A short YouTube video by Donald Burns advising restaurant/hospitality managers to use a structured interview process so every candidate is evaluated against the same criteria. He recommends creating standardized questions tied to non-negotiables and core values to assess skills, experience, and cultural fit, reducing bias and signaling seriousness to candidates.
You need a structured interview process that ensures that you're evaluating every candidate on the same criteria. This isn't about asking the same boring questions, about having a clear, consistent framework for assessing skills, experience, and cultural fit. The best way to do this is create a set of questions that align with your non negotiables and your core values and use them in every single interview. This helps you compare candidates objectively and avoid being swayed by personal biases. It also shows candidates that you're serious about finding the right fit.
If your restaurant only works because you work 80 hours a week, it doesn't work.
