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Bartender interview questions, with a scoring guide

Makes and serves drinks quickly and responsibly, and looks after guests at the bar. Here are 19 questions for a bartender interview. Each comes with a follow-up and a 1 to 5 scoring guide so you can compare candidates fairly.

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On this page
  1. Questions specific to the role
  2. Behavioural questions by skill
  3. Prescreen questions
  4. How to score the answers
  5. Questions to avoid

Questions specific to the bartender role

Role-specific
A regular who has clearly had enough asks for another drink. Walk me through what you do.
Follow-up: What if they get angry?
1 WeakServes them to avoid a scene.
3 SolidSays no.
5 StrongRefuses politely and privately, offers water or food, helps with a safe ride, tells the manager and logs it.
Role-specific
You have a full bar, a stack of server tickets, and three people waving at you. How do you handle the next ten minutes?
1 WeakServes whoever is loudest.
3 SolidWorks faster in no set order.
5 StrongAcknowledges everyone, batches similar drinks, keeps server tickets moving, and asks for help early.
Role-specific
How do you make sure your pours are consistent and nothing goes missing from the bar?
Follow-up: What would you do if you saw a co-worker giving away drinks?
1 WeakFree pours by eye with no checks.
3 SolidUses a jigger most of the time.
5 StrongMeasures every pour, rings in everything, logs spills and comps, and raises it with the manager if something isn't right.
Role-specific
Someone who looks young orders a drink and shows you ID that doesn't look right. What do you do?
1 WeakServes them anyway.
3 SolidGlances at the ID and decides.
5 StrongChecks the photo, date and security features, asks a question or two, refuses politely if in doubt, and tells the manager.

Behavioural questions by skill

Behavioural questions ask about something the person actually did. Past behaviour is a better guide than "what would you do" answers alone.

Customer service

Keeps customers looked after, even when it's hard.

Tell me about a time a customer was upset with you or your business. What did you do?
Follow-up: How did the conversation end?
1 WeakArgued, passed them off, or avoided the customer.
3 SolidStayed polite and followed the rules, but the customer left unhappy.
5 StrongListened, owned what they could, fixed it or offered a real option, and stayed calm.
Describe a time you went beyond what was expected for a customer.
Follow-up: How did you know the extra effort was worth it?
1 WeakNo example, or the 'extra' was the basic job.
3 SolidA good example with little thought for the business side.
5 StrongWent the extra step in a way that also made sense for the business.
Tell me about a time a customer asked for something you couldn't give them. How did you handle it?
Follow-up: What did they do next?
1 WeakJust said no.
3 SolidSaid no politely and explained why.
5 StrongExplained, offered an alternative, and made sure they had a way forward.

Working under pressure

Stays steady when it gets busy.

Tell me about your busiest shift or tightest deadline. How did you handle it?
Follow-up: What did you do first?
1 WeakFell apart or can't describe one.
3 SolidGot through it.
5 StrongPrioritized, stayed calm, and kept quality up.
Describe a time you had too much to do and not enough time. What did you drop or delay?
Follow-up: Who did you tell?
1 WeakTried to do everything and missed things.
3 SolidDropped things without telling anyone.
5 StrongPrioritized and told the right people what would slip.
Tell me about a time you stayed calm when people around you didn't.
Follow-up: What did you do to help?
1 WeakNo example.
3 SolidStayed calm themselves.
5 StrongStayed calm and helped settle others.

Honesty and integrity

Does the right thing, including when nobody's looking.

Tell me about a time you were asked to do something at work that you felt wasn't right.
Follow-up: What happened afterwards?
1 WeakDid it without question.
3 SolidDid it but felt uneasy.
5 StrongRaised it respectfully and did the right thing.
Describe a time you handled cash, stock or private information. How did you keep it secure?
Follow-up: Did anything ever go missing?
1 WeakVague answer.
3 SolidFollowed the basics.
5 StrongSpecific precautions and an example.
Tell me about a time you admitted you didn't know something.
Follow-up: What did you do next?
1 WeakNever has.
3 SolidAdmitted it when pressed.
5 StrongAdmitted it early and found the answer.

Safety and care

Works safely and looks out for others.

Tell me about a time you noticed something unsafe at work. What did you do?
Follow-up: What happened after you reported it?
1 WeakIgnored it, or has never noticed anything.
3 SolidMentioned it to someone.
5 StrongMade it safe if they could, reported it, and followed up.
Describe a time you were asked to cut a corner on safety to save time.
Follow-up: What did you say?
1 WeakWent along with it.
3 SolidHesitated, then did it.
5 StrongSaid no respectfully and suggested a safe way to keep things moving.
What safety habits do you follow every shift without thinking about them?
Follow-up: Where did you pick those up?
1 WeakNone come to mind.
3 SolidA generic answer such as 'wear PPE'.
5 StrongSpecific habits that fit the kind of work.

Teamwork

Helps others and makes the team work better.

Tell me about a time you helped a coworker who was falling behind.
Follow-up: How did it affect your own work?
1 WeakNever has, or sees it as not their job.
3 SolidHelped when asked.
5 StrongNoticed, offered help, and balanced it with their own work.
Describe a time you disagreed with a coworker about how to do something. What happened?
Follow-up: Looking back, would you handle it the same way?
1 WeakArgued, went around them, or let resentment build.
3 SolidWent along with it to keep the peace.
5 StrongTalked it through directly and respectfully and landed on a plan both could live with.
Think of the best team you've worked on. What did you personally do to make it work?
Follow-up: What did your teammates count on you for?
1 WeakCredits only others or can't describe their part.
3 SolidGeneral answer about being friendly.
5 StrongSpecific actions such as covering shifts, sharing know-how, or keeping people informed.

Prescreen questions for bartender candidates

Ask these on a five-minute phone call or send them as a form before you book interviews.

  1. Are you legally entitled to work in Canada? (Yes / No)
  2. Which days and times are you available to work?
  3. When could you start?
  4. What pay are you looking for?
  5. What interests you about this job?
  6. Do you have responsible beverage service certification for this province? (Yes / No / Willing to get it)
  7. How long have you worked behind a bar or as a bar-back, and what kind of places?

How to score the answers

  1. Ask every candidate the same questions in the same order. That's what makes scores comparable.
  2. Write down what they did, not your impression. "Closed alone on a Saturday and restocked for the morning" beats "seems reliable".
  3. Score each answer from 1 to 5 against the guide under the question. A 3 is a solid, acceptable answer.
  4. Average the scores and read the notes behind any big gap between interviewers.
  5. Check references on the areas where you're least sure.

Questions to avoid

Hiring questions should be about the job. Human rights law in every province and territory protects people from being treated differently because of things like age, family status, disability, religion, race, place of origin, sex, sexual orientation, and gender identity. The list of protected grounds differs a little by province, so check yours.

Stay away from questions like these:

  • "How old are you?" or "When did you finish high school?"
  • "Do you have kids?" or "Are you planning a family?" The Ontario Human Rights Commission says an employer cannot ask whether an applicant is pregnant or plans to have a family.
  • "Where are you from originally?" You can ask: "Are you legally entitled to work in Canada?"
  • "Do you have any health problems?" You can ask: "This job involves [a real duty]. Can you do that, with or without accommodation?"
  • "What do you make now?" Nova Scotia and Prince Edward Island do not allow employers to ask about pay history. Asking what pay the person expects is fine.
  • Questions about the hours a person can work that mention family or religious commitments. Ask only whether they can work the hours the job needs, and state those hours.

Criminal record and driving record: wait until you have made a conditional offer, and ask only for what the job needs. Manitoba and Newfoundland and Labrador guidance says to wait until a conditional offer. Quebec's rights commission says a conviction counts only if it is connected to the job. Ontario's commission says you may ask only about convictions that have not been pardoned, and that a driver's licence number or copy may be requested only after a conditional offer and only if relevant.

This is general information, not legal advice. Rules differ by province. Human rights bodies: see the official sources.

Rules that differ by province. Ontario (25 or more employees), British Columbia and Prince Edward Island require the pay or a range in public job postings. Nova Scotia and Prince Edward Island do not allow pay-history questions. Ontario employers with 25 or more employees must tell each interviewed applicant within 45 days whether a hiring decision was made. Unpaid trial shifts that involve real work are not allowed in Ontario, British Columbia or Alberta. See hiring rules by province, checked 7 October 2026.

Questions

What should I ask in a bartender interview?

Ask about the parts of the job that matter most: customer service, working under pressure, honesty and integrity, safety and care, plus role-specific questions such as "A regular who has clearly had enough asks for another drink. Walk me through what you do." Ask every candidate the same questions so you can compare them fairly.

How do I score a bartender interview?

Score each answer from 1 to 5 against a short guide that describes a weak, solid and strong answer. Score what the person actually did in their example, not how confident they sounded. Then average the scores and read the notes behind any big differences.

What should I ask before interviewing a bartender?

Use a short prescreen: work eligibility, availability, start date, pay expectations and the must-haves for the role, such as "Do you have responsible beverage service certification for this province?" Ask what pay the person expects, not what they earn now: Nova Scotia and Prince Edward Island do not allow pay-history questions.

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