Commis Chef Interview Questions
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Commis Chef interview questions shared by candidates
he aske what is your responsibility
8 Answers↳
1.Maintained records of received goods and dispatch goods; scanned and sorted incoming and outgoing stock 2. Processed shipped documents and informed customers about the movement of goods 3.Coordinated with the suppliers; checked purchase orders, invoices, quantity, and quality of goods as well as resolved all the shipped issues 4. Participated in the Area Demarcation in the Warehouse for all the Departments included FMCG, F&V, Non-Food LHH, HHH, as well as Import Items 5.Managed all the imports shipments received from all the other origins; inspected the shipments for accuracy and visible damage 6. Ensured accurate labelling and organization of all inventory as well as assisted in the implementation of security and loss prevention strategies 7. Received delivery schedule established for all suppliers and the LPO in accordance with the delivery date line and provided by suppliers against the LPO. Less
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a chef skilled in pizza , steak , pasta , burger
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It is my responsibility to do my honest work and become the best employee of the company and work with dedication for success. Less
What do you know about Ritz-Carlton hotel, Doha?
8 Answers↳
It’s a one the best hotel groups in the world
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It’s a one of the best hotels in Doha
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It's the great hotel in doha Qatar
What are the 5 mother sauces?
4 Answers↳
Bechemel, veloute, espagnole, tomate, hollandaise
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Yes
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Bechemal veloute Espanole tomato hollandaise
Can you please Tell us about yourself?
2 Answers↳
Help yourself, please.
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My name is RakeshNepali and I'm assistant cook before Saudi Arabia working 3yers
what is your responsibility ?
2 Answers↳
I'm heavy bus and manual light vehicle driver
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i am a continental commi chef .so i have a more responsibility in my department
How did I handle a dispute between two co workers?
2 Answers↳
1. Address the Feud ASAP 2. Define the Issue 3. Decide How to Meet With the Employees 4. 4. Listen unbiased 5. Ask them how they thought this should be solved 6. Seek common ground 7. If the feud is escalating ask HR involvement Less
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1. Address the Feud ASAP An employee feud can build up over time and hurt everyone in the office. The tension between the two people can infect the workplace and lower morale, which leads to lower productivity and employee engagement for the entire staff. In addition, it can particularly hurt the two employees who don’t get along, and it could even lead to resignation. The manager’s first job is to address the problem as soon as possible so that all workers know that employee happiness and comfort are important. A leadership vacuum in a challenging time is likely to lead to disengagement. 2. Define the issue. figure out if it's personal or professional. For personal issues, remind the employees that they need to work out the problem outside of company time. A manager should never feed into personal drama. However, if the workers don’t get along because of something that has happened — or is still happening — professionally, it’s now also the manager’s problem to fix to salvage company culture. Don't let the negative feelings linger. 3. Decide How to Meet With the Employees If you've determined the issue is indeed professional, set a time to speak with both employees. For a feud that is clearly emotionally charged, separate the employees and meet individually. Otherwise, it can be best to act as a mediator in a joint meeting. Err on the side of individual meetings if you're unsure - better to learn more than exacerbate the conflict. 3. Decide How to Meet With the Employees If you've determined the issue is indeed professional, set a time to speak with both employees. For a feud that is clearly emotionally charged, separate the employees and meet individually. Otherwise, it can be best to act as a mediator in a joint meeting. Err on the side of individual meetings if you're unsure - better to learn more than exacerbate the conflict. a manager to always stay above the fray and not allow themselves to be biased by the rumors. Instead, listen carefully to what each employee is saying about the feud and understand that they can be feeling it personally and emotionally. Prepare talking points ahead of time, particularly if you are meeting the employees jointly so that the meeting stays on point and doesn’t devolve into drama 4. Have each worker articulate why they are upset and what resolution would make them satisfied and ready to work. See if you can find the common ground and point it out. Set an objective for how the two should move forward in appreciation of this common ground. 5. Involve HR As Necessary Sometimes employee conflict can veer into issues of harassment or other complicated issues. In these cases, it’s always best to involve human resources early in the process. Less
Why did you pick Lucknam Park?
1 Answers↳
I picked Lucknam Park, because they are a high end and well known world wide as an outstanding country house hotel, they have 1 michelin star, 4 rosettes and AA 5 red stars. I am focused in fine dining and I feel that Lucknam will bring the best out of me and improve me to achieve the best of my ability. Less
