Restaurant Manager Test

When hiring members of your restaurant’s leadership staff, this test will evaluate candidates’ managerial and supervisory skills.

Pre-Employment Test

Purpose: This pre-employment test for hiring restaurant managers will evaluate a candidate’s leadership skills, and their ability to coach and motivate others in a hands-on style while communicating well and organizing tasks for optimal efficiency. Your candidates for managerial-level restaurant positions should also be able to create a positive customer-oriented culture, where people work hard and enjoy their work.

About This Test: This test will take most candidates approximately 30-40 minutes. It consists of 2 parts:

  • An untimed personality assessment
  • An untimed General Cognitive Aptitude Test (includes verbal, numerical, and abstract reasoning)

What the Report Gives You: A graphical display of personality trait scores, feedback regarding strengths and developmental concerns, explanation of aptitude results and suggested interview questions.

Testing Process:

  • Immediate score report upon completion.
  • Proctoring desirable but not required.
  • The use of mobile phones is discouraged.

Options: Contact us to learn how we can customize the test content for your hiring process or the way information is presented in the report to meet your specifications.

Target Group: In addition to Restaurant Manager and Assistant Manager job titles, we suggest using this test for the positions of Kitchen Manager, Cafe Manager, Chef/Executive Chef, Bar Manager, Food & Beverage Manager, Back of House Manager, Front of House Manager, and Assistant General Manager.

Sample Personality Item:

For the statement 
on the left
I feel very strongly about it
I feel it describes me most of the time
I can’t decide between the two statements
I feel it describes me most of the time
I feel very strongly about it
For the statement 
on the right
No matter how busy I am, I always take the time to do careful proofing and correct mistakes.
My job is so demanding and hectic that I rarely take the time to proof my work.
Sample Questions for General Cognitive Aptitude Test

Sample verbal reasoning item: House is to dwelling as car is to ____________.

(A) transportation
(B) traveling
(C) speed
(D) automobile
(E) mechanical

Sample numerical reasoning item: Which number comes next in this series? 3 6 9 19 22 25

(A) 32
(B) 35
(C) 52
(D) 15
(E) 28

Sample abstract reasoning item: Which figure would come next in the series?

(Sample questions differ from actual test appearance and do not contain real test content.)

The Restaurant Manager Test Evaluates:

Less Desirable Behaviors Test Content Desirable Behaviors
Slow learner, overwhelmed with complexity General Cognitive Aptitude Quick learner, handles challenging tasks well
Does not want to be responsible for the work of others Assertive Leadership Comfortable directing and controlling work of others
Fails to live up to promises Conscientiousness / Dependability Reliable, dependable
Not service minded Customer Service Orientation Enjoys serving people
Overreacts to stress, gets upset easily Emotional Stability / Resilience Calm, level-headed, handles stress well
Bends rules to suit own purposes Integrity Strong moral code
Direct, blunt, revealing Impression Management / Image Management Diplomatic, interpersonally sensitive
More focused on facts, tasks and results than employee feelings or job satisfaction Human Relations Management / Managerial Human Relations Show an active interest in the opinions and motivations of subordinates; enjoys mentoring and development.
Does not stay on top of tasks that have been assigned to others Task Structuring Stays on top of details that have been assigned to others
Finds fault easily, negative attitudes Optimism / Enthusiasm Believes In positive future, good motivator
Doesn’t want to coordinate with others Teamwork Able to coordinate and work cooperatively
Does the minimum Work Drive Willing to go the extra mile

Select Validity Information: Restaurant Manager Test Validation Information Using our measure of Integrity as a predictor, 42% of low scorers were terminated within 3 years (many for theft, embezzlement, misuse of company property, insubordination, etc.) while only 12% of high scorers had left the company in the same time period. Complete validity information available upon request.


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