Interview Procedurefor Bartender

Michael HixonNelly Diribe

Ashley MooreErika Ofodirinwa

Structure• Formal Interview

– Score/Rating: See Appendix A

• Situational Test

– Score/Rating: See Appendix B

• Three Interviewers

– Restaurant Managers

– Bar Managers

– Senior Bartender: 2years >

Interviewer Training

• Situational Test- How to set up the for the test, how to give instructions to candidates, and how to rate.

• Explaining the scale related to the structured interview questions

• Go over effective ways to ask the questions to avoid close ended questions.

• Cues- How to take notes accurately (not all at the same time so that interviewee so that they will receive any type of feedback)

• Allot 4 hours for the training

Situational TestInstructions• Candidates will be asked to demonstrate taking an

order from a customer from beginning to serving the drinks.

• Candidates will also be given one card with the name of three popular cocktail with their respective recipes to review for exactly one minute.

• After the minute is up, candidates will make the drinks accordingly.

• Candidates will also be instructed to draft beer. • All ingredients and garnishes will be readily available

for candidates

Dirty Martini

• 1.5 oz. Smirnoff No. 21® Vodka

• 2 cold olive(s)

• 0.5 splash(es) olive juice

Cosmopolitan

• 1.25 oz. Smirnoff No. 21® Vodka

• 0.25 oz. triple sec

• 1 oz. cranberry juice

• lemon twist(s)

Long Island Iced Tea

• 0.25 oz. Tanqueray® London Dry Gin

• 0.25 oz. Smirnoff No. 21® Vodka

• 0.25 oz. Captain Morgan® Silver Spiced Rum

• 0.25 oz. Jose CuervoEspecial® Gold Tequila

• 0.25 oz. triple sec• 1 oz. sweet & sour mix• 6 oz. cola• 1 lemon wedge(s)

Situational Test

• Candidates will be judged on – Accuracy, Taste, and Presentation (How drink was served)

– Skill-Mix exact amounts of ingredients, counting back change

– Knowledge- Popular Drinks, Prepping Bar

– Ability-walk quickly and speak loudly to serve guests as quickly and accurately as possible, memory

Appendix A

Work Sample Rating Scale(Situational Test)

Characteristics Excellent (2) Average (1) Poor (0)

Taste

Accuracy

Presentation

Applicant Interview DatePosition Title TimeBeverage Excellent (2): Candidate had no errorsAverage (1): Candidate had one or two errorsPoor (0): Candidate had more than two errors

Other Comments:

Interview Question1) How do you assess whether or not someone has had too much to drink?

Measures: Social Perceptiveness, Monitoring, Deductive reasoning

Task Statement-• Attempt to limit problems and liability related to customers’ excessive drinking• Take steps such as persuading customers to stop drinking to avoid legal ramifications and ensure

safety.)

2) How would you handle a situation where a customer has had too much to drink and is being rude or obscene?

Measures: Social perceptiveness, Deductive reasoning, monitoring

Task Statement-• Attempt to limit problems and liability related to customers’ excessive drinking• Take steps such as persuading customers to stop drinking to avoid legal ramifications and ensure

safety.

3) What is good customer service? Measures: Customer Service

Task statementAbility to walk quickly and speak loudly to serve guests as quickly and accurately as possible.

Interview Question

4) If the bar is extremely crowded and busy, how would you decide in which order you tend to customers?

Measures: Customer Services

Task Statements

Ability to walk quickly and speak loudly to serve guests as quickly and accurately as possible.

5) In this organization, you will most likely work with several teams, each with separate goals. How will you adapt your style as you move from team to team?

Measures: Flexibility and wiliness to work with others

Task Statement

Be willing to work night shifts and weekends to ensure that the bar is well-staffed

INTERVIEW RATING SCALE

• Well Qualified (4)Candidate provides a thorough response to the question. Candidate demonstrates a thorough understanding of the issues at hand that is more to substantially more than the job requires. Response is well thought-out and well presented. Overall, candidate’s response is complete, addresses all aspects of the question and does not require probing.• Qualified (3)Candidate provides an acceptable response to the question. Candidate’s understanding of the issues at hand is equal to or slightly less than what the job requires. The response may not be as complete or thorough as the well-qualified candidate’s response. Overall, candidate’s response is complete, addresses the question and any probing required is minimal.• Adequate (2)Candidate provides a reasonable response to question. Candidate’s understanding is less than what the job requires. The response is slightly better than a not qualified candidate; however, the response is not as complete or thorough as a qualified candidate. Overall, candidate does meet minimum requirements but is less desirable as a candidate that is qualified.

• Not Qualified (1)Candidate fails to provide an acceptable response to this question. Candidate’s response does not convey the level of experience/expertise required in this position. Candidate’s response may be vague or incomplete. Overall, candidate fails to provide experience/expertise demonstrative of the requirements of this position.

Question # KSAO(Insert the KSAO pertinent to the question-what you are trying to

measure)

Rating(1-4)

1 Social Perceptiveness, Monitoring, Deductive Reasoning

2 Social Perceptiveness, Monitoring, Deductive Reasoning

3 Customer Service

4 Customer Service

5 Flexibility and Willingness to Work with Others