Hiring the right restaurant manager is one of the most important steps that you can take for the continued health and success of your business. With proper management, things remain organized and consistent — which is precisely what we want. Hiring an assistant manager is no different. The better they are, the easier the jobs of just about everyone else in the business will be. So, if you’re looking to hire a new assistant manager, you’re in the right place. Read on for 20 restaurant assistant manager interview questions (and answers).
20 Assistant Restaurant Manager Interview Questions (With Example Answers)
Can you share your experience in the restaurant industry and how it has prepared you for this role?
This is a great way to start an interview. By asking about their experience, you’re able to see what they have to say about their resume. This allows them to expand on their experiences and abilities, along with how they came to learn what they know now. This also allows you a great opportunity to follow up on work experience that you’re curious about.
Example Answer: “I started working in the restaurant industry twelve years ago. Since then, I’ve managed the two highest capacity restaurants in our city (each for four years), as well as working in the most highly awarded fine dining restaurants in our city for two years each. This taught me to schedule, manage inventory, and allowed me to increase sales by 10% and reduce labor costs by 9% year over year.”
Why are you interested in becoming an assistant manager at our restaurant?
This is one of those questions that you should always ask, if only to see what they say. Sometimes it’ll be a load of lies because, well, they want to work there because they need a job. Other times, though, you’ll learn more about your candidate. Maybe they have a soft spot for your restaurant, or they have friends who’ve worked with you in the past. No matter their reason, it helps get a better idea of who they are and how they work.
Example answer: “I have several friends who’ve worked here in recent years (James and Allison), and they told me that you run a tight ship. My last management position was made frustrating due to inexperienced management, and knowing that you’re a longstanding restaurant in the city is encouraging. In short, I want to see what makes your restaurant so successful.”
What do you know about our restaurant, and what excites you about working here?
This question allows you to see what, if any, homework your candidate did about the restaurant. Sometimes, they do no homework, but other times, they know… arguably too much. Either way, understanding if they’re the type to prepare is a great way to (quietly) judge their management style.
Example answer: “I know your owner, Karen, as well as having eaten here several times. I’m intimately familiar with the menu, too — in fact, I know that your new seasonal menu went up last week! Could we actually talk about that? I’m curious about that new risotto dish…”
How would you handle a disagreement between two team members during a busy shift?
By asking how your candidate would handle a dispute between coworkers, you’re able to get an idea of how they handle hostility and chaos in general.
Example answer: “When team members get into it, I’ve found that it’s often due to a combination of stress from work and their outside life. More often than not, it’s best in my experience to have one or both of them take a break to cool off. Even if it’s busy, nobody is going to act rational while handling a rush and in an argument. Once they’ve cooled off, we can talk about it as a group and come to a conclusion that makes everyone feel heard.”
Can you describe a time when you successfully motivated a team to achieve a goal?
By asking this question, you allow the candidate to brag about themself. While that may seem like an odd thing to do, it’s great for interviews for two reasons. First and foremost, you see what they think of themself. Beyond that, though, you get to hear how they go about motivating employees — which is an important part of the puzzle.
Example answer: “The best way I’ve found to motivate my team is with money or time off. Whether I offer them a bonus of $50 to accomplish a major task, or I offer a day off to the person who solves a major problem, people react to tangible rewards.”
How do you support and train new employees to ensure they feel confident in their roles?
This question is excellent for management positions that will see a lot of training. By learning their training style early, you’re able to see if they’ll fit into your pre-existing management team.
Example answer: “I’ve found that the best way to train is by leading and doing the thing I’m teaching. So, I tend to take new employees through the day-to-day of their position as I do it. This allows them a clear example of how to do things right, while having an opportunity to ask questions and get advice when needed.”
What’s your approach to managing underperforming staff?
Underperforming staff can be a pain, so knowing how your potential new manager will handle them is crucial.
Example answer: “I’ve found that underperforming staff generally feel that they’re not appreciated or ‘seen’ at work. More often than not, it’s best to see what they need and want. Sometimes, the chance of a raise or a switch to a new position is all it needs to encourage them.”
Tell me about a time you dealt with a difficult customer. How did you resolve the situation?
Customers are a daily part of our jobs, and as such, assistant managers need to be able to handle even the most nasty of guests.
Example answer: “I had a guest that was screaming at a server. When I asked what the issue was, she screamed again and threw her plate, saying something about a ‘long wait.’ I apologized profusely for the wait, and then informed the guest that we couldn’t tolerate screaming or throwing, especially at my servers who did nothing to directly impact the guest. If she was willing to wait for a refire, quietly, she could stay, otherwise we’d ask her to leave and get their check.”
How do you ensure your team provides consistent, high-quality customer service?
Regularly top-notch customer service is hard to come by — so how does your new candidate try to ensure it stays as such?
Example answer: “I’ve found that money is the best motivator for employees. After implementing a customer review system, I’ll make it clear that employees who regularly get good reviews will get regular raises.”
What would you do if a regular customer had a negative experience?
This is a great way to see how your candidate handles negative feedback from guests.
Example answer: “I would begin by apologizing, and then see if there’s anything I can do to fix their experience. A new plate, a glass of wine, or a different meal; they’re all on the table. From here, I’m concerned with ensuring that she feels heard and wants to come back.”
How do you prioritize tasks during a busy service?
Being able to accurately prioritize tasks during a rush is crucial for ensuring you don’t fall deeper into the weeds. So, how do they handle that?
Example answer: “I work my way down a mental list to see what’s the most important. If one prep task will save us from 86ing an item, while another won’t, I’m going to prioritize the first one. Similarly, during service, guests take the forefront over food or drinks; I want FoH ensuring that every guest is sat and able to order.”
What steps would you take if a team member called in sick right before a shift?
This helps you to determine how they handle unexpected (and realistic) issues.
Example answer: “I would remind them that we appreciate them not coming in sick, and then look for coverage. If none of my employees can cover their shift, then I will cover it.”
How do you handle unexpected challenges, such as equipment malfunctions during service?
The unexpected is a major part of the restaurant industry. Equipment fails, we run out of things, and people get sick — but how you handle it matters a lot.
Example answer: “I do my best to ensure they don’t interfere with service. If it’s a major failure, like the walk-in, then I’ll do my best to avoid closing the kitchen. If, however, service is harmed by the failure, then we unfortunately need to close to get it resolved.”
Can you give an example of a time you implemented a solution that improved restaurant operations?
Questions like this allow you to let the candidate brag and, importantly, see what they can do for a business when they put their mind to it.
Example answer: “During the early stages of the pandemic, I helped a traditionally dine-in brewery/gastropub to switch to a fully to-go menu. We reworked the menu to travel better and be cost efficient, ultimately allowing us to stay open and expand to a second location once the lockdown ended.”
Do you have experience creating staff schedules and managing labor costs?
This question is simple and to the point — and it’s vital for any management position to answer yes.
Example answer: “Yes. I’ve scheduled for over eight years and have spent the past four reducing labor costs at my last job. By the time I left, I’d reduced labor costs by 9% through a combination of tight schedules and a strong early-off policy.”
How do you ensure inventory is properly managed and waste is minimized?
Once again — inventory is crucial for restaurant management to know.
Example answer: “I build a par list of every item that we buy and check it regularly. Generally, I pick our slowest day of the week to do a full inventory of dry storage and all produce. This usually involves a bit of FIFO rotation and tossing anything that’s past date.”
What strategies do you use to identify and implement cost-saving measures?
Cost-saving measures are great for restaurants. How does your candidate handle reducing costs?
Example answer: “I’ve found that the largest costs are usually the easiest to handle; overscheduled labor, overordering, poor portion control, you get it. In short, I look for what can be solved quickly and solve it, and then I move on to smaller problems as time allows.”
Tell me about a time you had to make a tough decision without your manager present. What was the outcome?
Questions like this help show how your candidate thinks and what they’d do during a crisis.
Example answer: “Once, our walk-in died while the GM was out. I immediately caught it (I was logging temperatures when it died), and called the owner and GM. They couldn’t answer the phone, so I called our refrigeration repair service and got them out that night. During that wait, I moved everything to our secondary fridge and freezer, ensuring that we didn’t lose any produce in the process.”
How do you balance being both a leader and a team player?
Being able to lead by example is crucial for a restaurant manager. So, how do they lead?
Example answer: “I do the work. I never ask someone to do something that I can do, and I delegate to the people who can do each task the best. Additionally, I ensure that each team member gets a chance to do something that they enjoy each shift.”
Describe a time you made a mistake at work. How did you address it, and what did you learn from the experience?
Let them tell on themself. More importantly, let them show you how they fixed their issue(s) and explain what they learned.
Example answer: “Once, I forgot to place an order for our produce. When I realized the order wasn’t coming, I apologized to the owner, grabbed my company card, and went to the farmer’s market. Ever since then, I have set days and times that I do all of my orders to ensure that it never happens again.”
Best Practices for Conducting an Assistant Restaurant Manager Interview
Over all, it’s best to allow a mix of talking to your potential assistant manager and having them talk to you. Let them brag and show how they think, but be sure to show how you think, too. This interview is just as much for them to gauge you and your business as it is for you to judge them — so ensure that it’s a two-way street. Share stories, tell them about yourself and your team, and do your best to be welcoming.
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