The restaurant crew leader refers to an individual who manages a team that encompasses hosts, cooks, and servers, and ensures that the operations of the restaurant run smoothly. Ideally, a crew leader acts as the bridge between junior employees and senior management. The individual disciplines employees and oversees their hiring and firing. Restaurants keen on increasing their profitability tend to hire crew leaders to supervise tasks and ensure that they meet the required standards. Overall, this paper highlights five interview questions for the position of restaurant crew leader.
Employment Interview Questions
How do you ascertain a Task is at Risk?
This question is vital since crew leaders must communicate to the top management about team goals. Team leaders also ensure that junior employees accomplish tasks by the set deadline and deliver the expected quality ( Brown & Pehrson, 2019). In this regard, the question will enable one to see how the candidate monitors projects and functions. Additionally, it allows the interviewer to see how the applicant identifies issues and ensures that the team aids the restaurant to attain its primary goals.
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What Measures do you take in resolving Conflict within your team?
Most importantly, the success of any group hinges on the capacity of its leaders to mobilize everyone to work together for the attainment of a common goal. Ideally, disunity results in failure in businesses ( Chang-Caffaro & Caffaro, 2018). The question is crucial since it enables the interviewer to understand how the candidate would resolve disagreements successfully and endear the team in the right direction. Decision-making, as well as problem-solving skills, play a crucial role in a crew leader as it helps the individual to address conflicts that keep arising at the workplace.
What are the similarities between a Crew Leader and a Coach?
Successful team leaders go beyond dictating tasks to be accomplished from the comfort of their offices. Team leaders need to provide feedback, encouragement, and skills to team members ( Hoevemeyer, 2017). Broadly, crew leaders resemble successful sports coaches. The question is important, for it shows the candidate’s perception of leadership alongside their style. The problem is also significant, for it shows the commitment of the crew leader toward developing team members. The ability to offer constructive criticism is crucial to a crew leader.
How Do You Evaluate Team Performance?
Crew leaders need to do more than generate and share performance reports with the company management and the team. They need to know how to apply data-driven skills to enhance team efficiency. Knowledge of performance evaluation tools enables a team leader to identify the strengths and weaknesses of the team members ( Hoevemeyer, 2017). The question will enable the interviewer to gauge the applicant’s knowledge about performance indicators. Moreover, it will allow the interviewer to evaluate the applicant’s opinion regarding data-driven approaches.
Explain the Interview Process for a Potential Team Member?
Crew leaders participate in interview processes for candidates to their team. Broadly, crew leaders are always on the frontline, which explains why the management considers their input very important ( Hoevemeyer, 2017). The question will enable the interviewer to know what the candidate values in team members. The interviewer will also get to see the applicant's understanding of the significance of team culture. Most importantly, the interviewer will be able to ascertain the applicant’s capability to conduct an interview and identify suitable employees.
In conclusion, a crew leader plays a significant role in determining the success of the restaurant business. The individual ensures that junior employees perform their tasks to the expectations of the top management. Moreover, crew leaders offer motivation and discipline for junior employees. Crew leaders bridge the gap between senior management and the junior employees in the business. The mediation role ensures the smooth running of activities and eliminates friction between the two sides thus facilitating the attainment of business goals.
References
Brown, R., & Pehrson, S. (2019). Group processes: Dynamics within and between groups . John Wiley & Sons.
Chang-Caffaro, S., & Caffaro, J. (2018). Differences that Make a Difference: Diversity and the Process Group Leader. International Journal of Group Psychotherapy , 68 (4), 483-497.
Hoevemeyer, V. (2017). High-impact interview questions: 701 behavior-based questions to find the right person for every job . Amacom.
