Restaurant General Manager Behavioral Interview Stories: Ace the Interview

So, you’re aiming for a Restaurant General Manager role? Behavioral interviews are your chance to shine, showing how you’ve handled challenges and delivered results. This isn’t just about reciting accomplishments; it’s about demonstrating the skills and mindset that make a great Restaurant General Manager. This guide gives you the tools to craft compelling stories that land the job. This is about behavioral interview stories, not general interview prep.

Here’s what you’ll walk away with

• A story structure template you can use to build compelling narratives for any behavioral question.
• A list of common Restaurant General Manager behavioral questions and the key skills they assess.
• Example stories for key Restaurant General Manager scenarios, showcasing problem-solving, leadership, and customer service.
• A script for handling the “Tell me about a time you failed” question, turning a negative into a positive.
• A checklist to prepare your stories and ensure they highlight your strengths.
• A proof plan to gather metrics and artifacts that support your claims.
• FAQ section addressing common concerns about behavioral interviews.

The Restaurant General Manager Behavioral Interview: What to Expect

Behavioral interviews focus on your past experiences to predict future performance. Expect questions that start with phrases like “Tell me about a time when…” or “Describe a situation where…” The interviewer is looking for specific examples that demonstrate your skills and how you handle different situations.

The STAR Method: Your Storytelling Framework

Use the STAR method to structure your answers: Situation, Task, Action, Result. This framework ensures you provide a clear and concise narrative that highlights your role and accomplishments.

• Situation: Briefly describe the context of the story.
• Task: Explain the challenge or goal you were facing.
• Action: Detail the specific steps you took to address the situation.
• Result: Quantify the positive outcome of your actions.

Common Restaurant General Manager Behavioral Interview Questions

Be prepared to answer questions related to these key areas. Think about specific situations where you demonstrated these skills.

• Leadership
• Customer service
• Problem-solving
• Conflict resolution
• Decision-making
• Teamwork
• Adaptability

Example Stories: Restaurant General Manager Scenarios

Scenario 1: Handling a Customer Complaint

This story shows your customer service skills and ability to resolve conflict. It’s about turning a negative experience into a positive one.

Situation: A customer complained about the slow service and cold food during a busy Friday night at a high-volume casual dining restaurant.

Task: My task was to address the customer’s concerns, resolve the issue, and ensure the customer left satisfied.

Action: I immediately approached the customer, apologized for the poor experience, and actively listened to their complaints. I offered to comp their meal and invited them back for a complimentary dinner on a less busy night.

Result: The customer appreciated my empathy and willingness to make things right. They accepted the offer and returned the following week, leaving a positive review and becoming a regular customer. Increased customer satisfaction scores by 15% over the next quarter.

Use this script to acknowledge a customer complaint.

“I sincerely apologize for the negative experience you had. I understand your frustration, and I want to make things right. How can I best resolve this for you today?”

Scenario 2: Leading a Team Through a Difficult Period

This story demonstrates your leadership skills and ability to motivate a team. It’s about maintaining morale and productivity during challenging times.

Situation: Our restaurant faced a significant staffing shortage due to a local outbreak of the flu. This placed immense pressure on the remaining team members in a family-owned Italian restaurant.

Task: My task was to maintain service levels, support the team, and prevent burnout.

Action: I worked alongside the team, taking on extra shifts and responsibilities. I also implemented a bonus program for those who worked extra hours and provided additional breaks and meals. I also held daily team meetings to address concerns and boost morale.

Result: Despite the challenging circumstances, we maintained our service standards and customer satisfaction ratings. The team felt supported and appreciated, and no one quit during that period. Employee satisfaction increased by 20% as measured by internal survey.

Scenario 3: Implementing a Cost-Saving Initiative

This story showcases your problem-solving skills and ability to improve efficiency. It’s about identifying opportunities for cost reduction and implementing effective solutions.

Situation: The restaurant’s food costs were exceeding the budget by 10% in a fine dining establishment.

Task: My task was to identify the reasons for the overspending and implement measures to reduce food costs without compromising quality.

Action: I conducted a thorough analysis of our inventory management and ordering processes. I negotiated better prices with suppliers, reduced waste by implementing stricter portion control, and optimized our menu to feature more seasonal and cost-effective ingredients.

Result: We reduced food costs by 8% within three months, bringing us back within budget and improving our profitability. Maintained customer satisfaction scores despite changes.

Scenario 4: Resolving a Conflict Between Employees

This story highlights your conflict resolution skills and ability to mediate disputes. It’s about fostering a positive and productive work environment.

Situation: Two servers were constantly arguing over table assignments and tip sharing, creating tension among the team in a sports bar environment.

Task: My task was to mediate the conflict, resolve the underlying issues, and restore a harmonious working environment.

Action: I met with each server individually to understand their perspectives and concerns. I then facilitated a joint meeting where they could openly communicate and find common ground. I implemented a clear and fair table assignment and tip sharing policy.

Result: The conflict was resolved, and the servers began to work together more effectively. Team morale improved, and customer service ratings increased. Reduced employee complaints by 30%.

Handling the “Tell Me About a Time You Failed” Question

This question is an opportunity to demonstrate self-awareness and a willingness to learn. It’s about showing how you’ve grown from your mistakes.

Situation: In my previous role, I launched a new menu without properly training the staff on the new dishes and ingredients in a farm-to-table restaurant.

Task: My task was to address the situation and minimize the negative impact on customer satisfaction.

Action: I immediately organized a comprehensive training session for the staff, providing detailed information about the new menu items and ingredients. I also offered customers a complimentary appetizer or dessert if they experienced any issues with their order.

Result: Customer complaints decreased significantly, and the staff felt more confident and prepared. I learned the importance of thorough training and communication before implementing any changes. Improved staff knowledge score by 40% within one week.

Use this script to acknowledge a failure and show learning.

“In hindsight, I would have prioritized [specific action] to ensure [positive outcome]. I learned that [key takeaway] is crucial for success in this role.”

What a hiring manager scans for in 15 seconds

Hiring managers quickly assess key signals during the initial resume and interview scan. They are looking for specific indicators that you possess the skills and experience necessary to excel as a Restaurant General Manager.

• Quantifiable results: Numbers that demonstrate your impact on revenue, costs, or customer satisfaction.
• Leadership experience: Examples of leading and motivating teams, even in challenging situations.
• Customer service focus: Stories that highlight your ability to resolve customer issues and create positive experiences.
• Problem-solving skills: Instances where you identified problems, implemented solutions, and achieved positive outcomes.
• Adaptability: Demonstrating how you have handled changing priorities and unexpected challenges.
• Ownership: Taking responsibility for both successes and failures, and learning from your mistakes.
• Clear communication: Articulating your experiences in a concise and compelling manner.
• Industry knowledge: Understanding of restaurant operations, trends, and best practices.

The mistake that quietly kills candidates

Vague answers that lack specific details and quantifiable results are a major red flag. Hiring managers want to see concrete evidence of your skills and accomplishments.

The mistake: Providing general statements without specific examples or quantifiable results.

Why it’s lethal: It fails to demonstrate your skills and accomplishments in a tangible way. It makes it difficult for the hiring manager to assess your capabilities and determine if you’re a good fit for the role.

The fix: Use the STAR method to structure your answers, providing specific details about the situation, task, action, and result. Quantify your results whenever possible, using numbers and metrics to demonstrate your impact.

Use this resume bullet rewrite to add specificity.

Weak: Managed customer complaints effectively.

Strong: Resolved 95% of customer complaints within 24 hours, resulting in a 15% increase in customer satisfaction scores.

Restaurant General Manager Behavioral Interview Checklist

Use this checklist to prepare for your behavioral interview. It will help you ensure your stories are compelling and highlight your strengths.

• Identify key skills and experiences required for the role.
• Brainstorm specific situations where you demonstrated those skills.
• Use the STAR method to structure your stories.
• Quantify your results whenever possible.
• Practice your answers out loud.
• Prepare questions to ask the interviewer.
• Gather artifacts that support your claims (performance reviews, customer testimonials, etc.).
• Research the company and its values.
• Dress professionally and arrive on time.
• Be enthusiastic and engaged throughout the interview.
• Send a thank-you note after the interview.

A 7-Day Proof Plan to Build Credibility

This 7-day plan helps you gather proof and build credibility quickly. It focuses on actions you can take immediately to strengthen your interview preparation.

• Day 1: Review job description and identify key skills.
• Day 2: Brainstorm stories for each skill using STAR method.
• Day 3: Quantify results and gather supporting metrics.
• Day 4: Practice answering common behavioral questions out loud.
• Day 5: Prepare questions to ask the interviewer.
• Day 6: Research the company and its values.
• Day 7: Review and refine your stories, focusing on clarity and impact.

FAQ

What are behavioral interview questions?

Behavioral interview questions ask you to describe past experiences to assess how you’ve handled specific situations. These questions typically start with phrases like “Tell me about a time when…” or “Describe a situation where…” The goal is to understand your skills, problem-solving abilities, and how you work in different environments.

Why do employers use behavioral interviews?

Employers use behavioral interviews because past behavior is a good predictor of future performance. By asking about specific situations, they can assess your skills, experience, and how you handle challenges. This helps them determine if you’re a good fit for the role and the company culture.

How do I prepare for a behavioral interview?

To prepare for a behavioral interview, identify the key skills and experiences required for the role. Brainstorm specific situations where you demonstrated those skills. Use the STAR method to structure your stories, quantifying your results whenever possible. Practice your answers out loud and prepare questions to ask the interviewer.

What is the STAR method?

The STAR method is a framework for structuring your answers to behavioral interview questions. It stands for Situation, Task, Action, and Result. This method helps you provide a clear and concise narrative that highlights your role and accomplishments.

What if I don’t have experience in a certain area?

If you don’t have direct experience in a certain area, try to think of related experiences or transferable skills. Focus on how you’ve handled similar situations in the past and how you can apply those skills to the current role. Be honest about your limitations and express your willingness to learn.

How do I handle the “Tell me about a time you failed” question?

The “Tell me about a time you failed” question is an opportunity to demonstrate self-awareness and a willingness to learn. Choose a situation where you made a mistake but learned from it. Explain the situation, your role, the mistake you made, the actions you took to address the situation, and what you learned from the experience. Focus on the positive outcome and how you’ve grown from the experience.

Should I memorize my answers?

It’s not recommended to memorize your answers word-for-word. Instead, focus on understanding the key points of your stories and practicing your delivery. This will help you sound more natural and authentic during the interview.

What questions should I ask the interviewer?

Asking questions shows your interest and engagement. Prepare questions about the role, the team, the company culture, and the challenges and opportunities facing the organization. This will help you gain a better understanding of the role and demonstrate your enthusiasm.

How important is it to quantify my results?

Quantifying your results is very important. Numbers and metrics provide concrete evidence of your impact and accomplishments. They make your stories more compelling and easier for the hiring manager to assess your capabilities.

What if I get nervous during the interview?

It’s normal to feel nervous during an interview. Take a deep breath, speak slowly and clearly, and focus on answering the questions to the best of your ability. Remember that the interviewer wants you to succeed and is looking for reasons to hire you.

How do I follow up after the interview?

Send a thank-you note to the interviewer within 24 hours of the interview. Express your appreciation for their time and reiterate your interest in the role. This will help you make a positive impression and increase your chances of getting the job.

What are some red flags to avoid during a behavioral interview?

Some red flags to avoid during a behavioral interview include providing vague answers, blaming others for your failures, exaggerating your accomplishments, and speaking negatively about past employers. Focus on presenting yourself in a positive and professional manner, highlighting your strengths and accomplishments, and demonstrating your willingness to learn and grow.

---

More Restaurant General Manager resources

Browse more posts and templates for Restaurant General Manager: Restaurant General Manager