What is the best way to screen restaurant applicants?
Effective Screening Steps
Start with a quick phone or text screen (5–10 minutes) to confirm basic qualifications: availability, desired pay, transportation, and relevant experience. This saves time for both parties. Ask why they're interested in your restaurant and when they can start. If they pass, schedule an in-person interview.
During the interview, use behavioral questions and assess fit with your team and culture. For server or cook roles, a paid working interview (often 2–4 hours) is a strong predictor of success. Watch how they interact with staff and handle pressure. After the interview, check references from previous managers. Ask about reliability, teamwork, and why they left.
- Phone or text screen to confirm basics.
- In-person interview with behavioral questions.
- Paid working interview for hands-on roles.
- Reference checks with past managers.
- Verify work eligibility and availability.
Tools and Legal Notes
Some restaurants use applicant tracking systems (ATS) or scheduling software to manage applications. Others keep it simple with a spreadsheet. Whatever you use, be consistent and document your process. Avoid asking illegal questions about age, race, religion, disability, or family plans. You can ask if they can perform the essential functions of the job with or without reasonable accommodation.
In the U.S., you must verify identity and work eligibility using Form I-9 within three days of hire. Some states require additional paperwork. If you use a background check, follow the Fair Credit Reporting Act (FCRA) rules, including getting consent. For minors, check state rules on work permits and hour limits.
Common mistakes
- Skipping the phone screen and wasting time on unqualified candidates.
- Asking illegal or discriminatory questions during the interview.
- Not checking references and missing red flags.
