1. Use structured behavioral interviews (not chit‑chat)

Why it works: Past behavior is the best predictor of future behavior, and structured interviews outperform unstructured ones.

How to do it:

• Ask every candidate the same job‑relevant questions and score answers on a scale of 1-5

• Use STAR prompts (Situation, Task, Action, Result). Examples:

• “Tell me about a time you were deep in the weeds on a Saturday night. What did you do?”

• “Describe a moment you caught a food safety risk before service.”

• “Walk me through how you lowered food cost by 1–2 points.”

What to look for: Specific actions, data, teachable moments, calm under pressure, ownership (not blame).

2. Run a job audition (work sample beats resumes) 

Why it works: Work samples are among the strongest predictors of performance. They show skills, speed, and behavior under realistic pressure. See Working Interviews

How to do it:

• Standardize a 90‑minute paid trial: knife test, mise en place, and a short cook‑off with a set pantry.

• Include a mini‑service simulation: 6–10 tickets with timing and plating standards.

• Observe with a checklist: station setup, sanitation/temps, communication with expo, waste control, consistency. 

What to look for: Clean, organized flow; checks temps without prompting; resets quickly; asks smart questions; plates consistently.

3. Add situational judgment scenarios “WWYD”

Why it works: Hypothetical “what would you do?” vignettes reveal judgment, prioritization, and values—and can be scored consistently.

How to do it:

• Present 3–4 scenarios relevant to your operation:

• “Your grill cook no‑shows, delivery is late, and a table has a severe allergy. What’s your order of attack?”

• “Vendor sends sub‑par produce on a holiday weekend. What do you do for tonight and tomorrow?”

• Pre‑define what a great answer includes: guest safety first, clear delegation, menu adjustments, communication with FOH, plan to prevent recurrence. 

What to look for: Safety before speed, calm prioritization, transparent comms, cost‑aware choices.

4. Do reference checks that surface behavior (not just dates)

Why it works: Structured reference checks add predictive power—if you ask for specific examples.

How to do it:

• Speak to former direct supervisors. Ask:

• “What were the candidate’s top 2 strengths and 1 development area on the line?”

• “Describe a time they handled a rush or a crisis. What did they do?”

• “How did they impact food cost, waste, or labor?”

• “Would you rehire them for the same role? Why or why not?”

• Probe for concrete stories, not adjectives. 

What to look for: Consistency with the candidate’s stories, evidence of reliability, safety, teamwork, and standards.

5. Screen for traits and values that predict chef success

Why it works: Certain stable traits correlate with performance in high‑pressure hospitality roles.

How to do it:

• Prioritize: conscientiousness (detail, follow‑through), stress tolerance (emotional stability), agreeableness (team orientation), and service orientation.

• Use brief, validated assessments when possible; avoid gimmicky tests. If you don’t use a test, build a values screen:

• “Tell me about a cook you coached from struggling to strong. How did you do it?”

• “How do you decide when to 86 vs. push through?” (safety vs. ego)

• Observe them during a team meal: do they teach, thank dish, and leave the station better than they found it? 

What to look for: Humility, coaching mindset, safety‑first decisions, pride without ego.

Make it stick with a simple scorecard

• Define 5 competencies: Food safety, Organization under pressure, Communication/Leadership, Cost discipline, Consistency/Quality.

• Score each method (interview, audition, scenarios, references, traits) 1–5 on those competencies.

• Hire the highest total score—not the flashiest dish.

Pro tip: Standardize to reduce bias. Same questions, same audition, same scoring method. You’ll make faster, fairer, and more successful hires—and your dining room will taste the difference.