Interview Questions for Hospitality Staff (Good and Bad)

Start with the job, not the personality

Before you write a single question, list what the role actually involves. A weekend barista, a line cook and a bar manager need different skills, and a generic list of questions will not tell you much.

Write down three or four things the person must do well in their first week. For example:

• Run a POS system and take cash and card payments correctly
• Keep a station clean and stocked during a rush
• Follow allergy and food safety procedures without being reminded
• Turn up on time for split shifts

Build your questions around those points. Every question should connect to something they will really do on the job.

Front of house questions and what a good answer sounds like

Front of house staff are the face of your business, so ask about guests, pressure and teamwork. Good questions include:

• Tell me about a time a guest was unhappy with their meal. What did you do? A good answer names the problem, says what they did to fix it, and mentions following up. A weak answer blames the kitchen and stops there.
• How do you handle three tables wanting the bill at the same time? Look for an order of priorities and a plan. Someone who says they just try harder is showing you they have no system.
• What would you do if you saw a colleague giving away free drinks? You want someone who would raise it with a manager, not someone who would quietly join in or make a scene.
• Have you ever made a mistake on a bill or order? What happened next? Honest people admit the mistake, explain how they fixed it and what they changed. Be wary of anyone who says they have never made one.

A good answer is specific, uses real details, and is calm. If the candidate gives vague answers like I always make people happy, ask them to walk you through the last time it happened.

Kitchen questions and what a good answer sounds like

In the kitchen, you are testing speed, hygiene, communication and how someone thinks under pressure. Try these:

• Walk me through how you would set up your station before a Friday service. A good answer covers mise en place, checking stock levels, sharpening knives and confirming the day's specials. Listen for order and routine.
• What do you do when you are behind on tickets and the printer goes down? You want someone who communicates with the pass or head chef early, prioritises and does not panic.
• How do you check that food is safe to serve? Look for temperature checks, dating and rotating stock, and cross-contamination control. Keep it practical, not textbook.
• What would you do if you found a dish was made without the allergy checks? The right answer is to stop it, tell the chef and make sure the allergy procedure is followed. Anyone who says they would just send it out is a serious risk.
• Show me how you would cut an onion or break down a chicken. A short practical test tells you more than any answer. Keep it safe and simple, and check their knife skills against what the role needs.

Pay attention to how they talk about other people. Good cooks describe working as a team, not as a solo hero.

Questions you must not ask

In Australia, some questions can lead to discrimination claims even if you do not mean any harm. Keep every question focused on whether the person can do the job. Do not ask about:

• Age or date of birth, unless a specific legal requirement for the role makes age relevant, such as a minimum age for a licence. Confirm the rule for your state and role first
• Pregnancy, plans to have children, or family responsibilities beyond asking if they can work the rostered hours
• Health, disability or medical history. You can ask whether they can perform the inherent requirements of the role, with or without reasonable adjustments
• Religion, race, national origin, or political views
• Relationship or marital status, sexual orientation or lawful sexual activity
• Criminal history in general terms. Before you ask, check the spent conviction rules that apply to you, including the Criminal Law (Rehabilitation of Offenders) Act 1986 (Qld) for Queensland matters and Part VIIC of the Crimes Act 1914 (Cth) for Commonwealth matters

If you need to check something legal, like whether someone has the right to work in Australia, ask the question the same way for every applicant and check the documents properly. Do not ask about citizenship or visa details beyond what is needed for that check.

For the full list of protected attributes and what is allowed, check the Australian Human Rights Commission (for federal law) and your state anti-discrimination body. In Queensland, that is the Queensland Human Rights Commission, which applies to businesses operating in Queensland. Protected attributes differ between federal and state law, so check the exact list that applies to you.

Check the legal and licensing requirements

Some certificates and checks are not interview questions. They are things you must confirm before the person starts. Ask about them directly and then verify:

• Responsible Service of Alcohol (RSA): If the role involves serving alcohol, the person needs a current RSA certificate. Ask to see it and check that it is valid, including its expiry date. RSA rules differ between states and territories. In Queensland, RSA requirements are administered by the Office of Liquor and Gaming Regulation, so check their site for current certificate and refresher rules.
• Food safety: Ask whether they hold a food safety certificate or have done food handling training. Whether your business must have a trained food safety supervisor depends on the type of food business and the rules in your state or territory, which local councils generally enforce. Check with your local council and the Queensland Government's food safety guidance.
• Right to work: Confirm they can legally work in Australia and check their documents. For visa holders, use the Visa Entitlement Verification Online (VEVO) system run by the Department of Home Affairs and confirm the current process on their website. Keep a record of what you checked.
• Tax and super paperwork: This comes after the job offer, not during the interview. Collect a TFN declaration once they are hired. You must give eligible new employees a standard superannuation choice form within 28 days of their start date. Confirm the current timing with the ATO or the Fair Work Ombudsman.

Keep copies of anything you check and store them securely. Do not keep copies of documents you do not need.

Run the interview so it is fair and useful

Use the same core questions for every candidate for the same role. This makes it easier to compare answers and reduces the risk of unfair decisions.

• Pick five to seven questions before the interview and stick to them
• Ask follow-up questions like What happened next? or What would you do differently? to get past rehearsed answers
• Take short notes on specific answers, not your gut feeling about someone
• If you want a practical test, a short trial shift can show how someone works. In Australia, if a trial involves doing real work that benefits your business, the person generally must be paid at least the minimum wage or the applicable award rate. Unpaid trials are generally not allowed for this kind of work. Check the Fair Work Ombudsman's guidance before you offer one
• Give the candidate a chance to ask you questions. Good candidates ask about rosters, training and how the team works

If you are hiring regularly, it helps to have a standard set of questions saved so you are not starting from scratch every time. StaffSearch AI can help you find candidates for the roles you post, so your interview questions can focus on the people who are already a good match.