This is a sample of a group project I worked on during graduate school. We were tasked to develop an effective interview procedure. To do this, we conducted a job analysis on bartenders to determine competencies necessary to perform their duties. We then came up with an effective way to measure these competencies during a job interview; this included training the interviewers on how to assess for it.

1. Interview Procedure
for Bartender
Michael Hixon
Nelly Diribe
Ashley Moore
Erika Ofodirinwa

2. Structure
• Formal Interview
– Score/Rating: See Appendix A
• Situational Test
– Score/Rating: See Appendix B
• Three Interviewers
– Restaurant Managers
– Bar Managers
– Senior Bartender: 2years >

3. Interviewer Training
• Situational Test- How to set up the for the test,
how to give instructions to candidates, and how
to rate.
• Explaining the scale related to the structured
interview questions
• Go over effective ways to ask the questions to
avoid close ended questions.
• Cues- How to take notes accurately (not all at the
same time so that interviewee so that they will
receive any type of feedback)
• Allot 4 hours for the training

4. Situational Test
Instructions
• Candidates will be asked to demonstrate taking an
order from a customer from beginning to serving the
drinks.
• Candidates will also be given one card with the name
of three popular cocktail with their respective recipes
to review for exactly one minute.
• After the minute is up, candidates will make the drinks
accordingly.
• Candidates will also be instructed to draft beer.
• All ingredients and garnishes will be readily available
for candidates

5. Dirty Martini
• 1.5 oz. Smirnoff No. 21®
Vodka
• 2 cold olive(s)
• 0.5 splash(es) olive
juice

6. Cosmopolitan
• 1.25 oz. Smirnoff No.
21® Vodka
• 0.25 oz. triple sec
• 1 oz. cranberry juice
• lemon twist(s)

7. Long Island Iced Tea
• 0.25 oz. Tanqueray® London
Dry Gin
• 0.25 oz. Smirnoff No. 21®
Vodka
• 0.25 oz. Captain Morgan®
Silver Spiced Rum
• 0.25 oz. Jose Cuervo
Especial® Gold Tequila
• 0.25 oz. triple sec
• 1 oz. sweet & sour mix
• 6 oz. cola
• 1 lemon wedge(s)

8. Situational Test
• Candidates will be judged on – Accuracy,
Taste, and Presentation (How drink was
served)
– Skill-Mix exact amounts of ingredients, counting
back change
– Knowledge- Popular Drinks, Prepping Bar
– Ability-walk quickly and speak loudly to serve
guests as quickly and accurately as possible,
memory

9. Appendix A
Work Sample Rating Scale
(Situational Test)
Characteristics Excellent (2) Average (1) Poor (0)
Taste
Accuracy
Presentation
Applicant Interview Date
Position Title Time
Beverage
Excellent (2): Candidate had no errors
Average (1): Candidate had one or two errors
Poor (0): Candidate had more than two errors
Other Comments:

10. Interview Question
1) How do you assess whether or not someone has had too much to drink?
 Measures: Social Perceptiveness, Monitoring, Deductive reasoning
Task Statement-
• Attempt to limit problems and liability related to customers’ excessive drinking
• Take steps such as persuading customers to stop drinking to avoid legal ramifications and ensure
safety.)
2) How would you handle a situation where a customer has had too much to drink and is being rude
or obscene?
 Measures: Social perceptiveness, Deductive reasoning, monitoring
Task Statement-
• Attempt to limit problems and liability related to customers’ excessive drinking
• Take steps such as persuading customers to stop drinking to avoid legal ramifications and ensure
safety.
3) What is good customer service?
 Measures: Customer Service
Task statement
Ability to walk quickly and speak loudly to serve guests as quickly and accurately as possible.

11. Interview Question
4) If the bar is extremely crowded and busy, how would you decide in which order
you tend to customers?
 Measures: Customer Services
Task Statements
Ability to walk quickly and speak loudly to serve guests as quickly and
accurately as possible.
5) In this organization, you will most likely work with several teams, each with
separate goals. How will you adapt your style as you move from team to team?
 Measures: Flexibility and wiliness to work with others
Task Statement
Be willing to work night shifts and weekends to ensure that the bar is well-staffed

12. INTERVIEW RATING SCALE
• Well Qualified (4)
Candidate provides a thorough response to the question. Candidate demonstrates a thorough understanding of the
issues at hand that is more to substantially more than the job requires. Response is well thought-out and well
presented. Overall, candidate’s response is complete, addresses all aspects of the question and does not require
probing.
• Qualified (3)
Candidate provides an acceptable response to the question. Candidate’s understanding of the issues at hand is equal to
or slightly less than what the job requires. The response may not be as complete or thorough as the well-qualified
candidate’s response. Overall, candidate’s response is complete, addresses the question and any probing required is
minimal.
• Adequate (2)
Candidate provides a reasonable response to question. Candidate’s understanding is less than what the job requires.
The response is slightly better than a not qualified candidate; however, the response is not as complete or thorough as
a qualified candidate. Overall, candidate does meet minimum requirements but is less desirable as a candidate that is
qualified.
• Not Qualified (1)
Candidate fails to provide an acceptable response to this question. Candidate’s response does not convey the level of
experience/expertise required in this position. Candidate’s response may be vague or incomplete. Overall, candidate
fails to provide experience/expertise demonstrative of the requirements of this position.
Question # KSAO
(Insert the KSAO pertinent to the question-what you are trying to
measure)
Rating
(1-4)
1 Social Perceptiveness, Monitoring, Deductive Reasoning
2 Social Perceptiveness, Monitoring, Deductive Reasoning
3 Customer Service
4 Customer Service
5 Flexibility and Willingness to Work with Others