chef.ESG.73, I use similar questionnaires for interviewing purposes, from Dishwasher to Sous Chef.
They increase in expected knowledge as the positions go higher, and also have more managerial questions, such as how you would handle a high strung employee, etc.
Partly I'm looking for a correct answer, but I'm also looking for someone who will bother to answer, at least try.
Greyeaglem, loved your posts.
Sounds like we've worked similar kitchens.
Twice in my career I've seen potato salad made with raw potatoes.
Suprised to see it the first time, amazed to know there were two people that stupid after the second.
+1 on the following a recipe without adding your own tweak.
The easiest thing, from their perspective, for a new employee to do is to get us to change to their ways. It's harder for them to learn ours.
I just let a Sous go in part for that reason.
And no matter how many times we discussed it, nor how many times he said he understood, he always thought he knew better,and there goes my consistency.
What I'm looking for in a Chef is one who exhibits many of the positive attributes mentioned in this thread.
But most important is to learn my ways first, before thinking that they might have a better way.
I have a loose rule: no one should give input for 6 weeks, until they've paid their dues.
This is not a hard, fast rule.
Some people come in and inpress me so quickly with their proper attitude that I not only welcome input sooner than 6 weeks, I am likely to seek it out from them.
Then again, there are some people that after 6 months I still don't want to hear what they have to say, they still haven't mastered the basics of what we do here.
Knowledge is knowing a tomato is a fruit. Wisdom is not putting it in a fruit salad.