails together")
• Shows emotional maturity in stressful team situations ("When someone's stressed during a busy service, I don't take it personally if they're short with me. I know it's the pressure, not personal")

Red flags to watch for:

• Preference for working alone ("I work best when I can just get on with things by myself")
• Every team experience described ends in conflict with the other person being wrong
• No examples of supporting or helping anyone in any context
• Discomfort with the idea of taking direction from someone who might be only a few years older
• Sees kitchen hierarchy as something to endure rather than respect
• Cannot describe how they'd handle a disagreement with a colleague during service without escalating

Customisation tips:

• For large kitchen brigades, ask about working within structured hierarchies with multiple levels of seniority
• For small kitchens with 2-3 people, emphasise the amplified importance of each person communicating clearly
• For kitchens that rotate commis through different sections, explore how they adapt to working under different chefs

How to score:

• 5 - Excellent: Strong team player who handles stress well; clear examples of collaboration, communication, and supporting others
• 4 - Good: Works well with others; respectful of hierarchy and willing to help the team
• 3 - Average: Basic teamwork skills; can follow directions and cooperate but limited proactive support
• 2 - Below Average: Prefers working alone; limited evidence of effective teamwork or communication
• 1 - Poor: Cannot work in a team environment; defensive, disruptive, or unable to take direction

Practical Trial

Why practical trials matter:

A commis chef interview can only tell you so much. What really matters is what happens when the candidate picks up a knife and starts prepping. A 30-minute trial reveals basic technique, safety awareness, learning speed, and whether they take direction well. You'll see whether their claimed knife skills are real, whether they maintain hygiene instinctively, and whether they ask the right questions when they're unsure. Some candidates who seem nervous in interviews come alive in the kitchen, while confident talkers sometimes reveal alarming gaps in basic skills.

What to observe:

Showed basic knife skills - Can they hold a knife properly? Are their cuts reasonably consistent? Do they work safely? You're not expecting perfection from a commis, but you are expecting a functional foundation.

Followed instructions carefully - Give clear instructions for a simple task (prep a brunoise, make a basic vinaigrette) and see if they follow them. Do they listen fully before starting, or do they jump in before you've finished?

Maintained clean work area - Watch for natural cleanliness habits. Do they wipe their board between tasks? Do they keep their station organised? Do they deal with waste immediately?

Demonstrated awareness of safety - Are they using correct knife technique? Do they move safely around the kitchen? Do they handle hot pans and sharp equipment with appropriate care?

Asked appropriate questions - A commis who asks "What size do you want the dice?" shows engagement. One who just starts cutting without checking shows either overconfidence or lack of awareness.

Setting up an effective trial:

• Use your actual prep area with standard equipment
• Set simple, achievable tasks: basic knife cuts, a simple recipe, prep for a specific dish
• Include a moment where you correct their technique to observe how they respond to feedback
• Brief your team to interact naturally but not to coach the candidate
• Note the learning curve - did they improve from the start of the trial to the end?

How to score the trial:

• 5 - Exceptional: Natural aptitude for kitchen work; showed strong basics, safety awareness, and genuine learning engagement
• 4 - Strong: Good basic skills demonstrated; would develop quickly with structured training
• 3 - Adequate: Trainable with potential; basics are rough but attitude and learning speed suggest they'll improve
• 2 - Below Standard: Struggled with basic tasks; would need extensive foundational training before being useful
• 1 - Inadequate: Not suited for kitchen work; fundamental issues with technique, safety, or attitude that training cannot easily address

Cultural Fit Assessment

Beyond skills and enthusiasm, cultural fit determines whether a commis will stay through the tough early months and develop into a valuable team member. Select all indicators that genuinely apply to this candidate based on your observations throughout the interview and trial.

Shows genuine passion for food - Do they talk about cooking with real enthusiasm? Did they engage with your menu? Do they cook outside of work because they enjoy it?

Demonstrates humility and eagerness - Do they acknowledge what they don't know? Are they excited about the learning opportunity rather than frustrated by starting at the bottom?

Works well under direction - Did they accept feedback during the trial without defensiveness? Do they show respect for kitchen hierarchy?

Shows attention to detail - Were their cuts consistent during the trial? Did they taste and adjust? Did they notice imperfections and correct them?

Interest in culinary career - Do they see this as a stepping stone in a genuine career path, or just a temporary job?

Positive about long hours - Do they understand and accept that kitchen work means evenings, weekends, and long shifts? Have they been realistic about this?

Weighted Scoring

The weighted scoring system reflects what matters most for commis chef development success.

Learning attitude carries the highest weight because a commis who's eager to learn will always outperform one with better initial skills but less drive. Rate 1-5 based on willingness to learn and interest in cooking responses, then multiply by 0.35.

Basic skills provide the foundation for development. Rate 1-5 based on basic kitchen experience responses and practical trial performance, then multiply by 0.25.

Physical capability determines whether they can handle the sustained demands of kitchen work. Rate 1-5 based on physical demands response and observed stamina during the trial, then multiply by 0.25.

Cultural fit affects retention and team dynamics. Rate 1-5 based on the cultural fit assessment 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 the position with confidence; this candidate has genuine potential
• 3.5 to 3.9: Hire with development plan - good candidate who'll need structured support but shows real promise
• 3.0 to 3.4: Consider second interview or extended trial - potential but questions remain about commitment or capability
• Below 3.0: Do not proceed - significant concerns about either their ability or willingness to develop

Customisation tips:

• Teaching-focused kitchens might increase Learning Attitude to 0.40 and reduce Basic Skills to 0.20
• Kitchens needing immediate help might increase Basic Skills to 0.30 and reduce Learning Attitude to 0.30
• Fine dining where precision matters might increase Cultural Fit to 0.20 and reduce Physical Capability to 0.20

Final Recommendation

Based on all assessments, select your hiring decision:

• Strong Hire - Offer position immediately: Exceptional candidate with genuine passion, solid foundation, and the attitude to develop quickly; invest in them before another kitchen does
• Hire - Good candidate, offer position: Solid choice who meets your requirements and shows real development potential
• Maybe - Conduct second interview or check references: Potential but need more information; consider a longer trial shift to assess learning speed
• Probably Not - Significant concerns, unlikely to hire: Issues with either attitude or capability that training probably can't resolve; only reconsider if no other candidates
• Do Not Hire - Not suitable for this role: Clear misfit for commis work; don't proceed regardless of how urgently you need kitchen staff

Additional Notes

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

• Culinary qualifications held or in progress
• Specific reference check questions to ask previous employers or college tutors
• Training needs if hired (knife skills development, food safety certification, specific techniques)
• Which section to start them on based on trial observations
• Availability constraints or notice period
• Notable strengths to leverage during training (natural palate, good speed, excellent organisation)
• Concerns to monitor during probation (stamina, attitude under pressure, consistency)

What's next

Once you've selected your commis chef, proper onboarding is essential for retention and rapid development. See our guide on Commis Chef onboarding to ensure your new hire integrates smoothly and starts developing essential culinary skills from day one.