How to Decide on Restaurant Host Interview Questions and Trial Activities
Key Takeaways
- Step 1: Define Essential Skills and Characteristics – Identify must-haves like exceptional interpersonal skills and nice-to-haves like reservation system knowledge. Check out our guide about Restaurant Host job descriptions
- Step 2: Plan Your Interview Structure – Tailor format to restaurant style: concise for casual dining, full structure for high-volume venues, extended for senior roles
- Step 3: Create Engaging Interview Questions – Use behavioural questions specific to your dining environment to assess guest interactions and pressure handling
- Step 4: Develop a Practical Trial – Conduct 20-30 minute trials to observe greeting skills, reservation management, and front-of-house poise
- Step 5: Ensure Fair and Consistent Evaluation – Use scoring system that weighs guest service, communication, and attention to detail
- What's next: Check out our guide on Restaurant Host onboarding plans
Article Content
Step 1. Define Who You're Looking For
Before starting the interviews, clearly identify the skills and traits that a great Restaurant Host should possess.
Use this table to identify and prioritise the attributes you are seeking in a candidate:
Attribute | Must-Have | Nice-to-Have |
---|---|---|
Exceptional Interpersonal Skills | ✅ | ❌ |
Organisational Ability for Managing Reservations | ✅ | ❌ |
Experience with a Reservation System | ❌ | ✅ |
Bilingual Communication Skills | ❌ | ✅ |
Step 2. Plan the Interview Structure
With your requirements in mind, it's time to structure the interview. A well-planned interview reflects the nature of the role – dynamic and guest-focused. However, the best format varies depending on your restaurant’s style, the position’s level, and how much time you can invest. Consider these formats for Restaurant Host interviews:
Concise Structure (Ideal for Casual Dining or Immediate Hires)
- •Short Interview (10–15 minutes): Targeted questions on guest interaction and multitasking.
- •Brief Practical (10–15 minutes): Greeting guests and managing a few mock reservations.
Use this format for fast-paced diners or when hiring entry-level hosts who will learn on the job.
Full Interview Structure (Suited for High-Volume Restaurants)
- •Welcome and Icebreaker (5 minutes): Ease the candidate into the process and understand their communication style.
- •Formal Interview (20 minutes): Explore guest service mindset, conflict resolution, and organisational skills.
- •Practical Trial (25–30 minutes): Assign tasks like managing bookings, seating plans, and a simulated front-of-house service.
- •Debrief and Questions (10 minutes): Allow the candidate to ask about your restaurant’s team dynamics and the role itself.
Best for bustling establishments where the host plays a critical role in managing guest flow and experience.
Extended Interview Structure (For Senior or Lead Host Roles)
- •In-Depth Interview (30–40 minutes): Includes leadership, problem-solving, and team management questions.
- •Extended Practical Trial (45–60 minutes): Focus on large reservation management, conflict resolution, and handling VIP guests.
- •Team Interaction (Optional): Enable candidates to interact with your staff to assess cultural fit.
This is suitable when hiring head hosts or team leads who will set the standard for guest service and manage front-of-house staff.
When Creating Your Interview Structure, Consider:
- •Time Availability: How much time can you allocate to each candidate?
- •Skill Versus Service Focus: Are technical skills or personality traits more significant for the role?
- •Immediate versus Long-Term Needs: Do you need a host skilled enough to handle peak times, or someone who will grow with your team?
- •Restaurant Style: A casual eatery might need friendliness and quick service, while a fine dining venue may prioritise poise and attention to detail.
- •Training Programme: If you offer extensive training, hiring for soft skills might be more critical than technical prowess.
Select the structure that mirrors your restaurant's tempo and ethos. The interview process should not just fill a position, but add value to your team with someone who fits your environment and enhances guest experience.
Interview Structure Builder
Fill out this table with the components you need for a host interview structure that meets your requirements:
Stage | Include? | Notes (Focus Areas) |
---|---|---|
Welcome and Icebreaker (5 mins) | ✅ / ❌ | e.g., Understanding communication style |
Formal Interview Questions (15–30 mins) | ✅ / ❌ | e.g., Guest service mindset and conflict resolution |
Practical Trial (20–30 mins) | ✅ / ❌ | e.g., Greeting guests and managing bookings |
Team Interaction (Optional) | ✅ / ❌ | e.g., Fit with team culture |
Debrief and Candidate Questions (10 mins) | ✅ / ❌ | e.g., Covering next steps clearly |
Step 3. Create Engaging Interview Questions
Focus on behavioural questions, which prompt candidates to discuss real-life situations they've handled in the past. This technique gives insight into how they’ve dealt with real challenges, such as managing tough customer interactions or keeping calm under pressure. Instead of asking hypothetical questions like "How would you greet a guest?" try a real example like, "Tell me about a time you had to manage a large waiting list; how did you handle it?" This gets real responses that show you their approach to service, multitasking, and problem-solving.
Sample Behavioural Question Ideas for Restaurant Hosts
Here are some interview questions tailored to the key responsibilities of a Restaurant Host:
- •Guest Interaction: "Describe a time when you went above and beyond for a guest. What did you do?"
- •Handling Conflicts: "Tell me about an instance when you had to resolve a guest complaint. How did you handle it, and what was the outcome?"
- •Organisational Skills: "Share an example of a busy service period you managed well. How did you keep everything organised?"
- •Team Communication: "Can you describe a time you had to collaborate with the kitchen or waitstaff to improve guest service?"
- •Adaptability: "Describe a moment when you had to adjust to a last-minute reservation change. How did you adapt?"
Adapt these questions to match your restaurant’s specific requirements and ensure you uncover the qualities that make someone successful in your environment.
Adjust Your Scenarios Based on Your Restaurant Style:
- •Casual Bistro: Focus on questions about maintaining a warm atmosphere and quick service, like "Tell me about an unexpected bustling evening and how you managed the guest flow."
- •Luxury Fine Dining: Focus on queries regarding poise and personalisation in service, such as "Describe how you personalised service for a VIP guest and made them feel special."
- •Family-Friendly Restaurant: Emphasise managing varied customer needs and remaining calm, e.g., "How do you handle noisy, busy settings to keep service smooth?"
Step 4. Develop a Practical Trial
A short practical session is invaluable, offering a glimpse into the candidate’s instinctual approach to hosting duties. Here's how you can structure it:
Determine Key Skills to Assess
Select 2–4 crucial tasks you would expect your hosts to excel at. Examples include:
- •Welcoming guests with a warm demeanour
- •Efficiently managing reservations or waitlists
- •Maintaining a clean and orderly reception area
- •Facilitating smooth communication with the service team
Limit the trial to essential tasks. The goal is to observe their service attitude and operational potential in a realistic yet manageable setup.
Plan for a total of 20–30 minutes. This provides enough time to showcase their abilities without it being exhaustive.
Sample 30-Minute Trial Outline:
- •5 mins: Introduction to the reception layout
- •10 mins: Simulated guest check-in and seating
- •5 mins: Manage a reservation list or simulate handling a waitlist
- •5 mins: Simulated communication task with kitchen or service staff
- •5 mins: Quick feedback session
Provide Clear but Realistic Instructions
Explain task expectations concisely ("Greet and seat these arriving guests"). Then step back and observe. You’re not evaluating a checklist; you want to see natural hospitality skills in action.
Implement a Simple Scorecard
Maintain objectivity during evaluations. Here's a sample scorecard template:
Criteria | Pass | Needs Development |
---|---|---|
Guest Greeting and Interaction | ✅ | |
Reservation Management and Organisation | ✅ | |
Coordination with Service Team | ✅ | |
Professionalism and Poise | ✅ |
Essential Trial Setup Checklist
Ensure everything is ready for a smooth practical session:
- •Confirm the reception or front desk is tidy and ready.
- •Prepare a mock reservation list or waitlist to use.
- •Inform your team about the trial for support, if needed.
- •Write clear, simple task instructions to follow during the session.
- •Ready a streamlined scorecard template to track your assessments.
- •Set aside time for a short feedback meeting post-trial.
A well-organised trial exemplifies your restaurant’s professional standards and can attract candidates keen to be part of a refined dining experience.
Sample Debrief Script
Conclude with a brief recap featuring encouragement and transparency:
Encouraging a positive final impression can bolster your restaurant’s reputation in the hospitality community, benefiting future hiring and establishing a welcoming host environment.
Step 5. Ensure Consistent and Fair Evaluation
A structured evaluation process helps eliminate bias, ensuring the best fit based on skill set and potential for the role.
Implement a Weighted Score System
Identify in advance which qualities are most critical for your host position and assign a weight. Example weighting might be:
- •Guest Interaction and Service Attitude - 40%
- •Organisation and Multitasking - 30%
- •Professionalism and Coordination - 30%
Post-interview and trial, score each candidate in each category with 1–5 (1 = underwhelming, 5 = exceptional). Multiply their score by the preset weighting, and total up to identify top candidates.
Example Scoring Template:
Criteria | Score (1–5) | Weighting | Weighted Score | Comments |
---|---|---|---|---|
Guest Interaction & Service Attitude | 4 | × 0.4 | 1.6 | |
Organisation & Multitasking | 3 | × 0.3 | 0.9 | |
Professionalism & Coordination | 4 | × 0.3 | 1.2 |
The Importance of a Weighted System:
- •Fair Assessment: Regardless of confidence levels, skills and attitude are assessed fairly.
- •Focus on Essentials: Aligns with your restaurant’s true hiring priorities, such as guest service quality.
- •Reduces Subjectivity: While first impressions count, a scoring system retains objectivity in candidate evaluation.
Post-Evaluation Reflection:
Once scores are assigned, use reflection to identify the candidate who fits best:
- •Do their trial outputs align with their interview claims?
- •Did they exhibit genuine care for guest service and establish a flow with the team?
- •Would you trust them independently handling your front-of-house during peak times, following initial training?
- •Could they substantially complement your team, or merely fill a position?
The optimal candidate strikes a balance between technical competence and service diplomacy. Carefully review scores, consider submissions, and decide after evaluating all available data. The objective is to identify the candidate whose strengths and attitudes align with your restaurant’s goals, enhancing your service ethos and team dynamic.
Onboarding Your New Restaurant Host
Once you've selected your Restaurant Host, proper onboarding is essential for their success. Check out our comprehensive guide on Restaurant Host onboarding to ensure your new hire integrates smoothly and starts delivering exceptional guest service from day one.
Frequently asked questions
Have a different question and can't find the answer you're looking for? Reach out to our support team by sending us an email and we'll get back to you as soon as we can.
- What interview questions should I prepare for a Restaurant Host job interview?
- Focus on behavioural questions about guest interaction, conflict resolution, and multitasking whilst exploring reservation management and team communication examples.
- Read more →
- How should I structure a Restaurant Host job interview?
- Use a full interview structure with guest service assessment, practical trials, and team interaction evaluation whilst focusing on hospitality instincts and front-of-house presentation.
- Read more →
- What practical trial should I use for a Restaurant Host job interview?
- Implement guest greeting simulations, reservation management demonstrations, and seating coordination exercises whilst testing real-time hospitality instincts and professional presentation.
- Read more →
- How should I score a Restaurant Host job interview?
- Use weighted scoring with guest interaction and service attitude (40%), organisation and multitasking (30%), and professionalism and coordination (30%) whilst ensuring consistent evaluation across candidates.
- Read more →
- How do I assess essential skills during a Restaurant Host job interview?
- Focus on exceptional interpersonal skills, organisational ability for reservations, and professional presentation whilst testing guest interaction warmth and multitasking capability.
- Read more →
- How should I evaluate experience in a Restaurant Host job interview?
- Focus on guest service examples, front-of-house experience, and hospitality achievements whilst requiring specific scenarios demonstrating welcoming skills and reservation management.
- Read more →
- How do I assess cultural fit during a Restaurant Host job interview?
- Evaluate hospitality style alignment with your restaurant atmosphere, guest service philosophy, and front-of-house presentation standards whilst testing adaptability to your venue's personality.
- Read more →
- What red flags should I watch for in a Restaurant Host job interview?
- Watch for lack of genuine warmth in guest interactions, poor presentation standards, and inability to handle multitasking scenarios whilst identifying dismissive attitudes toward guest concerns.
- Read more →
- How should I conduct reference checks for a Restaurant Host candidate?
- Focus on guest service performance, hospitality examples, and front-of-house presentation outcomes whilst verifying welcoming abilities and team coordination effectiveness.
- Read more →
- Should I use multiple interview rounds for a Restaurant Host position?
- Use multi-stage processes for senior or lead host roles whilst implementing phone screening, formal interview, and practical trial progression.
- Read more →
- How do I assess how a Restaurant Host candidate will work with my existing team?
- Observe their interaction style with current staff, communication approach with service teams, and coordination abilities whilst testing their capacity to facilitate smooth guest flow.
- Read more →
- How should I evaluate communication skills in a Restaurant Host job interview?
- Test warmth during guest interaction scenarios, professional clarity with service coordination, and ability to convey welcoming atmosphere whilst observing verbal grace with challenging situations.
- Read more →
- How do I assess problem-solving abilities during a Restaurant Host job interview?
- Use realistic guest scenarios requiring immediate solutions, graceful conflict resolution, and creative accommodation whilst observing their approach to guest satisfaction.
- Read more →
- How do I evaluate Restaurant Host candidate motivation during interviews?
- Assess genuine interest in guest service excellence, enthusiasm for creating welcoming experiences, and commitment to hospitality standards whilst exploring their drive for front-of-house improvement.
- Read more →
- How should I discuss availability during a Restaurant Host job interview?
- Address shift patterns, weekend and evening coverage, and peak period availability whilst clarifying holiday periods and notice requirements.
- Read more →
- When should I discuss salary during a Restaurant Host job interview?
- Address compensation after assessing guest service capability and cultural fit, typically in final interview stages or upon conditional offer whilst ensuring mutual interest first.
- Read more →
- What legal requirements must I consider during Restaurant Host job interviews?
- Follow equal opportunity employment law, avoid discriminatory questioning, and maintain fair assessment standards for hospitality evaluation.
- Read more →
- How should I set up the interview environment for a Restaurant Host position?
- Create a welcoming atmosphere that mirrors guest service expectations, use front-of-house areas when possible, and ensure comfortable arrangements.
- Read more →
- How should I handle Restaurant Host candidate questions during interviews?
- Encourage questions about guest service expectations and provide honest answers about hosting challenges whilst using inquiries to assess genuine interest.
- Read more →
- How do I make the final decision after Restaurant Host job interviews?
- Compare candidates using consistent criteria focused on guest service capabilities, cultural fit, and growth potential whilst documenting decision rationale.
- Read more →
- How do I prepare for Restaurant Host onboarding during the interview process?
- No summary available
- Read more →