As a manager, how do you evaluate the performance of your staff members?

"As your Food Service Manager, I will be prepared to have performance metrics in place to measure the success of each team member. I also plan to look at individual contributions to the team's goals. For example, if we are meeting key customer service targets, this will be an indicator to me that my team is performing well individually and as a group."

As a Food Service Manager, you must be aware of the performance of your team members. One under-performing staff member can drag down the entire group, so you must address any issues right away. Talk to the interviewer about the framework you use to remain aware of each team members' performance levels.

"In a highly transactional industry such as food service, I understand the importance of knowing how each staff member is performing. In my current role, I've created targets for each associate related to their speed of work and customer feedback. I run a weekly and monthly log of performance activities to ensure every member is performing equally. If anyone is falling short, we are quick to have a meeting to get back on track and evaluate what the barrier to success is. I would enjoy implementing a performance tracking method such as this one, should I be hired as your Food Service Manager."

How much do you think a food-service management role should pay?

"I am newer to my management career, so I performed some research on the topic, hoping to gain an understanding of the average pay for a food-service manager in this area. The ranges I saw were $16-18/hour depending on experience. Do you have an amount in mind for this position?"

This question is a creative way for the interviewer to ask about your desired pay for this role. Be honest about what you are hoping to make. Avoid asking for too little, or for too much. Using an online salary calculating tool, like the ones from Glassdoor or Indeed, will help you to determine the average ask for your position, years of experience, and even location. You can also use your current salary as part of the basis for your ask.

"I am currently earning $19/hour and am up for a raise to $21/hour in the next couple of months. My ideal salary is $21-24/hour plus health benefits, which I believe is a fair ask for this role."

What do you think is the difference between a leader and a manager?

"A manager is someone who has a team of people who answer to them. A leader is someone of influence and, I believe anyone can be a leader - no matter their job title or position. I have the skills and desire to be both. I am organized, and I can command the attention of others. I understand goal setting. On the same note, I can be empathetic, I listen effectively, and I lead by example."

The interviewer would like to know that you understand what makes a leader genuinely stand out. Just because you are a manager, that does not mean you are a leader. A natural leader is someone who makes others want to jump on board with their mission and follow them. A manager is just someone who has people reporting to them. To be an excellent leader, you should offer a balance between the two approaches. You need to be able to have people buy into your vision but at the same time, show authority when necessary.

"A leader is someone who people want to follow. A manager is someone who others feel they have to follow. I think a manager or supervisor should be a healthy blend of both. As a Food Service Manager, I am sure to speak to the strengths of each of my team members, which is one important quality of a leader. I read many leadership books that have helped me develop good habits over the years, such as effectively offering feedback."

Tell me about a time when you effectively delegated tasks to your team members.

"In my most recent group project in school, I had three teammates working on different factors of the project, while I took on another. Each day, we would hold a huddle to delegate and pivot where we needed. We would discuss the current workload and urgency of each person's work. As the group leader, I had no issues dividing the work among the four of us, while also following up on delivery and expectations."

The interviewer would like to know that you are capable of confidently delegating tasks to your employees. A great manager is someone who can efficiently manage their time by ensuring an equitable division of jobs while utilizing the strengths of others. Display to the interviewer that you can recognize the talents of your team by delegating tasks that complement their skill sets.

"Every month, in my current management role, I have a meeting with all team members to talk about our plan for the month ahead and how we will delegate the work. It's a great strategy for us, and everyone starts the month with laid out expectations. I like to delegate to the strengths of the individual, rather than expect everyone to be great at everything. I have found that this approach yields fewer staff complaints and stronger staff retention numbers."

"With the recent short staffing, I have."

Do you think a chain of command is essential in the workplace?

"A chain of command is important for a business to function smoothly. I have always respected the chain of command, whether that be at work or school. I like to have a clear idea of who to turn to when I have needs, or who to ask when I have questions."

The interviewer would like to know when it comes to organizational effectiveness if you believe that a chain of command is necessary. How you answer this query can impact the way the interviewer sees your willingness to be a collaborative manager who respects the organizational makeup of the company. Understanding the importance of a chain of command shows maturity and the fact that you recognize that great businesses require a precise distribution of power and tasks.

"I believe that a clear chain of command is essential. This chain of command is important in employee issue resolution, and helping customers with their needs when customer service issues arise. I believe in the importance of everyone understanding their responsibilities. Could you share with me a bit more about the chain of command within this organization?"

"Yes, very vital. As a manager, most decisions are made by upper leadership and they are delighted for the FSS to execute. Sometimes not everyone is happy with changes. We need to stand united to reinforce the changes."

Rate your listening skills from 1-10. What would your coworkers say about your listening skills?

"I spend my day listening to my professors, taking notes in numerous lectures. I have trained myself in the art of active listening and would rate my listening skills as an 8/10. My fellow students often thank me for listening so well because it helps them when I offer free tutoring sessions or when I lead a group project."

The interviewer would like to know how you rate your listening skills overall. Avoid giving yourself a 10, as nobody is perfect, and you do not want to come across as someone who does not strive to grow. Alternately, avoid giving yourself too little credit. You do not want to paint the picture that you are a terrible listener! Stay in the 7.5-9.5 range and back your rating with a comment you have received from a coworker recently.

"I am certainly not perfect so that I will rate myself an 8.5/10 for listening skills. I could be more present at times, especially when a conversation with a coworker seems to be trivial. I think my current boss would rate me around the same, if not a bit higher. I do have a penchant for recalling small details of a conversation, which seems to impress him quite often."

"8I think they would say I am good."

If hired as our Food Service Manager, how will you show your team the importance of clear communication on the job?

"In my group-based projects in university, I show my teammates the importance of communication by leading by example. I set the tone and expectations for how we should communicate by utilizing all forms of written, verbal, and interpersonal communications to a tee. I will bring the same positive attitude and strong organization to work as a Food Service Manager, as well."

The interviewer would like to know that you lead by example when it comes to communication in the workplace. Breakdown of communication in a business setting can have dire effects on the profitability of an organization. This effect is why it is essential, as a leader, to understand that 'telling' and 'showing' are two very different things when it comes to proper communication with your team. Give examples of how you put dialogue into action in the workplace.

"As an experienced manager, I know that many customer service issues stem from poor communication. In my current role, when we have a customer dispute, I work with my team to explore alternative solutions that would have given us a better outcome. We often role play and discuss ways that we could have reacted better. This practice has greatly improved customer reviews."

The presence of our Food Service Manager is critical to our teams' success. How many days were you absent from work last year?

"I missed around three days of university classes in total this past year. All absences were for a good reason, and I never missed a deadline. Rest assured, I am a dedicated person on whom others can rely. As a Food Service Manager, I would be sure to lead my team by example."

The interviewer would like to know about your dedication to being present and on time to work. A part of being a diligent manager is to ensure that you are always on time and present when expected. It's great to even be 10 minutes early rather than just showing up right on the dot. Talk to the interviewer about your attendance, and how it will positively impact the team members that you will lead in this role.

"Missing a day of work is a challenge for me since I am responsible for scheduling and ensuring many other people come to work as expected. For this reason, and the fact that I am a dedicated and truthful person, I will only call out of work in dire situations. Through my six-year career, I have called in sick just a handful of times. Thank goodness for ColdFX and immunity-boosting vitamins!"

How do you feel about saying 'no' to a customer with unreasonable requests?

"I am sure that in retail, there will be customers who want you to deliver the impossible. I am down for a challenge; however, I would like further training on what your company accepts and does not accept in particular customer-focused situations."

Working in the food-service industry, you have likely come across some pretty crazy requests from customers! The interviewer is interested in knowing where you draw the line when it comes to outlandish requests or needs that you cannot deliver. Give an example of a time when you had to say no to a customer. Assure the interviewer that you are happy to accommodate anyone within reason! Show that you are comfortable taking control of these types of situations as a manager.

"I once had a customer order something from our menu that we did not even have. We were a vegan restaurant, and she wanted a chicken breast added to her salad! She reasoned that she was not a vegan and was only at our restaurant because her friend was vegan. Her friend and surrounding patron were appalled. I had to chuckle a bit at that one. I couldn't deliver the chicken breast, but did offer her some chickpeas instead!"

"It is never a good feeling to say no to someone, however, if you do not have the materials, labor, and resources to execute the request then I would explain that to the customer and offer an alternative that is within our limitations."

Have you ever broken company rules to make a customer happy?

"As a student, I have been known to bend a rule or two in projects, with the permission of my professor. When it comes to a retail or food service industry, I believe it's important to cater to a client in every way possible, so long as it is not harmful to the company. Certain rules do not necessarily work for some customers, as they do for others. I understand that your organization operates with a similar mentality. Could you share with me your approach to customer service and bending the rules to make them happy?"

Breaking the rules, and bending them, can be different from each other. Often, service-based businesses are okay with you bending the rules to keep a customer happy. You need to know your audience, though! If the company is very stringent when it comes to their policies and procedures, then approach this question with caution. If the organization is well known for being flexible on behalf of its customers, then you can be more free with your answer. Most of all, as a Food Service Manager, it's essential that you show the interviewer you will be a positive example for your team.

"In the store where I currently work, there is very little flexibility when it comes to rules and policy. If a customer is unhappy with the return policy, for instance, they have to go directly to our corporate office. I do not have autonomy at the store level, which is something with which I disagree. Now, having zero regard for rules can be detrimental as well. I know that your company offers a great happy medium between the two, which I certainly respect. I will lead my team to make decisions that are best for the company and good for the customer at the same time."

"Not before running it by my boss first. Sometimes it is necessary to break expectations to get people to eat. Especially in health care where people are healing."

Tell me about your formal customer service training.

"I would be happy to take any training that you recommend and would love to hear more about your specific approach to customer service training. Being new to my career, I am ready to learn!"

The interviewer would like to know about any formal training you have received, related to customer service. This training could include workshops, on-the-job training, courses taken, or even books that you have read in your spare time. Show the interviewer that you have an interest in bettering your customer service delivery and that you can teach others when necessary. This question is a great time to ask the interviewer about their company-specific customer service training and manuals.

"I have both given and received customer service training. In my current role, I teach my new employees the basics of customer service excellence in food-service. This training includes advice on building rapport, actively listening, identifying opportunities to exceed expectations, and always delivering service with a smile."

As a manager, what is your greatest weakness?

"As a new manager, I feel that my greatest weakness may be terminating employees promptly. I try to give people the benefit of the doubt and have been guilty of trying to nurture people even when they show little enthusiasm. With time, I am confident that I will be able to handle this responsibility with more confidence."

Everyone has their weaknesses, and that is okay! Talk to the interviewer about what you feel you could work on the most as an effective manager, and what you are doing about it. Avoid discussing a weakness that could be detrimental to you securing the position. For instance, a Food Service Manager should not find it challenging to lead other people.

"I believe my greatest weakness as a manager is my ability to delegate. I am accustomed to doing all of the managerial tasks myself, as I don't have an assistant manager or sometimes even a shift leader. I know that I need to improve on delegating appropriate tasks to employees that show promise and a desire to grow."

"My greatest weakness in this role is that I spent a great amount of time with patients when doing menus, as they are always chatty and really love the company. I love meeting people and hearing their stories. The downfall to this is that I struggle to get to all of them assigned to me."

How many people did you manage in your last position?

"I am new to my management career; however, I have led small groups of fellow students during group projects in university. In these instances, I was managing around four others, ensuring they submitted their work on time. I applied here with the utmost confidence that I can manage your team efficiently."

The interviewer would like to know more about the level of responsibility you are accustomed to having. Start with the most amount of people you have managed, even if it is not from your current or most recent position. It is okay to ask the interviewer how many people you would be leading in this role. If there is a significant increase in this role, from what you are used to, then you may need to overcome that potential objection of not having enough leadership experience.

"Currently, I have six full-time employees and five part-time associates and am the only manager in the restaurant. In a previous role, I had as many as 18 employees but had another manager with which I shared responsibilities. How many staff members would I be managing in this position?"

How will you handle an employee who is not meeting their goals?

"If an employee were not meeting their goals, I would take an empathetic approach by asking them what I could do to support them in the workplace. If there were a recent example of their work falling short, I would refer to that - rather than an example from too long ago. From there, I would help them to set some goals or offer tips and tricks for increasing productivity."

The interviewer would like to know how you handle under-performing employees. As a management professional, how do you treat employees who are not meeting targets and company expectations? Discuss with the interviewer your style when it comes to managing under-performing employees.

"If someone on my team is not living up to their expectations, I have a one on one conversation with them before their poor performance goes too far. I like to let them lead the conversation by asking, 'Why do you think I asked for some time today?' With very few exceptions, most people open up about being disappointed for falling short of their goals and offer up suggestions on how they think they can improve."

"Working with them to find out is challenging and how you can assist in clearing up the challenges."

What personality traits do you look for in people you are hiring?

"I believe that in the food-service industry, it's important to be a people person, possessing an upbeat disposition, and a desire to make people happy. If a job seeker is determined, easy to hold a conversation with, and likable, they will succeed in most things related to the service industry."

The interviewer would like to know more about the type of employees that you tend to hire. Everyone has a 'type,' even in the workplace. Talk to the interviewer about the characteristics and personality types that you tend to engage in and why you lean that way. Assure the interviewer that you have a lot of discernment when you hire people for your team.

"When hiring, I look at experience and employer loyalty, but most of all, I look for customer service competence. I also look for someone who has the personality and fit to thrive in a fast-paced food service environment. Could you share with me how may people you hire for this location, on average, every year?"

"I look for common sense; sounds silly but I am looking for things like if you see water spill on the floor do you walk past it or do you grab a mop, do you report it to someone? In addition, I am looking for loyalty and good character traits."

Why do you want to be a Food Service Manager, and why do you feel ready for a role in management?

"My experience in team and competitive sports has allowed me to be the captain of a few teams, including my soccer and hockey teams throughout high school. I love to lead and am a natural encourager. I have a unique ability to play to the strengths of others, which will ensure that I maximize the talents of everyone on my team. I am eager to learn and will continue to educate myself on matters related to effective leadership."

The interviewer would like to get at the core of why you want this job. This question is another way of asking, 'Why do you want this job?' Think about how this role as a Food Service Manager will boost your career and feelings of career fulfillment. While you must bring passion and excitement for the job, you should also have concrete reasoning as to why you will succeed in this role. For instance, saying 'I have heard great things about your company, and I know I would be a great fit for this job,' is not very specific. Give as many specifics as you can that are related to your skills and how they will benefit the company.

"I have a sincere passion for customer service, mentoring teams, and learning more about the ever-changing food-service industry. Having worked in hospitality for the past ten years, I am ready to take on more responsibility. I have trained in leading teams, managing inventory, effective scheduling, and handling customer service escalations. I am more than ready to lead your team to excellence."

"My more than 3 years of experience in the hospitality industry and retail industry has made me have a sincere passion for managing and mentoring teams and developing and giving good customer service. I have managed and supervised teams, handled customer complaints and I am more than ready to lead your team to excellence."

"I have 8+ years of food service management experience. It is challenging and rewarding at the same time, and I love every bit of it. Every day I learn something new on the job. I am ready to take on a new perspective in delivering safe, nutritious food to patients."

How would our business be a more productive place if we were to hire you as our Food Service Manager?

"I am an energetic person who can easily gain buy-in from those that I lead. As your new Food Service Manager, I will re-engage any disengaged employees, saving money on expensive turnover and talent acquisition initiatives."

This query is another way of asking, 'Why should we hire you?' When you are asked a question like this, you want to respond with a highly specific answer and one that speaks of tangible results for the hiring authority. This question is not the place to express what you want in your career; instead, it's a time to show how your work will boost the performance of their organization.

"I saw in your job posting that you are looking for a Food Service Manager who is keen on the bottom-line with an eye on maximizing profitability. If hired, I will make your business a more productive place by ensuring everyone is fully trained and aware of their primary responsibilities. By boosting employee engagement, I will increase profitability. I did this in my previous role, increasing profits by 28% in my first six months."

"As a manager, I often conduct audits to look for lean methods of executing tasks. In my many years of experience and currently going through school, I pick up new skills that can help to give new perspectives to improve the effectiveness of managing the department."

What do you know about food costs and other related KPI's?

"To prepare myself for this interview, I did a great deal of research on KPIs for the food and beverage industry. I am fantastic with numbers and can assure you that I would keep a close eye on the financial needs and performance of your business, should I be hired as your Food Service Manager."

In the food-service industry, there are many metrics to keep your eye on, primarily when you work in a management position. Some key performance indicators include: - Food cost percentage and food cost over food sales - Food costs per head - Kitchen labor cost over food sales - Percentage of sales per selling itemsThese are just a sampling of the KPIs you may be asked to keep your eye on. Talk to the interviewer about your ability to deliver results surrounding the most critical metrics in this role.

"In my current position it's most important to my leadership team that I am on top of KPIs related to food and labor costs. These include food cost percentage and labor percentage over sales. I track these metrics every week and know where the ideal numbers should lay. When you hire me, you will hire an experienced Food Service Manager who can deliver the utmost in profitability."

"It is imperative to monitor food costs and labor costs and other KPIs to measure how successful the department is running."

Have you ever had to work within liquor regulations? Walk me through your experience working in a licensed environment.

"Knowing that your organization is licensed, I have performed some research on what liquor regulations look like in our state. I am eager to learn and look forward to further training."

Depending on the type of establishment you are interviewing with, you may be required to work with food and alcoholic beverages. The hiring authority wants to see your level of knowledge when it comes to liquor regulations in your area. Your response will depend on the level of experience that you bring, as well as the region where you live. Be sure to offer confidence to the interviewer that you have the knowledge required, or that you are willing to put the work in to learn.

"I have worked in licensed establishments for the past five years and am very familiar with liquor regulations in our region. I also have experience tracking liquor-related KPIs such as average profit percentage, gross profit on sales for wine, and liquor sales per head."

What is your experience in planning, ordering, and record keeping when it comes to staff and inventory?

"Being new to my career, I am eager to learn your company's preferred methods when it comes to inventory and staff management. I am excellent in Excel and know how to create and manage intricate spreadsheets. I am highly analytical and able to dissect important data with ease."

The hiring authority would like to discuss what you know when it comes to the organization of staff and inventory. It's best to answer this question by giving as much detail as possible. Outline what you were responsible for, and how you kept your work well logged and organized. Be sure to mention how your work positively impacted your employer.

"In my past two positions, I was entirely responsible for inventory, staffing, and scheduling. I am well accustomed to managing many moving parts, and I do it well. I stay organized by utilizing the tools given to me, such as CRM's and the critical reports that come from our point of sale providers. Rest assured, I will bring the same attention to detail here, as I have done in the past."

Have you ever had to fire an employee? What were the reasons for their termination?

"I have never had to let anyone go from their job, and I am thankful for that. I have had teammates in group projects that did not pull their weight. l coached them heavily, and worked hard to re-gain their interest and buy-in to overcome the burden that their behavior left on our team."

Terminating an employee is never a task that people like to do. Talk to the interviewer about how you go about employee terminations. How does that conversation usually sound? The interviewer will be looking for traits such as maturity, wisdom, and empathy in your response.

"Unfortunately, terminating employees is a part of being a manager. I recently had to separate employment with someone who was under-performing. I spent ample time coaching them. I offered additional training and worked with them on a performance improvement plan. When those efforts failed, I made sure to document everything so that I could make a clean termination when the time came."

"Yes, under probation - unable to commit shifts that were accepted."

Talk to me about your favorite manager. What made them so memorable?

"My marketing professor is someone who has had a significant impact on me and has shown me a great deal of what it means to lead with enthusiasm. I have experienced many valuable takeaways from this professor, including how I can best lead my team, gain buy-in from them, and encourage participation."

The interviewer is looking for a positive experience from your work history. Think about a time when you worked for someone who was an active, impactful leader. This question is an excellent opportunity to tell a story about how this person influenced you as a manager. Keep your answer positive and upbeat, providing as much relevant detail as possible.

"I have had many fantastic managers; however, my favorite was my very first supervisor at Company ABC. He had so much energy, was very positive, and wasn't afraid to be transparent about the way he did his job. He would share numbers when it came to inventory and cost, and I was able to get an early education on key metrics such as profit and loss. I like to lead in this manner as well since I believe that the more invested I am in my team, the more likely they are to stay for the long term."

Where did you find this position, and what prompted you to apply?

"I learned about your job posting from a friend who is in a management role for your organization. She sent me the posting knowing that I was seeking out similar opportunities after graduating. My friend loves working for your company and has many positive things to say."

When you are asked this question in an interview, it's because the hiring company would like to know which of their marketing and talent acquisition efforts attracted their ideal candidate! Take this question as a compliment, and give an answer that is as helpful as possible.

"I found your job posting on Indeed after searching for Food Service Manager positions within 50 miles of my home. Your listing was the first one that caught my eye because the job ad was created in a positive and upbeat tone. I just had to apply, and I am so happy that I did!"

"The Halton Health Care Job Board. I have a very keen interest in pursuing the role of an FSS while I attain my degree. I strongly believe that the job and my schooling will complement each other."

What qualities and characteristics should a Food Service Manager have?

"I understand that your company is looking for a Food Service Manager who can lead by example, who is reliable and places emphasis on food safety. I am trained and certified in food safety. I am also looking for an opportunity where I can stay long term. My work history is strong, and I am a reliable person, no matter what the responsibilities are at hand."

Not only does the interviewer want to hear what you think are the top qualities of a Food Service Manager, but they also want assurance that you have these qualities yourself. Discuss what you believe to be three to five essential qualities and characteristics of someone in a food and beverage management role. Then, include examples of the way that you embody these characteristics.

"The qualities and characteristics that a Food Service Manager should have, include a keen interest in food safety, attention to detail, an ability to manage multiple situations at once, and a high level of energy. I possess these qualities and embody them every day on the job. The more energetic and engaged I am, the better I can handle stress and approach new challenges on behalf of my team. I am eager to take these qualities and many more, applying them to the role of Food Service Manager in your organization."

"Time management - ability to prioritize what is important and what is not. effective communication skills good listening skills ability to lead"

If you needed to hire a new food service representative in less than one week, what would be your strategy?

"If I needed to hire in less than one week, I would spend my time actively calling job seekers who applied to any open positions over the past 30 days. I believe that starting with candidates who have already shown an interest in the company is taking the path of least resistance and will garner the fastest positive result."

The hiring authority would like to chat with you regarding your approach to recruitment and selection. In this question, the interviewer presents a situation where you hypothetically need to act quickly and wisely. Discuss what you would do if you need to hire someone in less than one week. Be sure to show that you would exercise discernment rather than engage the first person available.

"I take pride in my ability to ask the right questions, and discern who I feel will be a hard worker, reliable, and will stay for the long term. Traditionally, I put out job ads on platforms such as Indeed. However, if given just one week, I would start a 'referrals' contest with my current team. The first person to refer a friend who is hired, would receive a $100 bonus. This incentive would be fun, and studies show that referrals often stay longer and work harder."

"Work with HR to set up as many interviews as possible.Determine the best candidate during the interview, really dive in and ask follow-up questions to get a better feel for the candidates. Not because you are rush hiring you don't want to hire the wrong person, invest in training, and it does not work out."

The food service industry sees a lot of employee turnover. How do you plan to handle a disengaged or upset employee?

"I believe one way to handle a disengaged employee is to have them set their own performance goals, alongside their supervisor or manager. When a person feels focused and responsible for their performance, they are often more engaged. As a leader, I will also make it a habit to say thank you to my team. I think that an 'attitude of gratitude' goes a long way."

Some reports say that the average turnover rate in the casual food-service industry is over 40%. Considering turnover rates are high, and that turnover costs an employer countless dollars, the interviewer would like to know what you plan to do to combat this issue. Ensuring that you address your employees' concerns quickly and with care is just one way that you can help to reduce turnover.

"As an experienced manager in the food-service industry, I have learned a few ways to keep conflict at a minimum. Either way, conflict does arise at times, and it's key to address it immediately. I ask my team to give important input, to give feedback on my performance, and when I see them withdraw, I will task them with a special mission to re-spark their interest in their job."

"Everyone is motivated differently, while most people I talk to in the past said they want a pay increase; this is not possible due to the bargaining unit. I often have a chat with them on a one-one level to see how best I can support them. Reiterate the goals and outcome of the role and how we can work together to best attain this."

What do you expect to be the most challenging aspect of this Food Service Manager position?

"I expect that the most challenging, but also the most exciting aspect of this role will be learning the processes and procedures that make this business so successful. I am always up for a new challenge, and I will face this with enthusiasm."

This question is another way of asking what you feel will be your biggest weakness in this particular role. It's essential to speak about your challenges confidently, knowing that you have what it takes to meet and overcome the obstacles that you will face. Having difficulties is not a weakness. In fact, admitting that you have room to grow and learn is a sign of maturity and strength.

"I expect that the biggest challenge in this role will be to gain the trust and respect of your team. Team relationships and positive dynamics can take some time to build, so I plan not to force relationships but to build connections respectfully and methodically. I plan to listen to my new team members and take their suggestions on how we can best operate as a team."

"In the current climate - food shortages."

Walk me through your experience in the food service industry.

"I recently graduated with a diploma in Hospitality Management and have many important skills to offer. My coursework covered Food & Beverage Production, Food Safety, Hospitality Law, and Front Office Management. I am proud to say that I graduated top of my program, and I am thrilled to have the opportunity to compete for this position within your esteemed organization."

Take a couple of minutes to bring your experience to life for the interviewer. Discuss your relevant positions and the responsibilities that came with them. Outline your experience and knowledge related to food-service and management. The key to successfully answering this question is to address your experience as it relates to this position and your future success as a Food Service Manager.

"I began my career in food and beverage working for a catering company. First, as a busser, then a server, and then bartending. I made my way into a team leadership role within a couple of years. This job kickstarted my management career. For the past five years, I have been working for ABC Restaurant as their daytime manager. I lead a team of 25 people from kitchen staff to servers and hostess. I have a strong focus on customer service, food safety, and promoting a healthy work environment. I am eager to continue my successful food-service management career with your organization."

"With 8 years of experience, there are lots of stories to tell; good and some bad ones. I am grateful for the opportunity to cross paths with everyone I did. I started off working as a DA and after 3 months I landed an FT opportunity in Northern ON. From then, I worked my way slowly moving south, taking on different management roles in different companies."

How do you promote a culture of food safety with your team?

"As a Food Service Manager, I will promote a culture of food safety through reinforced food safety training, by empowering my team to make the right choices, and by communicating expectations clearly and regularly. I believe that when communication is crystal clear, and everyone knows what they must deliver as a non-negotiable, the team can operate on a much greater level."

The hiring authority wants to see that you understand the importance of food safety, and they would like details on how you promote this culture of food safety with your team. As a Food Service Manager, it is up to you to make sure that everyone on your team feels responsible for safety. You can accomplish this by monitoring staff activity and implementing rules and a rewards structure for ethical decision making. You can post regular communication and important safety-related notices. You can also ensure that everyone you hire possesses the same values that you expect from your team members.

"I have put forth a variety of efforts related to creating a culture around safety. Most notably, I have my ARTT framework in which everyone receives training and is held accountable. This framework is Awareness, Respect, Teamwork, and Training. Awareness, as I am responsible for understanding legislative changes in the food-service industry and relaying these changes to my team. Respect, because everyone must come from a place of respecting the customer and their health and safety. Teamwork, because without everyone on board with the best food safety behaviors, we put others at risk. Lastly, Training because when employees receive the skills and empowerment, we can deliver the ultimate in food safety."

"I believe everyone deserves a fair chance to attain their dreams. Promoting policies that enforce workplace culture, and etiquette and following through with concerns in the correct channel to ensure everyone is on board."

What do you like most about working in the food and beverage industry? What do you enjoy the least?

"I believe that I will most enjoy the camaraderie among the team from the time service begins to the end of the day. I have been to this location before. I have witnessed your team members helping each other out, working as a group to ensure every customer leaves fully satisfied with their experience. I suspect that the biggest challenge will be learning the systems, ingredients, and processes. I am eager to learn and welcome the challenge."

This question is not an opportunity to complain about your job or list off a bunch of things that frustrate you about working in the F&B industry. Think about one thing that you would change if you could, and then offer up a positive solution. The bulk of your answer should focus on what you most enjoy about your work and what you look forward to in this new opportunity.

"There are many factors that I love about my work. Every job has roadblocks, and in the food and beverage industry, I find the least enjoyable factor to be when customers are difficult to please. I am great in customer service matters, and dispute resolution; however, some people cannot be reasoned with as easily. To overcome this, I have been taking online courses related to advanced customer dispute resolution. All in all, I love coming to work, getting to see my team flourish, and learn new skills. I love how the hospitality industry requires everyone to move and work as a team."

"There is a lot to love about my job. I also have some least memorable things that I did not like such as dealing with such as difficult customers, at my previous workplace at the _____ a lady made a big order for different Boba teas. It happened that we did not have enough pearls, we asked for more time before the order was processed and she refused and left, she later came back and asked about her order to which we reminded her that she left and did not make the order and payment. She made a scene, we assured her that she could make her order and she would have it in 5 minutes and she still left. I love coming to work and meeting new challenges and overcoming them with my team."

Food Service Manager Interview Questions

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1. As a manager, how do you evaluate the performance of your staff members?
2. How much do you think a food-service management role should pay?
3. What do you think is the difference between a leader and a manager?
4. Tell me about a time when you effectively delegated tasks to your team members.
5. Do you think a chain of command is essential in the workplace?
6. Rate your listening skills from 1-10. What would your coworkers say about your listening skills?
7. If hired as our Food Service Manager, how will you show your team the importance of clear communication on the job?
8. The presence of our Food Service Manager is critical to our teams' success. How many days were you absent from work last year?
9. How do you feel about saying 'no' to a customer with unreasonable requests?
10. Have you ever broken company rules to make a customer happy?
11. Tell me about your formal customer service training.
12. As a manager, what is your greatest weakness?
13. How many people did you manage in your last position?
14. How will you handle an employee who is not meeting their goals?
15. What personality traits do you look for in people you are hiring?
16. Why do you want to be a Food Service Manager, and why do you feel ready for a role in management?
17. How would our business be a more productive place if we were to hire you as our Food Service Manager?
18. What do you know about food costs and other related KPI's?
19. Have you ever had to work within liquor regulations? Walk me through your experience working in a licensed environment.
20. What is your experience in planning, ordering, and record keeping when it comes to staff and inventory?
21. Have you ever had to fire an employee? What were the reasons for their termination?
22. Talk to me about your favorite manager. What made them so memorable?
23. Where did you find this position, and what prompted you to apply?
24. What qualities and characteristics should a Food Service Manager have?
25. If you needed to hire a new food service representative in less than one week, what would be your strategy?
26. The food service industry sees a lot of employee turnover. How do you plan to handle a disengaged or upset employee?
27. What do you expect to be the most challenging aspect of this Food Service Manager position?
28. Walk me through your experience in the food service industry.
29. How do you promote a culture of food safety with your team?
30. What do you like most about working in the food and beverage industry? What do you enjoy the least?

Food Service Manager Interview Questions

1. As a manager, how do you evaluate the performance of your staff members?

2. How much do you think a food-service management role should pay?

3. What do you think is the difference between a leader and a manager?

4. Tell me about a time when you effectively delegated tasks to your team members.

5. Do you think a chain of command is essential in the workplace?

6. Rate your listening skills from 1-10. What would your coworkers say about your listening skills?

7. If hired as our Food Service Manager, how will you show your team the importance of clear communication on the job?

8. The presence of our Food Service Manager is critical to our teams' success. How many days were you absent from work last year?

9. How do you feel about saying 'no' to a customer with unreasonable requests?

10. Have you ever broken company rules to make a customer happy?

11. Tell me about your formal customer service training.

12. As a manager, what is your greatest weakness?

13. How many people did you manage in your last position?

14. How will you handle an employee who is not meeting their goals?

15. What personality traits do you look for in people you are hiring?

16. Why do you want to be a Food Service Manager, and why do you feel ready for a role in management?

17. How would our business be a more productive place if we were to hire you as our Food Service Manager?

18. What do you know about food costs and other related KPI's?

19. Have you ever had to work within liquor regulations? Walk me through your experience working in a licensed environment.

20. What is your experience in planning, ordering, and record keeping when it comes to staff and inventory?

21. Have you ever had to fire an employee? What were the reasons for their termination?

22. Talk to me about your favorite manager. What made them so memorable?

23. Where did you find this position, and what prompted you to apply?

24. What qualities and characteristics should a Food Service Manager have?

25. If you needed to hire a new food service representative in less than one week, what would be your strategy?

26. The food service industry sees a lot of employee turnover. How do you plan to handle a disengaged or upset employee?

27. What do you expect to be the most challenging aspect of this Food Service Manager position?

28. Walk me through your experience in the food service industry.

29. How do you promote a culture of food safety with your team?

30. What do you like most about working in the food and beverage industry? What do you enjoy the least?