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1. How would you handle a guest that was upset with their meal?

2. How you handle the following situation: A guests asks for tomato and onions to be left their salads, when the food is ready and you go get it from the kitchen, you notice that there are tomatoes and onions on the salad. What would you do?

3. You have booked a day off to go to your friends 21 st birthday party. A colleague calls you that morning as they are sick and cannot go into work. They have asked if you can cover their shift? What do you do?

4. If there was an issue between you and a co-worker, and you felt bullied, how would you handle the situation?

5. If a guest presents you with a coupon which clearly reads “not valid with any other offers or discounts” and they try to use two offers, how would you react?

6. What is a quality check and when is it mainly done?

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- Cursing

- Showing up late

- Being inappropriate

- Disengaged

- Being vague

- Dressing appropriate

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Five-point system:

5- Excellent

4- Good

3- Satisfactory

2- poor

1- Unacceptable

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- Political inclination

- Religion

- Children/Marital status/Sexual preference

- Have you ever been arrested?

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- First impression error

- Similarity error

- Contrast Error

- Overweighting of Negative Information

- Race, Sex, & Appearance Bias

- Halo Error

- Nonverbal Factors

- Faulty Listening and Memory

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1. Stick to a structure - this sets up the parameters of the interview, and keeps the interviewer & candidate focussed. Results in a valid selection tool.

2. Manage your time accordingly:

- Give a brief description of the company

- Outline the job duties/job description

- Ask the candidate relevant questions. Need to KSA related and consider behavioural dimensions

- Give the candidate an opportunity to ask you questions

3. Try not to talk too much - talking 30% of the time is a good rule of thumb

4. Watch for non-verbal signals - these can tell you a lot about the sincerity & professionalism of the candidate:

- Professionalism

- Eye contact

- Appropriate attire

- Self-confidence

5. Try to not be overly friendly - keep all questions job related

6. Prepare - come up with relevant questions in four categories:

- Fact-finding

- Creative-thinking

- Problem-solving

- Behavioural

7. Devise model answer & scoring sheet

8. Avoid asking the candidate:

- Age

- Religion

- National origin or race

- Marital Status

- Mental history or medical information

9. Thank the candidate for attending, and let them know the procedure going forward.

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How to Conduct an Interview | Effective Interview Questions