Food and Beverage
Bartender
Looking to conduct a thorough reference check for a Bartender? This guide provides a list of key areas to focus on, along with sample questions to help you gather valuable insights.
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- Candidate Details Section
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- Job Specific Reference Guide
- Things to Consider Checklist
Reference Guide 📖
When conducting a reference check for a bartender, there are several key areas to focus on. Firstly, you should confirm the candidate's dates of employment and their specific duties as a bartender, including any areas of specialization they may have. It's important to ask about the candidate's knowledge of drink recipes, mixology, and drink preparation techniques, as well as their experience working in different types of bars or with different types of clientele.
Additionally, you should ask about how the candidate handles difficult customers or challenging situations, such as cutting off customers who are over-intoxicated. It's also important to ask about the candidate's ability to handle high-volume periods, such as during peak hours or special events. You should inquire about the candidate's experience with cash handling or point-of-sale systems, as well as their ability to work as part of a team and interact with other staff members and management.
Finally, you should ask whether the candidate would be rehired and if there's any other information the reference would like to share about the candidate's performance or abilities. By focusing on these key areas, you can gain a better understanding of the candidate's suitability for the role and make a more informed hiring decision.
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- 1
Can you confirm the dates of employment for the candidate at your establishment?
- 2
What were the candidate's specific duties and responsibilities while working as a bartender?
- 3
How would you describe the candidate's knowledge of drink recipes, mixology, and drink preparation techniques?
- 4
Did the candidate have experience working with a particular type of bar or clientele (e.g. sports bar, nightclub, high-end establishment, etc.)? If so, please provide details.
- 5
How did the candidate handle difficult customers or challenging situations, such as cutting off customers who were over-intoxicated?
- 6
How did the candidate handle high-volume periods, such as during peak hours or special events?
- 7
Did the candidate have experience with cash handling or point-of-sale systems? If so, how would you describe their skills?
- 8
How did the candidate interact with other staff members and management? Did they work well as part of a team?
- 9
Would you rehire the candidate if the opportunity arose? Why or why not?
- 10
Is there anything else you would like to share about the candidate's performance or abilities?
Red & Green Flags
Red flags
- Unclear or inconsistent answers to questions about the candidate's skills, experience, or qualifications
- Lack of enthusiasm or hesitation when discussing the candidate's potential fit for the role
- Lack of detailed knowledge about the candidate's work history or responsibilities
- Information that contradicts what the candidate has shared during the hiring process, such as employment dates or job titles
- Any indication of unethical or inappropriate behavior, such as dishonesty, harassment, or violation of company policies
Green flags
- Consistent and clear answers to questions about the candidate's skills, experience, and qualifications
- Enthusiastic endorsements of the candidate's fit for the role and potential for success in the position
- Detailed knowledge about the candidate's work history, accomplishments, and areas of expertise
- Reports of the candidate's strong work ethic, reliability, and ability to work independently or as part of a team
- Strong endorsements from multiple references, particularly those who have worked closely with the candidate