When hiring cashiers and front of house staff for your business, it’s important to hire the right people the first time around. To hire the right people, it’s important to ask the right interview questions for cashiers and front of house staff members. Because these staff members interact with your customers on a daily basis, it’s critical to hire people who will represent your business in a positive way. Additionally, it’s important to hire people who will stick around, be a good culture fit with your business, and be dedicated to the mission.
Being prepared with consistent interview questions is key to making the right hire. When hiring cashiers and front of house staff members, you should ask questions in the following categories; experience verification, behavioral, and competency questions. Additionally, you should supplement with any questions relevant to the position, such as requirements specific to your business to be employed.
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Experience verification is important in positions where certain certifications, training, or degrees are required.
Q: Describe your cash-handling experience.
Asking this question paired with a basic math test is a great way to evaluate if the applicant is competent/can be trained to responsibly handle money.
Q: What customer-facing experience do you have?
Asking this question helps you gauge the experience level of the applicant, which can influence confidence in doing the job and expected pay.
Behavioral questions are designed to evaluate an applicant’s fit with the role and duties it entails.
Q: If you have a long line of customers and limited help, what would you do?
This question should be posed to give insight on temperament and quick-thinking, whether they would feel overwhelmed or be able to perform the job effectively.
Q: Describe a situation when you had to deal with an upset customer/person. What did you do to resolve the situation?
An applicant’s answer to this question will give you insight into their temperament and patience. Their answer lets you know if they are willing to problem solve and stay calm in unpleasant situations.
Competency questions are designed to evaluate an applicant’s understanding of the position and the duties it entails.
Q: If you receive a $20 bill for a purchase totaling $5.55, what change would you provide?
Q: If a customer has a bill of $74.64 and they pay $22 of it with cash, how much should their debit/credit card be charged?
In addition to the key questions listed above, it’s good to gain a sense of culture fit for your organization. Questions to probe at this include, “Where do you see yourself in three years?”, “What do you hope to get out of working with us?” and more.
It’s also important to weigh which category of questions is most important for that position. For example, when hiring for a cashier, the behavioral question category is most important. This means this category of questions should be weighted the most heavily, as on-the-job training can be completed. When we hire people, so often do we say, “I feel like they’d be great for the job.” We base decisions on how we feel about someone, because it is important.
Overall, it’s crucial to hire the best people for the sake of your business and your customers. Make the best hires for your business by being prepared with the relevant interview questions for cashiers detailed above. If you’re ready to take your hiring to the next level, learn how Sprockets can help you select the best hires, reduce employee turnover, and save you money.
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