“What the fuck am I gonna do with a résumé? I’ll go clean the toilet
with the fucking résumé. I don’t need a résumé. I talked to you.” –
Mchael Berzatto, The Bear
Lessons from The Bear: How a Casual Chat Became the Perfect Job Interview
That “Napkins” episode of The Bear, where we finally get the backstory on Tina, really hits home. It starts with Michael noticing Tina’s upset and initiating a conversation, leading to a deep connection that reveals their bond. As their talk winds down, Michael casually mentions he needs a line cook, and we already know Tina is job hunting. She offers, “I’ve got an actual resume,” but after spending time getting to know her, Michael tells her he doesn’t need it.
This moment really resonated with me—not because I think we should stop accepting CVs when hiring, but because, in many ways, this was a perfect interview. Yes, you heard that right—perfect. Michael, as the employer, didn’t come armed with a list of questions and didn’t plan to “grill” the candidate (Tina). Instead, it was a genuine conversation between two people who ended up getting what they wanted.
As viewers, we see how things unfold for Tina at Beef. She’s loyal, hardworking, talented, and ambitious—she shows up, both literally and metaphorically. But it’s not just because she needs the job; she’s invested, believes in the business’s vision, and is committed. She cares.
During this “interview,” Michael tells Tina that the pay is crap but that she’ll make a load in tips. He mentions that the toilet keeps exploding, all while having a loud discussion with Richie about the broken soda machine. But Tina sees beyond these issues—their intent, their heart, and the fun of working there. Despite the problems and low pay, everyone is invested.
At Tonic, as hospitality recruiters, we always begin interviews with the goal of truly getting to know the candidate, deliberately avoiding intense grilling sessions filled with structured questions. This approach allows us to genuinely understand the candidates and gives them space to be themselves. While we might refer to a CV, our aim is to discover who the person is. Instead of waiting to ask the next question, we listen.
But why? Because getting to know a candidate on a personal level, rather than just cross-referencing a CV and asking rigid questions, is key to establishing a genuine connection and understanding their true potential. Just like in The Bear, Michael connects with Tina over a shared moment, leading to a heartfelt conversation about their lives and aspirations. Instead of scrutinising her resume, Michael engages with her as a person, recognising her potential beyond the paper qualifications. This kind of human connection not only helps Tina feel valued but also ignites a new passion within her. The scene underscores the importance of personal engagement in recruitment, showing that understanding a candidate’s story and aspirations can reveal qualities that a CV might miss, ultimately fostering a more meaningful and productive relationship.
Now, I get it—not everyone has the luxury of a Tina walking in just when they’re looking to hire. You might be thinking, “I struggle to get people to even show up for an interview!” In the UK hospitality sector, candidate no-shows for interviews can be a real challenge. We know it’s a pain point for most.
But here’s the thing—at Tonic, we’ve never had a candidate fail to show up for an interview or trial. Yes, sometimes people change their minds, but in those instances, we’ve built a relationship with them, so they feel comfortable calling to explain. This way, the client’s time is never wasted. And time is precious in our industry, isn’t it?
Although Michael’s conversation in The Bear may look unprofessional and not exactly how you would normally conduct an interview, there are some gems here that will help ensure candidates not only show up for interviews and trials but are also engaged and ready.
Here’s how Michael’s seemingly slapdash chat with Tina is actually a masterclass in hiring:
Be Straight Up About Pay: Be upfront about the salary to attract the right people. Job adverts without salaries are less likely to receive applications. Being straightforward and completely honest about salary can set the right tone from the start. If tips are included, how much are they? If there’s a bonus, how much is it and what are the KPIs? Michael tells Tina the pay even before he offers her the job.
Sell it: Your job ad is your first impression—make it count by being engaging and clear. You have just a few seconds to sell the role. Avoid starting with a list of tasks or “what’s expected.” Highlight the perks, what’s great about working for you, and what the future could look like. Your job ad should reflect the real, exciting experience of working with your team.
Bin the Structured Questions: Genuine conversations help you truly get to know someone, rather than just checking boxes. Like in The Bear, when Michael genuinely wants to know more about Tina, he listens to her story, and her answers guide the conversation. This approach leads to a deeper connection and understanding of her character and potential, beyond what any structured interview could reveal. When getting someone in for interview, always do it over the phone rather than email. Use this as an opportunity to build rapport and gauge interest before you meet in person.
Keep It Relaxed: Remember, hospitality is about people—your interviews should reflect that. The Bear thrives on the informal yet intense connections between its characters. The organic, real conversations they have are what build trust and camaraderie. Your interviews should aim to do the same.
Listen More: The best interviewers spend more time listening than talking. Go into an interview genuinely interested in wanting to know more about the person you’re speaking with. Think of how Michael listens to Tina’s concerns and stories in The Bear—it’s through listening that he discovers her true potential and passion.
Create a Welcoming Environment: Treat candidates as you would a guest, making a positive impression on them. Always prepare your team for the candidate’s arrival so they know their presence is expected. Creating a welcoming atmosphere can make candidates feel like they’re already part of your team. When Tina is upset, the guys don’t question whether they should comfort her or not; they just have a brief conversation about who will ensure she’s okay. At the heart of their decision-making is being hospitable.
Don’t Burn Bridges: Have a clear policy for handling no-shows professionally, which can sometimes lead to salvaging a promising candidate. Always try to give the benefit of the doubt. Even in The Bear, when tensions run high, there’s an underlying sense of understanding and second chances, which can be crucial in building long-term relationships.
We’re not saying you need to repeat Michael’s conversation verbatim—we appreciate The Bear isn’t reality. But interviews don’t need to be nerve-wracking, catch-them-out experiences. By adopting a more supportive and transparent approach, we can create a better experience for candidates, attract top talent, and make better hiring decisions. After all, a relaxed and confident candidate is more likely to reflect their true potential—just like Tina did when Michael took the time to really get to know her.
If you need help finding the right people for your hospitality business, drop us a message at hello@tonictalent.com.
