How to Use the Restaurant Host Interview Template

Why structured restaurant host interviews matter

The host is the first and last person your guests interact with. In the first thirty seconds of arrival, a guest decides whether your restaurant feels welcoming, professional, and worth their money. A great host turns a packed restaurant with a 45-minute wait into a positive experience - managing expectations, keeping guests informed, and making them feel valued before they even sit down. A poor host loses walk-ins, frustrates reservation holders, and sets the wrong tone for the entire dining experience.

This template ensures you assess every candidate consistently across the competencies that predict host success: first impressions, wait time management, floor management, and handling difficult guests. The 35-minute format is focused and efficient, reflecting the fact that host skills are largely demonstrated through presence, communication, and composure rather than lengthy technical discussion.

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 fine dining restaurant will weight first impressions differently than a high-volume casual chain.

Pre-Interview Preparation

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

Review candidate's CV and application - Look for customer-facing experience, particularly in reception, hosting, or front-of-house roles. Note any experience with reservation systems (OpenTable, ResDiary, SevenRooms) and languages spoken - multilingual hosts are valuable in tourist-heavy areas.

Prepare interview room - Conduct the interview in or near the restaurant entrance if possible. This lets you observe how the candidate naturally interacts with the space and gives you a sense of their physical presence at the host stand.

Have scoring sheets ready - Document responses as they happen. Host candidates often have similar backgrounds, so the details in their answers matter more than surface-level impressions.

Review front of house standards and reservation system - Refresh yourself on your table plan, reservation policies, and any VIP protocols. You need to assess whether the candidate can work within your specific systems.

Ensure 35 minutes uninterrupted time - The interview format is slightly shorter because host skills are best assessed through practical observation rather than extended discussion. Brief your team that you're unavailable.

Customisation tips:

• For fine dining, add "Review VIP guest list and special seating requirements"
• For high-volume restaurants, add "Prepare waitlist management scenario for role-play"
• For restaurants with outdoor seating, add "Review terrace management protocols"
• For restaurants using specific booking systems, add "Prepare system access for practical demonstration"

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.

First Impressions Experience

Why this question matters:

Guests form their opinion of your restaurant within seconds of walking through the door. A host who greets warmly, makes eye contact, and exudes calm professionalism signals that the entire experience will be well-managed. A host who seems disinterested, flustered, or unwelcoming immediately undermines the effort your kitchen and service team put in. First impressions also set the emotional tone that affects how guests perceive everything that follows - from how long they feel they waited to how they rate their food.

What good answers look like:

• Describes specific techniques for creating warmth ("I make eye contact and smile the moment someone comes through the door. Even if I'm on the phone or dealing with another guest, I acknowledge them with a nod and a gesture that says 'I see you, I'll be right with you'")
• Shows understanding that the approach varies by context ("A couple arriving for a date night needs a different energy than a group of friends or a business party. I read the room and adjust - warm and relaxed for celebrations, efficient and professional for business")
• Mentions the physical environment as part of the greeting ("I keep the entrance tidy, the menus organised, and the host stand clean. If the first thing a guest sees is a cluttered podium with stacked menus, it undermines the welcome")
• Demonstrates awareness of the full arrival experience - from the door to the seat
• Talks about managing first impressions under pressure ("When there's a queue out the door, the greeting becomes even more important because everyone is watching how you handle it")
• Describes personalisation for returning guests ("I learn regular faces and greet them by name when possible. It transforms a transaction into a relationship")

Red flags to watch for:

• Describes greeting guests in a scripted, robotic way ("I say 'Good evening, welcome to [restaurant], do you have a reservation?'")
• No awareness that the greeting sets the tone for the entire meal
• Cannot describe adjusting their approach for different types of guests
• Shows no attention to the physical environment around the host stand
• Appears uncomfortable with the idea of greeting strangers warmly
• Focuses only on the logistics (checking reservations) rather than the human element

Customisation tips:

• For fine dining: Probe their experience with coat check, drink offers on arrival, and formal address
• For casual dining: Focus on managing queues, large groups, and creating a relaxed atmosphere
• For hotel restaurants: Ask about coordinating with concierge, managing hotel guest preferences, and recognition
• For restaurants with outdoor waiting areas: Explore how they keep guests comfortable and informed while they wait outside

How to score:

• 5 - Excellent: Naturally warm and welcoming presence with specific techniques for creating positive arrivals; adapts approach instinctively for different guest types
• 4 - Good: Creates positive initial interactions; understands the importance of the greeting and can describe their approach clearly
• 3 - Average: Adequate greeting skills; polite and professional but limited evidence of creating standout first impressions
• 2 - Below Average: Comes across as disengaged or mechanical in their approach to greeting
• 1 - Poor: Unfriendly or unwelcoming demeanour; uncomfortable with the core requirement of the role

Wait Time Management

Why this question matters:

Nothing tests a host's skill more than a full restaurant with a 45-minute wait and impatient guests. How they manage this situation directly affects whether walk-ins leave frustrated and write negative reviews, or feel valued and return despite the wait. Poor wait management costs you customers twice - the ones who leave and the ones who stay but have a negative experience before they even sit down. Great hosts turn waits into opportunities to build goodwill.

What good answers look like:

• Describes specific strategies for managing expectations ("I always give honest wait times - I'd rather say 45 minutes and seat them in 35 than say 20 minutes and watch them get increasingly frustrated")
• Shows creativity in making waits bearable ("I'd offer them a drink at the bar, suggest they leave a number and explore the area, or if weather permits, offer the terrace for a pre-dinner drink while they wait")
• Demonstrates communication skills ("I update waiting guests every 10-15 minutes, even if the situation hasn't changed. 'I haven't forgotten about you, we're just waiting for a table to turn' goes a long way")
• Mentions managing the waitlist actively rather than passively ("I track table progress so I can give accurate estimates. If I see a table on dessert, I know that's 15 minutes away from turning")
• Shows empathy without being apologetic ("I acknowledge their frustration without being defensive or over-apologising. A simple 'I completely understand, and I appreciate your patience' is genuine")
• Describes coordinating with service team to manage turns and availability

Red flags to watch for:

• Only strategy is "tell them how long it'll be and hope for the best"
• Cannot describe how they'd keep guests informed during a long wait
• Shows no creativity or initiative for making waits more comfortable
• Gets flustered or anxious when discussing wait management scenarios
• Underestimates wait times rather than being honest ("I'd tell them it'll be quick")
• No awareness of how their demeanour affects waiting guests' experience
• Cannot describe coordinating with floor staff to manage table availability

Customisation tips:

• For restaurants without bar areas: Ask about managing waits when there's nowhere for guests to wait comfortably
• For fine dining with fixed seating times: Focus on managing guests who arrive early or when previous tables run over
• For walk-in heavy restaurants: Emphasise their approach to managing unpredictable demand
• For restaurants with booking systems: Ask about managing no-shows, late arrivals, and overbooking recovery

How to score:

• 5 - Excellent: Creative solutions that turn waits into positive experiences; demonstrates specific strategies, honest communication, and active management of the waitlist
• 4 - Good: Handles wait times professionally and keeps guests informed; shows clear communication and empathy
• 3 - Average: Manages wait times adequately; provides basic information but limited creativity or proactive management
• 2 - Below Average: Struggles to manage guest expectations; reactive rather than proactive approach
• 1 - Poor: Exacerbates frustrations through poor communication, dishonest estimates, or visible stress

Floor Management

Why this question matters:

A host who can manage the floor strategically - balancing guest preferences with operational efficiency, distributing tables fairly across sections, and keeping table turns moving - directly impacts your revenue. Poor floor management means overloaded sections, underused tables, and servers who are either buried or standing around. It also affects the guest experience: seating a romantic couple next to a birthday party of twelve, or cramming guests into a corner when better tables are available, creates unnecessary dissatisfaction.

What good answers look like:

• Describes strategic thinking about seating ("I consider section loading, table size versus party size, and what stage each server's tables are at. If one section is all on mains, I'll seat the next party there because the server will be free when they need attention")
• Shows awareness of guest preferences and how to balance them ("Everyone wants the window table, but I can usually read who actually cares and who is happy anywhere. A couple celebrating an anniversary gets the best available table; a group of friends who just want to catch up are flexible")
• Mentions maintaining a mental map of the restaurant ("I know which tables are on starters, which are on mains, and which are waiting for the bill. That lets me give accurate wait times and manage flow")
• Demonstrates understanding of how seating affects server performance
• Describes handling special seating requests diplomatically
• Shows awareness of table turn management as a revenue driver ("If a table's been lingering on coffees for 45 minutes and there's a queue, I might ask the waiter to offer a digestif at the bar to free the table gracefully")

Red flags to watch for:

• Describes seating as purely first-come-first-served with no strategic element
• No awareness of section balancing or server workload management
• Cannot describe how they'd handle conflicting seating preferences
• Shows no understanding of the relationship between floor management and revenue
• Describes rigid adherence to reservation times without flexibility for reality
• No mention of communicating with service staff about floor status
• Cannot explain how they'd manage a situation where the floor plan needs adjusting mid-service

Customisation tips:

• For fine dining with set tables: Focus on managing course timing, spacing between seatings, and VIP placement
• For casual dining with open seating: Emphasise crowd flow, managing large parties, and maximising covers
• For restaurants with multiple areas: Ask about managing different zones (main dining, bar area, terrace) simultaneously
• For restaurants using reservation software: Test their comfort with digital floor plans and real-time updates

How to score:

• 5 - Excellent: Strategic approach to seating and flow; demonstrates specific methods for balancing guest experience with operational efficiency
• 4 - Good: Balances guest needs with operational efficiency; shows understanding of section management and table turns
• 3 - Average: Basic understanding of seating management; can handle standard situations but limited strategic thinking
• 2 - Below Average: Little strategic thinking about floor management; seats tables without considering broader impact
• 1 - Poor: No understanding of floor management; treats seating as a purely mechanical task

Difficult Guest Situations

Why this question matters:

The host stand attracts the full spectrum of guest behaviour. Angry guests whose reservation was lost, VIPs who expect immediate seating, walk-ins who refuse to wait, large parties who arrive incomplete, guests who are rude to staff. How a host handles these situations determines whether the problem gets resolved quietly or escalates into a scene that affects every other guest in the restaurant. Hosts who handle difficult guests well protect your team, your reputation, and your revenue.

What good answers look like:

• Describes a specific difficult situation with a clear resolution ("A guest arrived claiming they had a reservation, but nothing was in the system. Rather than arguing, I apologised for the confusion, found them a table at the bar for drinks while I rearranged the floor plan, and seated them within 15 minutes. They left a positive review mentioning how well we handled it")
• Shows empathy as a default response rather than defensiveness ("My first instinct is to listen, not to explain. Most angry guests just want to feel heard before they want a solution")
• Demonstrates knowing when to handle something themselves versus when to involve a manager
• Mentions maintaining composure for the benefit of other guests ("If I'm visibly stressed or arguing with a guest at the door, every other guest walking in sees that and their experience starts negatively")
• Describes de-escalation techniques ("I lower my voice, move to a quieter spot if possible, use the guest's name, and focus on what I can do rather than what I can't")
• Shows awareness of protecting the team ("If a guest is being abusive to me, I stay professional but I also know I can ask a manager to step in. No one should tolerate abuse")

Red flags to watch for:

• Immediately escalates every situation to management without attempting resolution
• Describes getting into arguments with guests or becoming defensive
• Cannot provide a specific example - only gives hypothetical, generic answers
• Shows no awareness of how their handling affects other guests witnessing the situation
• Takes difficult guest behaviour personally rather than professionally
• Dismisses certain types of complaints ("Some people are just impossible to please")
• No de-escalation techniques - relies on authority rather than empathy

Customisation tips:

• For fine dining: Focus on handling demanding VIPs, high-profile guests, and situations requiring extreme discretion
• For busy casual restaurants: Ask about managing large groups, wait-list disputes, and walk-in frustration
• For restaurants with strong online presence: Explore how they handle guests who threaten to leave negative reviews
• For hotel restaurants: Ask about managing guests who expect priority seating based on their hotel status

How to score:

• 5 - Excellent: Turns difficult situations into positive experiences through empathy, composure, and creative problem-solving; provides specific, compelling examples
• 4 - Good: Handles difficult guests professionally with clear de-escalation approach; maintains composure and finds solutions
• 3 - Average: Manages most situations adequately; resolves basic issues but may struggle with highly confrontational guests
• 2 - Below Average: Struggles with difficult guests; tends to escalate or become defensive
• 1 - Poor: Makes situations worse through poor communication, defensiveness, or inability to manage conflict

Practical Trial

Why practical trials matter:

Host skills are fundamentally about presence, poise, and interpersonal instinct. These qualities are almost impossible to assess through interview questions alone. A 15-minute practical trial at your host stand reveals how a candidate actually greets guests, manages the physical space, communicates with the team, and handles the juggling act of a busy entrance. Many candidates who describe beautiful hosting strategies in interview freeze when actually standing at the podium.

What to observe:

Greeted guests warmly and professionally - Have staff approach the host stand as arriving guests. Watch the candidate's body language, eye contact, smile, and opening words. Do they create a genuine sense of welcome, or does it feel forced?

Managed host stand and waiting area effectively - Watch how they organise themselves physically. Do they keep the host stand tidy? Do they position themselves to see both arriving guests and the dining room? Can they manage menus, reservation lists, and phone calls simultaneously?

Communicated clearly with service team - Have a server approach with a table status update or question. Watch how the candidate processes and communicates floor information. Can they relay seating plans clearly?

Showed awareness of floor and table status - Give them a brief floor overview and watch how quickly they absorb and apply the information. Can they make seating decisions based on the current floor state?

Maintained composure during busy moments - Introduce a small pressure point - two "parties" arriving at once, or a phone call during a greeting. Watch how they prioritise and whether they stay calm.

Setting up an effective trial:

• Brief your team to role-play as arriving guests with varying needs (reservation, walk-in, large party, someone with a specific table request)
• Give the candidate a brief orientation to the reservation system and floor plan
• Introduce scenarios gradually rather than all at once
• Observe from nearby without standing directly beside them
• Pay particular attention to their physical presence and natural warmth

How to score the trial:

• 5 - Exceptional: Natural host with excellent presence; greeted guests warmly, managed the stand with confidence, and demonstrated instinctive floor awareness
• 4 - Strong: Good guest relations demonstrated; handled the trial competently with smooth transitions between tasks
• 3 - Adequate: Shows potential with development; basic hosting skills are present but polish and confidence need building
• 2 - Below Standard: Struggled with host responsibilities; uncomfortable at the stand or unable to manage multiple demands
• 1 - Inadequate: Not suited for host role; fundamental interpersonal or organisational skills are absent

Cultural Fit Assessment

Beyond skills and experience, cultural fit determines whether a host will stay, develop, and become the face of your restaurant. Select all indicators that genuinely apply to this candidate based on your observations throughout the interview and trial.

Shows genuine warmth with guests - Did they naturally create a welcoming atmosphere? A host who has to force friendliness will tire quickly. Look for warmth that seems effortless and authentic.

Demonstrates professional presentation - Were they well-groomed, appropriately dressed, and aware of how they carry themselves? The host is the most visible team member - presentation is part of the role.

Stays calm under pressure - How did they handle the trial? Did they remain composed when multiple things happened at once? A host who panics at the stand creates anxiety for arriving guests.

Works well with service team - Did they communicate naturally with your staff during the trial? A host who doesn't coordinate with servers creates seating problems that ripple through the entire service.

Interest in hospitality industry - Did they ask about your restaurant, your approach, or your clientele? Hosts who care about hospitality tend to stay longer and develop into broader front-of-house roles.

Positive about standing role - Hosting involves standing for entire shifts. Did they seem comfortable with this? Some candidates underestimate the physical demand of being on their feet for eight hours.

Weighted Scoring

The weighted scoring system reflects what matters most for restaurant host success in most operations.

Guest relations carries the highest weight because the host's primary function is creating positive guest experiences from the moment of arrival. A host who can't make guests feel welcome and valued fails at the fundamental purpose of the role. Rate 1-5 based on first impressions, difficult guest handling, and trial performance, then multiply by 0.35.

Communication determines whether the host can coordinate effectively between guests, the service team, and the kitchen. A host who can't relay information clearly creates seating confusion, overloaded sections, and frustrated staff. Rate 1-5 based on observed communication during the trial and interview responses, then multiply by 0.25.

Organisation covers floor management, waitlist handling, and the ability to maintain an accurate mental picture of the restaurant's status. A disorganised host creates bottlenecks that affect every part of the operation. Rate 1-5 based on floor management responses and observed organisational ability, then multiply by 0.25.

Cultural fit affects retention and team dynamics. The host sets the tone for your restaurant - if they don't align with your values and culture, it shows from the moment guests walk in. 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:

• Fine dining might increase Guest Relations to 0.40 and reduce Organisation to 0.20
• High-volume casual restaurants might increase Organisation to 0.30 and reduce Guest Relations to 0.30
• Restaurants relying heavily on walk-ins might increase Communication to 0.30 and reduce Cultural Fit to 0.10
• New restaurants building a team might increase Cultural Fit to 0.20 and reduce Organisation to 0.20

Final Recommendation

Based on all assessments, select your hiring decision:

• Strong Hire - Offer position immediately: Exceptional host; natural warmth and floor instincts. Move fast - great hosts are rare and in demand.
• Hire - Good candidate, offer position: Solid choice who will represent your restaurant well and develop further with experience on your floor.
• Maybe - Conduct second interview or check references: Potential but need more information. Consider a paid trial during a busy service to see them manage real pressure.
• Probably Not - Significant concerns, unlikely to hire: Issues around warmth, composure, or organisation that probably can't be resolved through training alone.
• Do Not Hire - Not suitable for this role: Clear misfit; don't proceed regardless of staffing pressure. A poor host damages your reputation with every guest who walks through the door.

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., reservation system training, floor plan familiarisation)
• Reference check questions to ask previous employers
• Availability for evenings, weekends, and bank holidays
• Language skills that could be valuable for your guest demographic
• Notable strengths to build on during onboarding
• Any concerns about composure, warmth, or organisation to monitor during probation

What's next

Once you've selected your restaurant host, proper onboarding is essential for retention and rapid productivity. See our guide on Restaurant Host onboarding to ensure your new hire learns your reservation system, floor plan, and service standards from day one.