The 11 Best Brewery Interview Questions to Ask

Photography courtesy of Sloop Brewing

Let’s start with a pretty standard one. There is a reason why almost every single interview begins with this question. It may seem simple, but the answer here will give you a peek into your candidate’s life. What are they all about? What jazzes them? What gets them fired up? What has shaped their life up until now? And ultimately, why are they sitting in front of you at this very moment applying for a job in a brewery?

This is a crucial question. Working in a brewery can be tough. Sure, you’re working around beer, which on the outside can look sexy, but depending on the position, a job in a brewery or taproom can be physically demanding. Often requiring one to work on their feet for long periods of time or to engage in a lot of grunt work. You’re probably looking for someone willing to make a commitment and become a team player in the brewery.

This question will establish the motivation of your interviewee. Are they just looking for a paycheck or are they truly passionate about beer? A great way to suss this out will be to follow up this question with the one below…

A prepared candidate is more likely to be a qualified candidate. How much does your interviewee actually know about your business? If they have trouble answering this question then you might question their motivation. It doesn’t take much time to at the very least cruise through your website or Instagram to learn more about you.

For example, if you’re a lager-only brewery, your next team member should probably know that. If you specialize in West Coast IPAs, that’s an important detail any of your employees should know.

Asking this question will help you gauge how well your interviewee prepares and if they truly care about your business.

Photography courtesy of The Answer

Much like the previous question, this one helps determine if someone you’re looking to hire has even tried what you offer. You put a lot of blood, sweat, and tears into making your beer—you most likely want someone to understand that devotion and dedication.

One of the best ways to do that? By actually trying your beer! Of course, you can teach someone the nuances, ingredients, ABV, style notes, etc. later down the line. But simply asking them to name their favorite beer in your portfolio will give you a glimpse into whether or not they’ve even cared to try what you toil every day to make.

Photography courtesy of Ardent Craft Ales

Let’s face it, turnover in the hospitality industry is high. According to the U.S. Bureau of Labor Statistics, the average employee turnover rate falls between twelve to fifteen percent across all industries. But in hospitality specifically, that number shoots up to around 150 percent yearly.

Often employees cite the lack of growth opportunities as one of the major reasons they quit.

Which is fair. So in order for you to take stock of a potential staff member’s commitment, it could be helpful to ask this question. If someone sees themself as a brewer in three to five years, they’ll probably be more committed to the grind.

Loyalty is something you can’t buy or pay for, so it’s important to learn your candidate’s career goals before hiring them.

At the end of the day, if you’re hiring someone to work front-of-house or in the taproom, excellent customer service will be top of mind for you. This question gives you a glimpse of how one might react in certain customer situations.

The key here is to find someone that fits with your own idea of customer service. In fact, you might actually want to answer this question yourself first before asking it of others.

Photography courtesy of Ponysaurus Brewing Company

Failure can be a good thing! It’s about how people respond to that failure that builds character. What’s important here is that someone actually gives you an answer.

None of us are perfect. We’ve all failed at different times in our lives, so if someone can’t relate one of those situations to you, that should be a red flag.

Working in a brewery or taproom can be a fast-paced experience. Metaphorical fires will happen all the time. Oftentimes folks will need to deal with various fluid situations in a timely manner. This question can give you loads of insight into how a potential team member will actually react if they fail in a real-life situation.

Working in the front-of-house and in customer service can be stressful. Invariably, your employees will run into conflict. How do they handle those situations? Do they work with others to find a solution? Do they escalate problems to management for help? Or do they try to handle the issue on their own?

Remember you’re looking for someone that is the right fit for your team. How they resolve a conflict can potentially show they’re a team player or that they have the management skills to grow into a leader in your taproom.

Working in customer service or hospitality requires a lot of confidence. Interviewees that are confident enough to answer this question honestly can be a great sign.

If someone responds timidly or can’t come up with an answer at all, that could be a warning sign.

Alternatively, asking about someone’s weaknesses can reveal a wealth of information. If a candidate tells you they lack time management skills…maybe they’re not the right fit for a job that requires one to be on time

But if they say, “I often work too hard at perfecting my craft.” Well, maybe give them points for giving a creative answer.

There’s no one-size-fits-all answer here. Giving one at all is the true test.

Answering this question shows humility and honesty. Two pretty important behaviors for potential candidates.

Photography courtesy of Trace Brewing

Another classic question that seems simple but actually has more complex layers. Interviewees that come into the conversation with questions to ask means they’re prepared. Beyond that, it shows that they care about the actual job and the responsibilities involved.

A potential candidate who doesn’t bring any questions to the table should set off a few alarms in your head. It could signify that they’re not truly interested in the role or are not invested in the long term to grow and flourish with your brewery.