People & Culture | Interview Guide

INCLUSIVE

HIRING

PEOPLE & CULTURE

TALENT ACQUISITION

INTERVIEW GUIDE

INCLUSIVE INTERVIEWING

AUTHNETICLEVY

Since we are obsessed with creating the most inclusive culture possible and we believe that our biggest asset has always been our people this guide was created to help us do just that.

The Equitable Interview Guide is designed to help hiring managers conduct fair, unbiased, and inclusive interviews that promote diversity and equity in the workplace. This guide provides practical tips and strategies for creating a welcoming and respectful interview environment, fostering open and honest dialogue, and evaluating candidates based on their skills, experiences, and potential

CHECK YOUR BIAS AT THE DOOR.

We are committed to fostering an inclusive and diverse work environment. A crucial part of achieving this is by ensuring that our interviews are conducted fairly and equitably. To support you in this endeavor, we have put together this Interview Guide, designed to help you create an inclusive interview environment. In this guide, you will find best practices, tips, and techniques that will assist you in conducting interviews that prioritize candidate qualifications, skills, and experiences, while minimizing the impact of any unconscious biases. Our goal is to create a level playing field for all applicants, regardless of their background, allowing us to make well-informed hiring decisions that contribute to the success of Levy. We encourage you to review and internalize the contents of this guide and utilize its recommendations as you continue to shape the future of our company through your hiring decisions. Together, let’s build a diverse and inclusive team that drives innovation, growth, and success for everyone.

06_ ROLE OF HIRING MANAGER

INTERVIEW PARTNER.

Having an interview partner at the table.

Equitable interviews, which involve the hiring manager having at least one other perspective at the table to interview a candidate, has been found to increase the reliability and validity of the interview process. By involving multiple perspectives, panel interviews can help to reduce individual biases and subjectivity, potentially leading to better hiring decisions. Some studies have suggested that panel interviews can lead to higher-quality hires and reduced turnover rates, as well as improved job performance.

Purpose of this Interview Guide aims to help hiring managers conduct equitable interviews that prioritize inclusive practices, ensuring a diverse range of candidates feel welcomed and fairly assessed during the hiring process.

INCLUSIVE INTERVIEW. OVERVIEW

An inclusive interview ensures a fair, unbiased, and inclusive dialogue that respects and values each candidate’s diverse perspectives and experiences. during the hiring process.

The aim of an inclusive interviews is to provide equal opportunities for all candidates, regardless of their background, race, gender, age, sexual orientation, or other personal characteristics. This type of conversation ensures that the focus remains on the candidate’s skills, experience, and potential to perform the job, rather than on any irrelevant or discriminatory factors.

HIRING MANAGER.

Hiring managers play a critical role in recruiting. Not only do you make the final call about who gets hired, but you also shape the approach to interviewing and guide your team through the evaluation

This guide provides practical tips and strategies for creating a welcoming and respectful interview environment, fostering open and honest dialogue, and evaluating candidates based on their skills, experiences, and potential.

By adopting these inclusive interviewing practices, we can attract, hire, and retain top talent from a wide range of backgrounds, while building a more diverse and inclusive culture.

HIRING MANAGER ATTRIBUTES

• Advocates for inclusion in company culture.

• Communicates clearly and respectfully with all.

• Continuously learns about diversity and inclusion.

• Adapts hiring process for individual needs.

• Actively listens to value candidate input.

• Encourages collaboration for inclusive decisions.

• Makes unbiased, objective hiring decisions.

• Assesses candidates holistically for potential.

• Exhibits strong empathy to understand diverse perspectives.

• Embraces cultural competency for effective collaboration.

• Embraces cultural competency for effective collaboration.

INTERVIEW TEAM CONSISTS OF 3 INDIVIDUALS

HIRING MANAGER

The hiring manager is the team lead and has the responsibility of selecting their interview partner and set the tone for the interview.

INTERVIEW PARTNER

The interview partner is the ‘second’ perspective’ in addition to the hiring manager when evaluating a candidate.

CANDIDATE

The candidate is the individual who is being considered for the posiotn we have open and will be scored objectvely based on the scoring criteria

ROLE OF THE HIRING MANAGER

Select an Interview Partner: Select a diverse individual with relevant expertise, ensuring a well-rounded assessment of the candidate’s skills and fit for the role.

Set interview objectives: Clearly define the purpose, goals, and evaluation criteria for the interview to guide the discussion and keep it focused.

Communicate with interview partner: Brief partner on the candidate’s background, role requirements, review and assign questions, and interview objectives to ensure a consistent evaluation approach.

Facilitate discussion: Manage the interview process by introducing interview partner, outlining the format, and ensuring a balanced conversation that allows the candidate to showcase their skills.

Monitor time and flow: Keep track of time and guide the interview to stay on schedule, while adapting as needed to address any unexpected topics or issues.

Capture feedback: Collect and document partners’ evaluations and impressions after the interview, providing a platform for collaborative assessment and decision-making.

Follow-up and decision-making: Synthesize partner feedback, compare candidates, and make hiring recommendations based on the overall assessment, while communicating the final decision to all involved parties.

PRO TIP

Discuss and compare scores: Once your interview partner has evaluated the candidate, discuss, and compare scores to ensure that the evaluation process was consistent and fair. If there are significant differences in the scores, discuss why this may be the case and consider revisiting the criteria or scoring system.

ROLE OF THE INTERVIEW PARTNER

Prepare beforehand: Review the candidate’s application materials, role requirements, and interview objectives to gain an understanding of what will be assessed during the interview.

Review questions: Thoughful, open-ended questions were crafted that address key competencies, skills, and experiences required for the role.

Ask follow-up questions: Use the prompts to probe deeper into the candidate’s responses by asking clarifying questions or requesting specific examples to gain a better understanding of their abilities.

Maintain professionalism: Set a respectful and welcoming tone by being punctual, dressing appropriately, and remaining attentive throughout the interview.

Actively listen: Give the candidate your full attention, take notes, and refrain from interrupting, allowing them to fully express their thoughts and experiences.

Evaluate fairly and objectively: Assess the candidate based on predetermined criteria and avoid personal biases, focusing on their qualifications and fit for the role.

Provide constructive feedback: Share your impressions and evaluations with the hiring manager and other panelists, highlighting both strengths and areas for improvement.

PRO TIP

Evaluate each candidate independently: To ensure that each candidate is evaluated fairly, make sure that you evaluates the candidate independently, without being influenced by other interview partners.

INTERVIEW Process

1. PREPARE 2. WARM WELCOME 3. RAPPORT FOR THE INTERVIEW BUILDING

Review the candidate’s resume, cover letter, and application materials.

ENVIRONMENT

Set a comfortable and welcoming environment.

Start with introductions and rapport building.

5. ENGAGE 6. TIME

FOR CANDIDATE 4. EXPLAIN INTERVIEW STRUCTURE

Explain the interview structure and expectations.

ACTIVE LISTENING

Engage in active listening and take notes..

Allow time for candidates to ask their questions.

8. EVALUATE

9. FOLLOW UP CANDIDATE WITH THE CANDIDATE 7. CLOSING THE INTERVIEW

Close the interview professionally and respectfully and outline next steps of the process..

Evaluate and compare candidates fairly, objectively, and inclusively

Follow up with candidates on next steps and decisions.

SAMPLE INTERVIEW QUESTIONS

BUSINESS OPERATOR

1 Tell me about your past experience and how it lend itself to you being prepared for this role?

Prompts:

Did they negociate with people- how did they deal with people who were resistanthow structured where they, did they have a project team etc.

2 Our business is quite unpredicitable? Give me an example of a time when you took a dynamic and flexible approach to maximing business results.

Prompts:

Are they quick on their feet? Do they put an effort into planning?

3

We all know our number one priority is guest experience. Tell me how you have driven continual improvement in guest satisfaction.

Prompts:

How did they get others to drive the success, not just what they personally did? Did they utilize guest survey data or data collected by the client?

4

Tell me about a time that a team or individual were underperforming and how you turned it around.

Prompts:

Did they have honest and open feedback with the individual? Did they take personal responsibility in managing it?

5

Tell me how you go about creating an inclusive culture?

Prompts:

How did they deal with handle people with untolerable behavior?

Who is the person you are most proud of that was promoted.

6

We all know our number one priority is guest experience. Tell me how you have driven continual improvement in guest satisfaction.

Prompts:

How did they get others to drive the success, not just what they personally did? Did they utilize guest survey data or data collected by the client? TOTAL INTERVIEW SCORE:

CANDIDATE EVALUATION

FOCUSING ON CLIENTS & CUSTOMERS

DEVELOPING WINNING TEAMS

BUILDING STRONG RELATIONSHIPS

SEEING THE BIGGER PICTURE DELIVERING RESULTS

INNOVATING & IMPROVING

Ensure the candidate evaluation is fair, consisitent and inclusive, which minimizes the influence of subjective factors and personal biases, leading to a more objective hiring process.

ASSESSING THE CANDIDATE INTERVIEW

We understand that a well-designed interview process is crucial for selecting the right candidate for our roles. Evaluating candidates based on a consisitent set of predetermined questions and scoring criteria to ensures a consistent, objective, and comprehensive assessment of each candidate’s skills, experience, and cultural fit. This approach reduces the likelihood of biased decisions, contributes to our diversty, and maximizes the chances of hiring successful managers who will contribute to our growth and success.

Best Practice Approach to Evaluating

• Debrief immediately after the interview with interview partner.

• Share each others perspectives, opinions, observations, and feedback.

• Focus on genuine requirements of the job.

CORE COMPETENCYS.

The six competencies making up our competency framework summarize the key skills, knowledge and behaviors needed by our current and future leaders.

• Evaluate soft skills-communication, problem-solving, and interpersonal skills

• Assess cultural fit-personality, values, and work style

• Compare notes on red flags.

• Makes unbiased, objective hiring decisions.

• Assesses candidates holistically for potential.

• Take detailed and thorough notes during the interview.

• Weight evaluations based on expertise.

• Avoid groupthink: Encourage open discussion and constructive disagreement.

• Avoid basing decisions on unrelated factors like personal interests or appearance.

HIRING TEAMS INTERVIEW SCORECARD

An interview Scorecard is used by hiring teams to evaluate candidates fairly, objectively, and consistently during the panel interviewing process. Each interviewer scores the candidate on the same set of criteria and the hiring team can then meet and compare the scores of the candidates to make the best selection for the role.

Candidate/Interview Information

INTERVIEW QUESTIONS & SCORING

All interivew questions have been pre-selected for each job level. A consistent panel interview questions based on our core compentecies promote objectivity, reliability, and job relevance, ensuring a fair and efficient hiring process. By using the same set of questions, hiring teams can compare candidates more accurately, eliminate potential biases, and maintain an inclusive approach. Consistency in the interview process is crucial for fostering a transparent recruitment strategy and ensuring all new hires meet the desired level of competence.

CANDIDATE SCORING CRITERIA

Emerging Potential (1): The candidate demonstrates a significant lack of relevant skills, experience, or knowledge, and their responses or behavior do not align with the job requirements. They would likely struggle to perform the role effectively.

Developing Competence (2): The candidate exhibits some relevant skills or experience but falls short in several key areas. They may require extensive training or support to perform the role competently, and there may be concerns about their ability to succeed in the position.

Balanced Performer (3): The candidate has an adequate level of relevant skills, experience, and knowledge to perform the role. They meet the basic job requirements but may not stand out from other candidates. They would likely perform the role competently with some guidance.

Highly Skilled Contibutor (4): The candidate demonstrates strong relevant skills, experience, and knowledge, exceeding many of the job requirements. They show potential to excel in the role and would likely require minimal guidance or training to perform effectively.

Exceptional Talent (5): The candidate exhibits exceptional skills, experience, and knowledge, going above and beyond the job requirements. Their responses and behavior during the interview

POSITION LEVELS

Vice President of Hospitality

Senior Executive Chef

BUSINESS OPERATOR SENIOR DIRECTORDIRECTOR-GM LEVEL

Director of Operations General Manager (business leader)

Assistant Director/ General Manager of Operations

Executive Chef

Executive Sous Chef

Director/General Manager Level (Department Head)

Assistant Director/ General Manager of Operations

Directors of Human Resources

Supply Chain

Catering Sales

Executive Steward

Controller

SENIOR MANAGER/ MANAGER LEVEL

Senior Operations Manager

Seinor Sous, Sous, Banquet Chef

Senior Manager/ Manager

Catering Sales Supply Chain Warehouse

Stewarding

Human Resources

Accounting/Payroll

BUSINESS LEADER

CHECKS

Be mindful of the EEOC guidelines to ensure that you are conducting interviews fairly and without discrimination.

The focus during the interview should be on the candidate’s qualifications, skills, and abilities.

Military Service.

While you can ask about relevant job-related military experience, avoid asking about the type of discharge a candidate received or their military service in a foreign country.

The list of topics to avoid asking about in an inter-

Age: Avoid asking about a candidate’s age, date of birth, or graduation year, as it can lead to age discrimination.

Race, Color, and National Origin: Do not ask questions about a candidate’s race, color, ethnicity, or national origin.

Religion: Refrain from asking about religious beliefs or practices, including religious holidays or customs.

Sex and Gender: Avoid questions about an applicant’s sex, gender, sexual orientation, or gender identity.

Pregnancy and Family Status: Do not inquire about pregnancy status, plans for having children, or family responsibilities.

Marital Status: Avoid asking about marital status, living arrangements, or the identity of a candidate’s spouse or partner.

Disability: Do not ask questions about disabilities or health conditions Focus on the candidate’s ability to perform job-related tasks.

Citizenship: Instead of asking about citizenship, ask if the candidate is authorized to work in the country where the job is located.

Thank you for your commitment to creating an inclusive workplace, and we hope you find this interview guide helpful in your hiring process.