Job Interviews

Why structured interviews matter

Unstructured interviews are unreliable. Different questions for different candidates. Gut feelings that are really just bias. No way to compare one person to another. Research consistently shows that unstructured interviews are poor predictors of job performance.

Structured interviews fix this by asking every candidate the same questions in the same order, with clear criteria for scoring each answer. The benefits are significant:

Reduced bias — When every candidate answers the same questions, you're comparing answers, not personalities. This reduces the influence of first impressions, similarity bias, and halo effects.

Better predictions — Questions designed around the actual competencies needed for the role tell you more about how someone will perform than "tell me about yourself" ever could.

Fair process — If a candidate challenges your decision, scored interview records demonstrate that your process was consistent and evidence-based. This protects both you and the candidate.

Easier comparison — With scored responses, you can compare candidates objectively. Instead of "I liked candidate A more," you have "candidate A scored 4/5 on technical knowledge, candidate B scored 3/5."

How the templates work

Each interview template is structured around the competencies that predict success in that specific role. The common structure includes:

Competency questions — Each question targets a specific skill or behaviour. Templates explain why the question matters, what good answers look like, and what red flags to watch for.

Practical assessment — For hands-on roles, a brief practical element is included. A trainee chef might do a knife skills exercise. A barista might prepare an espresso. A retail candidate might handle a customer scenario roleplay. Templates provide observation criteria so you know what to look for.

Cultural fit assessment — Questions that explore whether the candidate's working style and values align with your team, without relying on subjective "vibes."

Scoring system — A weighted scoring framework that lets you rate each competency area and produce a total score for objective comparison.

Final recommendation — A structured decision framework that combines scores with practical observations to support a defensible hiring decision.

Running the interview

Set the candidate at ease — A nervous candidate won't show you their best. Start with something easy — offer them a drink, explain the format, tell them there are no trick questions. The first two minutes set the tone.

Listen more than you talk — Your job is to assess them, not sell the role. If you're talking more than 30% of the time, you're learning about yourself, not the candidate.

Score as you go — Don't rely on memory. Rate each answer immediately using the template's scoring criteria. What seems memorable now will blur after three more candidates.

Take notes — Brief notes on specific answers, not general impressions. "Described handling a complaint by comping dessert and following up next visit" is useful. "Seemed good with people" is not.

Leave time for their questions — What they ask tells you a lot about what they value. Someone who asks about progression is different from someone who only asks about days off.

Don't oversell — Be honest about the role. If the kitchen is intense, say so. If weekends are non-negotiable, say so. Overselling leads to early leavers when reality doesn't match the pitch.

Using Pilla for interviews

Create interview templates as work items in Pilla. Each template captures the structured questions, scoring criteria, and practical assessment elements. When an interviewer completes the template during the interview, Pilla creates a timestamped record of every response and score — giving you documented evidence for each candidate that you can compare side by side.

Below are the roles we currently cover, with more being added regularly. Each template provides scored competency questions, practical assessment guidance, and red flags to watch for.

Kitchen

Kitchen interviews should test practical skills alongside interview questions. Every template includes a practical element appropriate to the seniority level.

Front of House

Front-of-house interviews balance personality assessment with practical service skills. Templates include roleplay elements that reveal how candidates handle real guest interactions.

Bar

Bar interviews should include practical drink preparation where possible. Even a brief hands-on assessment reveals more about capability than conversation alone.

Management

Management interviews focus on leadership style, commercial awareness, and problem-solving ability. Templates include scenario-based questions that test real decision-making.

Hotel

Hotel interviews assess both technical skills and the service mindset that distinguishes excellent guest experiences. Templates reflect the specific demands of each hotel role.

Events & Catering

Events and catering interviews assess adaptability and coordination skills alongside technical ability. Candidates need to thrive in varied, fast-changing environments.

Common mistakes

Asking different questions per candidate — If candidate A gets asked about teamwork and candidate B gets asked about time management, you can't compare them. Use the same template every time.

Talking more than listening — Managers who spend the interview selling the role learn nothing about the candidate. Let them talk. Your job is to assess, not pitch.

Gut-feeling decisions — "I just had a good feeling about them" is not a hiring strategy. It's a bias delivery mechanism. Use scores.

Skipping the practical assessment — Interview answers tell you what someone says they can do. A practical assessment shows you what they actually can do. Don't skip it.

Not documenting scores — If you don't write scores down during the interview, you'll reconstruct them from memory afterwards — and memory favours the last candidate or the most charismatic one.

Rushing the process — A 15-minute interview for a head chef role isn't enough. Match the depth of assessment to the seniority and impact of the role.

After the interview

Compare candidates using your scores, not your feelings. The structured approach gives you evidence to make a defensible decision. When scores are close, review your notes on practical assessments and red flags.

Once you've made your hire, a structured first week is what determines whether they stay. The Onboarding Guide provides day-by-day programmes for every role — building from orientation through to independent working.