There are two ways to look at interview questions. The first is to feel threatened. Interview questions are intrusive, and can be confrontational. It is easy to feel defensive when asked for questions that are designed to make you falter and feel stressed.
Many people who work with career coaches learn to turn the tables and view the interview questions as an opportunity. Many performance coaches teach their clients to walk into an interview as the dominant person. Remember that the company needs you as much as you need them. They are desperately seeking someone who can become an asset to the business. A company that doesn’t find highly motivated professionals will go out of business.
The most valuable asset a company can have is managers who walk through the door every morning with one goal – to make the company money.
Think of the interview process as a negotiation. The company has something to offer. You want to earn a better deal. I’ve often interviewed management professionals for one position only to offer them a better position based on their enthusiasm, communication skills, and ability to understand what makes my restaurant succeed.
There are several types of interview questions. Each of these are designed to reveal your perceptions, beliefs, and work ethic. Now that you understand that, you know how to answer the questions.
Types of Interview Questions
These questions are designed to determine whether you are a born leader. They touch on communication skills, problem solving experience, and your understanding of organizational behavior.
When answering these questions it is important to highlight your skills. Stick to the facts. Keep it simple. Leave out the details unless asked. If the interviewer asks for three adjectives then give them three adjectives and a simple, short, anecdote that backs up your claim. Then stop talking.
Are you a people person? Do you cause problems or do you solve them? Can you motivate a stressful employee? Are you a skilled enough negotiator to motivate a team? Will you calm an emotional employee and motivate them to solve problems? Are you assertive enough, and positive enough, to stop toxic communication and bullying?
If you can show the interviewer that you are able to accomplish the above, then you are showing them that you can manage a restaurant in the middle of the routine Chaos that can envelope a restaurant at any moment, of any day, without warning
The resourceful manager never stops sharpening their problem solving skills. Like a chess player, they anticipate moves and prevent problems before they start. They are always watching how people interact together, learning how their team works. They can tell you who to trust and help train people to succeed.
This is one of those intangible skills that make a good manager great. This type of leader can bring together a team and, individually, help each staff member grow in their current job. They are both mentor and coach, teacher and cheer leader.
Keep these in mind when entering a job interview. Listen to the motive behind the interview questions. Don’t answer the question. Discern what the interviewer is trying to learn, and direct your response to satisfying the curiosity about your ability to manage a restaurant.