How to Use the Kitchen Porter Interview Template

Why structured kitchen porter interviews matter

Kitchen porter roles vary dramatically between establishments. A high-volume restaurant porter faces different challenges than someone supporting a boutique hotel kitchen. Without a structured approach, it's easy to hire based on gut feeling rather than the specific capabilities your operation needs.

This template ensures you assess every candidate consistently across the competencies that predict kitchen porter success: physical stamina, reliability, hygiene awareness, teamwork, and work ethic. The 30-minute format respects both your time and the candidate's, while the weighted scoring system helps you make objective hiring decisions.

Using the same questions and scoring criteria for every candidate also protects you legally by demonstrating fair, non-discriminatory hiring practices.

Pre-Interview Preparation

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

Review candidate CV and application form - Look for any previous kitchen, cleaning, or physical work experience. Note gaps in employment or frequent job changes that you'll want to explore. Check their stated availability matches your shift patterns.

Prepare interview room in quiet area - Kitchen porters often come from backgrounds where formal interviews feel intimidating. A quiet, comfortable space helps candidates relax and show their genuine selves. Avoid conducting interviews in busy kitchen areas where interruptions are likely.

Have scoring sheets and pen ready - Document responses immediately rather than relying on memory. This is especially important when interviewing multiple candidates in one day.

Ensure 30 minutes uninterrupted time - Brief your team that you're unavailable. Nothing undermines an interview more than constant interruptions, and it signals to the candidate that they're not a priority.

Review kitchen safety requirements and physical demands of role - Refresh your understanding of what the role actually involves day-to-day. This helps you assess whether candidates truly understand what they're signing up for.

Customisation tips:

• Add site-specific items like "Review current porter's feedback on role challenges"
• For high-volume operations, add "Confirm practical trial station is available"
• For hotels, add "Review cross-departmental responsibilities"

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:

Previous work experience in cleaning, physical labour, or busy environments indicates whether candidates understand the reality of kitchen porter work. You're not necessarily looking for kitchen experience specifically - warehouse work, cleaning jobs, retail during busy periods, or even demanding volunteer roles can all demonstrate relevant capabilities.

What good answers look like:

• Specific examples from previous jobs, not vague generalisations
• Recognition that kitchen work is physically demanding and fast-paced
• Evidence of sustained employment rather than very short stints
• Honest acknowledgment of challenges faced and how they handled them
• Transferable skills from non-kitchen roles (cleaning protocols, working under pressure, following instructions)

Red flags to watch for:

• Cannot describe any previous work in concrete terms
• Blames all previous employers without taking any personal responsibility
• Shows no awareness of what kitchen porter work actually involves
• Very short employment periods with no good explanation
• Dismissive attitude toward "basic" work

Customisation tips:

• For candidates with no work history (school leavers), ask about school responsibilities, sports teams, or family obligations that required reliability
• For career changers, explore what specifically attracts them to kitchen work
• For candidates with kitchen experience, ask about specific systems and equipment they've used

How to score:

• 5 - Excellent: Relevant kitchen or cleaning experience with strong, specific examples demonstrating reliability and understanding of demands
• 4 - Good: Some relevant experience in physical work environments with clear examples of sustained employment
• 3 - Average: Limited but some work experience; understands demands even without directly relevant background
• 2 - Below Average: Very limited experience; unclear about what the role actually involves
• 1 - Poor: No experience and unrealistic expectations about the work

Physical Readiness

Why this question matters:

Kitchen porter work is genuinely demanding - standing for 8+ hours, lifting heavy dish tubs and equipment, working in hot and humid conditions. Candidates who underestimate these demands often leave within weeks. This question tests whether they've genuinely thought about the physical reality.

What good answers look like:

• Realistic acknowledgment of the demands without bravado or dismissiveness
• Evidence of managing similar physical work previously
• Practical strategies for maintaining energy (proper footwear, hydration, pacing)
• Questions about specific physical requirements showing genuine engagement
• Honest disclosure of any limitations with willingness to work around them

Red flags to watch for:

• Overconfident claims ("I can handle anything") without supporting evidence
• Physical limitations they're clearly trying to hide
• No awareness of what working in a hot kitchen environment means
• Unrealistic expectations about break frequency or shift structure
• Previous injuries that could genuinely prevent them doing the job safely

Customisation tips:

• For high-volume operations, emphasise the sustained intensity during service periods
• For hotels with split shifts, discuss energy management across the day
• For kitchens with specific physical demands (stairs, heavy equipment), mention these explicitly

How to score:

• 5 - Excellent: Fully prepared for demands with relevant experience managing similar physical work
• 4 - Good: Understands demands clearly and confident about managing them based on past experience
• 3 - Average: Understands demands and willing to try, though limited relevant experience
• 2 - Below Average: Limited understanding of demands or expresses some concerns
• 1 - Poor: Unrealistic about demands or clearly unable to meet physical requirements

Hygiene and Standards

Why this question matters:

Kitchen porters are the frontline of kitchen hygiene. Dirty dishes, contaminated surfaces, or poor waste management can cause food poisoning outbreaks. Candidates must understand that cleanliness isn't optional - it's a legal and safety requirement.

What good answers look like:

• Specific examples of maintaining cleanliness standards in previous roles
• Understanding that hygiene is about safety, not just appearance
• Awareness of basic food safety concepts (temperature, cross-contamination, handwashing)
• Pride in maintaining standards even when busy or tired
• Questions about your specific hygiene protocols showing genuine interest

Red flags to watch for:

• Dismissive attitude ("it's just washing up")
• Cannot provide any examples of maintaining standards
• No understanding of why hygiene matters in food environments
• Cutting corners mentioned positively ("I know how to work fast")
• Poor personal hygiene visible during interview

Customisation tips:

• For fine dining, emphasise the attention to detail required
• For operations with specific hygiene certifications, mention these requirements
• For kitchens with allergen concerns, discuss cross-contamination protocols

How to score:

• 5 - Excellent: Clear understanding of hygiene importance with specific, relevant examples from previous experience
• 4 - Good: Understands hygiene importance with some relevant experience maintaining standards
• 3 - Average: Basic understanding of hygiene standards and their importance
• 2 - Below Average: Limited understanding of why hygiene matters in kitchen environments
• 1 - Poor: No understanding of hygiene importance or dismissive attitude toward cleanliness

Teamwork

Why this question matters:

Kitchen porters work within a larger team where everyone depends on each other. During service, chefs need clean pans immediately, front-of-house needs plates, and everyone needs the porter to keep up. A porter who can't work cooperatively creates bottlenecks that affect the entire operation.

What good answers look like:

• Specific examples of supporting colleagues under pressure
• Understanding that their role enables others to do their jobs
• Willingness to help beyond strict job description when needed
• Communication skills - asking for help when needed, offering help when available
• Respect for different roles and their importance

Red flags to watch for:

• "I prefer to work alone" - kitchens don't allow for this
• Conflict with previous colleagues always blamed on others
• Rigid approach to job boundaries ("that's not my job")
• Poor communication or inability to explain collaborative situations
• Competitive rather than cooperative mindset

Customisation tips:

• For large kitchen brigades, ask about working within structured hierarchies
• For small teams, emphasise the need for versatility and initiative
• For operations with high staff turnover, ask about adapting to new team members

How to score:

• 5 - Excellent: Strong teamwork examples with clearly collaborative attitude and communication skills
• 4 - Good: Good teamwork examples demonstrating willingness to help colleagues and work cooperatively
• 3 - Average: Basic teamwork skills with understanding of helping others, though limited examples
• 2 - Below Average: Limited teamwork experience or individualistic approach to work
• 1 - Poor: Cannot work in teams or shows poor attitude toward collaborative work

Motivation and Attitude

Why this question matters:

Kitchen porter work is repetitive. The same dishes, the same cleaning tasks, shift after shift. Candidates who need constant variety or external motivation will struggle. You need people who find satisfaction in doing essential work well, even when it's unglamorous.

What good answers look like:

• Intrinsic motivation - satisfaction from completing tasks, maintaining standards, supporting the team
• Realistic understanding that not every moment will be exciting
• Pride in doing work that enables others to succeed
• Long-term thinking - understanding this could be a stepping stone in hospitality
• Specific examples of maintaining quality during repetitive work

Red flags to watch for:

• Only motivated by external rewards (money, praise)
• Easily bored or needs constant stimulation
• Sees porter work as beneath them or purely temporary
• Cannot articulate any source of work motivation
• Previous pattern of leaving jobs when work became routine

Customisation tips:

• For operations with progression opportunities, discuss development pathways
• For seasonal operations, discuss how motivation changes during quiet periods
• For premium operations, connect porter work to overall guest experience

How to score:

• 5 - Excellent: Strong work ethic with clear intrinsic motivation; takes pride in contributing to team success
• 4 - Good: Positive attitude with understanding of role importance; motivated by doing good work
• 3 - Average: Willing to work hard with basic understanding of motivation, though limited depth
• 2 - Below Average: Limited motivation apparent or unclear about what drives them
• 1 - Poor: Poor work attitude, unrealistic expectations, or motivation purely external

Practical Trial

Why practical trials matter:

Interviews reveal what candidates say they'll do. Trials reveal what they actually do. A 30-45 minute practical trial in your actual kitchen shows work pace, stamina, instruction-following, and attitude under realistic conditions. Many candidates who interview well struggle when faced with actual kitchen work - and vice versa.

What to observe:

Maintained consistent work pace throughout trial - Watch for candidates who start strong then fade, or who work in bursts with long pauses. Consistent pace matters more than initial speed.

Followed instructions accurately - Give clear instructions and see if they're followed. Do they ask clarifying questions when unsure? Do they remember multi-step instructions?

Showed appropriate stamina and energy - A 30-minute trial won't fully test stamina, but you can see baseline fitness, comfort with physical work, and energy levels.

Communicated with team members appropriately - Brief them to interact naturally with the candidate. Watch for respectful communication, appropriate questions, and professional manner.

Maintained cleanliness standards during tasks - Do they clean as they go? Do they notice mess and address it without being asked?

Handled equipment safely and correctly - Basic competence with dish machines, cleaning chemicals, and kitchen equipment. Watch for safety awareness.

Setting up an effective trial:

• Use your actual equipment and workspace, not a simplified setup
• Schedule during prep time for realistic but manageable conditions
• Brief current staff to interact naturally, not to test or trick the candidate
• Have specific tasks ready (dish station, cleaning task, restocking)
• Observe from a distance where possible - hovering changes behaviour

How to score the trial:

• 5 - Exceptional: Exceeded expectations in all areas; showed initiative and natural aptitude
• 4 - Strong: Met all requirements comfortably; would integrate well from day one
• 3 - Adequate: Basic requirements met with some coaching needed; trainable with support
• 2 - Below Standard: Struggled with some requirements; significant development needed
• 1 - Inadequate: Cannot meet minimum standards; not suitable for role

Cultural Fit Assessment

Beyond skills and experience, cultural fit determines whether a porter will stay and thrive. 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 feedback during the trial? Show openness to your way of doing things?

Demonstrates reliable and punctual attitude - Did they arrive on time? Do their references suggest reliability? Is their employment history stable?

Shows respect for the importance of their role - Do they understand that porters enable the kitchen to function? Or do they see it as "just" washing up?

Availability matches our shift patterns - Can they actually work when you need them? Have they been honest about limitations?

Expresses genuine interest in kitchen environment - Do they seem interested in hospitality, or is this just any job? Interest predicts retention.

Shows positive attitude toward physical work - Did the trial energise or drain them? Do they seem comfortable with physical demands?

Weighted Scoring

The weighted scoring system reflects what matters most for kitchen porter success in most operations.

Work readiness carries the highest weight because it combines experience, understanding, and attitude toward the actual work. Rate 1-5 based on overall interview performance, then multiply by 0.40.

Physical capability is essential - porters who can't handle the demands will struggle or leave. Rate 1-5 based on trial observations and physical readiness responses, then multiply by 0.30.

Cultural fit affects retention and team dynamics. 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 punctuality, employment history, and stated commitment, then multiply by 0.10.

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 extra support initially
• 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:

• High-volume operations might increase Physical Capability to 0.35 and reduce Cultural Fit to 0.15
• Operations with strong training programmes might reduce Work Readiness to 0.35 and increase Cultural Fit to 0.25
• Small teams where chemistry matters might increase Cultural Fit to 0.30 and reduce Work Readiness to 0.30

Final Recommendation

Based on all assessments, select your hiring decision:

• Strong Hire - Offer position immediately: Exceptional candidate; move fast before they accept elsewhere
• Hire - Good candidate, offer position: Solid choice who meets your requirements
• Maybe - Conduct second interview or check references: Potential but need more information before deciding
• Probably Not - Significant concerns, unlikely to hire: Issues that probably can't be resolved; only reconsider if no other candidates
• Do Not Hire - Not suitable for this role: Clear misfit; don't proceed regardless of hiring pressure

Additional Notes

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

• Specific reference check questions to ask
• Training needs if hired
• Availability constraints discussed
• Notable strengths to leverage
• Concerns to monitor during probation

What's next

Once you've selected your kitchen porter, proper onboarding is essential for retention and rapid productivity. See our guide on Kitchen Porter onboarding to ensure your new hire integrates smoothly and starts supporting kitchen operations effectively from day one.