Interview Questions for Exec Chef Position

Tara Fitzpatrick

Jim McGrody, director, culinary and nutrition services at Rex Health Care, Raleigh, NC, developed a list of questions to ask when interviewing for executive chef and sous chef positions. He’s shared it with managers, directors and dietitians all across the country. The questions are meant to delve deeper into a potential hire’s culinary style, managerial style, background and knowledge.

“Anybody can call themselves a chef,” McGrody says. “If you don’t know the right questions to ask, you might fall for anything.”

Here are a few of McGrody’s tried-and-true interview questions:

-Try to feel the candidate out, focus on what his/her least favorite class was and try and drill down why?

- Look for candidate’s depth of food knowledge, if their answer is calamari, they may not have been exposed to a wide variety of foods

Look closely at what they eat when they are off, Are they eating at trendy restaurants trying new and exciting foods or are they eating at Applebee’s?

Look for his/her use of ingredients, are they authentic, does it make sense. Do they know what they are talking about?

 Look for use of in-season ingredient. Tomatoes, corn, squash, etc

Do they articulate this recipe with confidence? Have they ever made it? Do they understand the classical preparation?

Look for the true passion for food and this industry

Do they read cookbooks, magazines, etc. Are they in tune with the Food Network and the Cooking Channel?

Do they have training for their staff, using tools such as placards, pictures, portion sizes etc.

Look for leadership and nurturing. What attributes made them take this person under their wing.

What do they look for in a vendor, do they hold them accountable, are they using them for best prices and developing new trendy menu items

Look for passion as they retell the story, what types of ingredients were used, try and get details of service and guest interaction

 Would they use stock as part of the ratio for oil vs. acid in a vinaigrette, would they use fresh herbs, citrus juices, roasted garlic etc how would they get the flavor back into the food?

You will know immediately if they do not know the answer. The answer is tougher cuts of meat that have been browned usually simmered with aromatics in a rich stock or broth. The braising techniques breaks down connective tissue making tougher cuts of meat tender

Look for how they solved the problem, was good leadership skills used, how big was the problem. If the example is attendance related, perhaps they have not been exposed to many difficult situations

How relevant is the answer. How lofty are their goals?

Try and get food cost control out of them Do they look at portions sizes, production amounts, how food is purchased, waste, theft, costing recipes etc.

What measures did they put in place, do they understand the FTE and what it means. How do they approach OT and non productive time?

Do they consider market preference, equipment issues, staff’s ability, price point etc

The candidate should have extensive experience in this area,. They must understand the need for constructive coaching and that this can be used positively rather than negatively.

Look for true patient care and driving excellence in hospital rather than more PTO and time off. Quality of life is important in making a job decision but should not be the only reason.