Food Service Manager Interview Questions with Answer Examples

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0:00 - Introduction
0:12 - Question #1: How would our business be a more productive place if we were to hire you as our Food Service Manager?
1:02 - Question #2: How do you feel about saying 'no' to a customer with unreasonable requests?
1:39 - Question #3: How do you promote a culture of food safety with your team?
2:29 - Question #4: How will you handle an employee who is not meeting their goals?
3:12 - Question #5: Tell me about a time when you effectively delegated tasks to your team members.

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

Answer Example:
"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."

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

Answer Example:
"I am sure that in any foodservice business, 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."

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

Answer Example:
"As a Food Service Manager, I will promote a culture of food safety through reinforced food safety training and by empowering my team to make the right choices and 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."

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

Answer Example:
"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 was a recent example of their work falling short, I would refer to that rather than an example from too long ago. Then I would help them set some goals or offer tips and tricks for increasing productivity. If an employee continued to fall below expectations, I would terminate the employee and look to fill their position with a higher-performing worker."

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

Answer Example:
"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 clear 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."

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