Behaviors are formed over time through repetition. If an individual has done something in the past, they’re more likely to repeat it in the future. So when you’re looking at a potential employee, their history can give you a good idea of what their future with the restaurant or company will be like.
Take, for example, a person who returns change at a store’s register after getting back too much. He or she is likely to be honest again when a similar situation presents itself in your restaurant — like, on the rare occasion; you leave cash on the desk in the office and forget to lock the door.
Exploring past behaviors requires a little digging. You’ll get a flat “yes” when you ask: “Do you consider yourself to be an honest person? The follow-up question is what puts the applicant on the spot and gives you important behavioral insights. After all, this is what the interview is for in the first place!
Make sure the question is open ended, and ask about a specific time and place when honesty was demonstrated or put to the test. Example: “Tell me about a time when you demonstrated your honesty.” This question gives the applicant a signal to expand their answer and include more info, giving you a better idea of what they’re like. Whether you’re looking for team players or someone who’s already a top performer, asking about their past behavior during an interview is vital to making sure you pick the right person.
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