Employer resource: Waiter or Waitress
A Waiter or Waitress interview should test decisions and behaviours that occur at work. Choose questions that fit your vacancy, ask them consistently, and record the evidence in each answer.
Local hiring context
Build questions around areas such as How you would handle a guest who asks about an ingredient or dietary need that is not clear on the current menu., How you would prioritise several tables when one order is delayed, another guest needs the bill, and a new table is being seated., How you would correct an order sent with the wrong item, table number, or timing information.. Ask for a real example, the applicant's actions, and the result.
Compare answers with evidence such as An anonymised order sheet, table checklist, POS example, or service handover that shows careful attention to detail., A specific example of catching an order change, dietary request, timing issue, or table problem before service continued., A supervisor reference that can describe your table service, communication, section work, or response to a busy period.. Do not change the standard simply because one applicant speaks more confidently.
01
Prepare and check tables, menus, service items, and the section assigned to you before guests are seated.; Welcome guests, explain the current menu or available options, and record food, drink, dietary, and timing details accurately.; Send orders clearly to the kitchen or bar, check the progress of the meal, and pass on a change before service reaches the table.
Ask the applicant to explain actions and priorities, not simply repeat the job description.
02
Reading the current menu and asking useful questions when an ingredient, portion, timing, or dietary detail is unclear.; Accurate order taking, table numbering, written notes, POS entry, or another system used by the property.; Safe carrying, serving, clearing, and sequencing of plates and drinks in a shared service area.
Use a situation that could occur in your actual operation.
03
An anonymised order sheet, table checklist, POS example, or service handover that shows careful attention to detail.; A specific example of catching an order change, dietary request, timing issue, or table problem before service continued.; A supervisor reference that can describe your table service, communication, section work, or response to a busy period.
Ask for an example, the applicant's own action, and a result they can explain.
04
Location; shifts; start date; required documents
Confirm practical conditions consistently with every applicant.
A practical route from vacancy to review
A consistent format helps the team assess evidence instead of personality alone.
Start with areas such as How you would handle a guest who asks about an ingredient or dietary need that is not clear on the current menu., How you would prioritise several tables when one order is delayed, another guest needs the bill, and a new table is being seated., How you would correct an order sent with the wrong item, table number, or timing information. and tie them to the vacancy.
Use the same core questions, allow relevant follow-ups, and give each applicant room to explain their evidence.
Note the evidence and gaps for each criterion before the team discusses who should continue.
Use the same core questions so evidence can be compared. Follow-up questions can change based on an answer or the applicant's experience.
Assess communication when the role requires it, but do not treat confidence as evidence of unrelated skills. Ask for examples and specific actions.
Agree on criteria before interviews, use a consistent structure, record evidence, and do not add new requirements after seeing the applicant pool.
Create an employer account, add your company details, and prepare a vacancy candidates can understand.