Get Hired By Proving You Won’t Fail

When you are talking to a hospitality recruiter there is only one thing they want to know, will you fail. It is the only question they want answered. All the other questions are directed at answering that one.

You’ve studied, put in the time, and have taken the right courses. You have volunteer experience that supports your skills. You have the experience. Everything is in place but you still do not land the job.

As the weeks turn into months Candidates become frustrated and make mistakes. This hurts their chances of getting employed even more.

Why You Don’t Land the Job

Whether you are looking for a restaurant manager’s job, or a promotion, you need to prove that you can do the job.

Long Hours

When you are in a job interview are you making sure that the recruiter understands that you expect long hours as part of the job. Success requires intense commitment. The manager’s job isn’t the place for someone who ‘has a life.’

Work Hard

Managing a restaurant is no stroll in the park. It involves dirty, dramatic, draining – unappreciated work. You need to take emotional abuse from customers. The owners have an endless list of demands and projects they start but leave you responsible for executing. Your team has their own drama and petty squabbles that ruin the best schedules.

Manage Risk Effectively

As a manager you need to take risk. No recruiter wants to hear that everything went smooth in your last position. What they want to hear is that you could handle all the situations that came along. Even small problems can have disastrous repercussions. Your job is to protect the restaurant from insurance claims, theft, bad online reviews, employee turnover. With the burden of carrying the entire restaurant, you still need to be calm and collected, cool and confident.

Know the Competition

It is your responsibility to watch the competition and make sure that you have a counter plan. When you are in a job interview can you tell them about the time you held a big special event, with great prices, and doubled the nightly take – on a weekend when a new restaurant opened down the week?


Before your next job interview take the time to prepare your resume, and interview answers, to show that you won’t fail if given the job.


Are Your Friends Ruining Your Management Career?

The people are the marketable commodity in any hospitality job. It doesn’t matter whether the job is a high profile, large franchise, or a small resort run by several generations of the same family. Success and failure of any hospitality business has more to do with the people who work there than the amenities, food, and service offered.

Friend’s Advice

The first way that friends can ruin your career is by offering bad advice. It might sound good to you, and make sense. But if the advice doesn’t fit with your beliefs, goals, and passions then it is bad advice. What might be good advice for someone else can be bad advice for you.

The Golden Rule: Only Take Advice From People Who Are Currently Doing What You Want to Do and Being Who You Want to Be.

You may have a group of people who are your entire social world. They may have been with you a long time. They may even have a vested interest in your life, but that doesn’t mean they should tell you how to live your life.

If you fail, they will not help you pick up the pieces.

If you end up on the wrong career path and hate your job, they will not help re-educate you and support you.

Behavior Modification

If you hang around people long enough their mannerisms will become yours. You will adopt their perceptions and beliefs.  Successful people attract successful people. Partiers attract partiers. The ambitious like to hang out with other ambitious people.

Social Networking

This is where social networking comes in. Recruiters need to find managers who will stay at their restaurant for a minimum of one year, no matter how satisfied they are, no matter how much they enjoy the job.  Hospitality recruiters need friendly, ambitious, and dedicated professionals.

One way to verify if the information on your resume is correct is to see what is on your social networking sites. Are the people there likely to be friends with the person in the resume? 

Your social networking reveals a lot about who you are, what you think, and what you ‘really’ believe.  The people on your social networking site can also reveal your communication style and level, your responsibility, and your core beliefs.

Your Reputation

Friends can make or break your reputation.  We all use our friends as referrals, but what does that say about us? Instead of choosing a friend because they will say good things about you, consider how the prospective employer will feel when talking to that friend.

Will the friend impress your future employer? Will their communication style, passion, and education level support your resume?

Your Friends Are Not Experts

Do not put your career in your friend’s hands unless your friend is at least two rungs up the career development ladder and has mastered the job you want.  Friends are great when you want to brainstorm, but their ‘best guess’ can lead your career down the wrong path.


Are You Ready to Be a Restaurant Manager?

Most people have learned that you don’t need a post-secondary degree to be considered for a restaurant management position. The hospitality jobs all focus on results. A Degree only means you’ve learned ‘text book’ knowledge. That doesn’t mean that you can turn that knowledge to practical, day to day, management practices.

Recruiters are always looking for qualified Candidates. Many people want to be restaurant managers, but they only see the tangible part of the job.

If you are ready to be a restaurant manager then you can do the following:

1.       1. You keep records, journals, and plans. If anyone asks you how to do something you have ‘a plan’ in writing. Don’t expect anyone to take your word for it.

2.       2. Do you know how to deliver the best service, to the worst consumer, on the middle of chaos? What have you done to prepare yourself to do this? Have you taken courses, volunteered in a management roll, worked as the assistant manager, helped your current manager with a project? Again, don’t expect anyone to take your word. They want documented proof.

3.       3. Can you motivate a team? None will pay you just because you are a people person. Do you know the fundamental skills of coaching and motivation? Can you learn how to deal with employee’s emotional problems?

4.       4. The job interview is the first place where you need to set an example. Are you the type of person a restaurant wants to put in charge?

5.       5. Can you manage quality and ensure that your team keeps standards to a certain level?

6.       6. Can you successfully market a concept? The best place to learn this is by volunteering for local organizations and joining the ‘events team.’

7.       7. Time management is also a strong skill. You’ll show you can manage this by finishing projects on time and under budget.

8.       8. You have a positive attitude even under stress.

9.       9. You take responsibility for both success and failure. This is one thing you can highlight in a job interview. Do not complain, make excuses, or appear to be apathetic.

10.   10. Market yourself.

The last point is the most important. If you cannot market yourself then no one will believe you can market their restaurant.

If you are applying for a restaurant management position, or even an assistant manger’s position then don’t risk your opportunity by trying to bluff, over exaggerate, or lie. Be honest. If the restaurant recruiter does not accept your application then ask them for some tips and pointers. Leave on a good note.


Another 5 Interview Lies That Can Cost You a Manager’s Position

Sometimes we can cost ourselves a manager’s position by trying to cover up problems.  Think your answers through. Try them out on people who understand hiring, not your friends. You can work with a recruitment firm such as to help you get hired, or maybe hire a freelance hiring manager to help you find the right answers for the job interview questions.

Just remember that the ‘right answer’ might cost you the job.  Here are some examples.

1.       1. I wasn’t fired. I quit.

Quitting is not a good thing. If you quit before a year, or left without a new job, then it can make you appear to be a liability to a new employer.   It is like dating a cheater. “..has he left the one he left me for?” What is to prevent you from doing the same thing to a new employer?

It is very difficult to come up with a good reason for leaving a job in less than a year. It is also very difficult to explain why you left without a new job. It shows a lack of planning and irresponsibility that you may use in your new job, a bad thing for your new employer.

There is also the fact that the interviewer may just assume that you are lying and dismiss your application.

2.       2. Responsibility, salary, and job salary in previous position.

It may seem ‘self sabotaging’ to lie about something that is so easily verified. Most experienced hiring manager’s know the industry standards. They know the job descriptions of the different jobs. Your resume will signal out these lies. Your body language, outfit, the way you articulate yourself, and how you handle problems are also ‘triggers’ that can signal whether your claims are a lie.

Instead of lying, highlight how you’ve prepared for a better job. Highlight the courses you’ve done, any volunteer or intern work, and self improvement.

3.       3. Grades, Experience, Qualifications.

The number one reason for lying about these is to impress future employers. The second reason is to get a big pay increase. Both of these can be justified, but you may want to rethink your strategy. Claiming to have high grades is good, but not if your communication style, problem solving abilities, and behavior do not support your claim.

Aptitude also plays a role. You may not have the highest GPA, but your aptitude tests all say you are the perfect candidate for a hospitality job.

4.       4. Any ‘blaming others.’

People who blame others also lie. It is a learned behavior. It shows a lack of confidence, a low self-esteem, and fear. It is a survival mechanism. It also shows a lack of maturity and self-awareness. You cannot grow as a human, or a manager, if you do not accept responsibility.

5.       5. Lies of omission

Not all lies are the ones you tell. What about the conviction that is ‘almost off your record?’  What about the job you lied to get – then lost after 3 months because you couldn’t do the job? The job that you left off your resume.

The Consequences of Lying

But the damage to your hospitality career doesn't end there. You lose vow to never lie again. You correct your resume.  But now you have a few jobs where you performed poorly.

 Would leaving them off be lying? How do you explain the employment gap? You're asked in the interview why you left your previous job. They are going to ask previous employers what they thought.

 This hiring manager learns the truth from your previous employer. Now they know. But worse, they know you lied. There go your chances for a new job.


5 Tips From A Career Coach

Here are a few tips to help restaurant manager’s work with career coaches and recruiters. The core virtue of both is to help professionals assess their situations with honesty, empathy, compassion, and develop realistic expectations.

1.     Realistic Expectations

One of the biggest misconceptions is that someone will give you a job based on your resume. Success in today’s world depends on marketing. If you cannot market yourself then you are dead weight. This is different than the sales pitch. Marketing creates a brand for yourself. It associates your name with a certain image.

Creating a brand takes time. You can’t leave it until you find yourself unemployed, or looking for a new job. Marketing needs to become a way of life. You need to learn your strengths, who you are competing with, and the needs and desires of your potential employer.

2.     Why Restaurant Managers Career Coaches

The competition is volatile in the hospitality industry, especially for managers. Everyone thinks they can do the job. Everyone thinks the job is easy. The biggest problem is that some of these people may be great at marketing themselves, taking jobs they are not ready for. This leaves the skilled managers struggling to find their next position.

It is also possible that you are in the wrong niche. Sometimes career stagnation doesn’t have anything to do with ability, passion, or dedication. Your frustration may come from the fact that you are in the wrong job. Maybe you are a general manager stuck in an assistant restaurant manager’s job, or the kitchen manager.

3.      Why Restaurant Managers Need a Recruitment Professional

We’ve met dozens of Candidates who couldn’t break the pattern of submitting resumes, even when nothing came from it. Recruiters help match resumes with jobs, saving time, cost, and ultimately frustration.

There are a variety of assessments online that can only go so far. Most of these are created for the corporate world – not the hospitality industry.

4.     You are Holding Yourself Back

We’ve all heard the excuses:

“I hate my job, but I don’t know anything else.”

“I don’t know what to do with my skills.”

“I feel trapped.”

“I need help deciding what I want to do.”

“I know what I want to do but I don’t know how to do it.”

This is just job anxiety, and is something every recruiter encounters frequently. People are even losing faith in social media, LinkedIn, and association websites.

Take a bit of time to bring your life and work-life into balance. Assess your beliefs. Reduce your limitations. Most important – be honest

5.     Are You Sabotaging Your Success?

It is amazing how many people pay for a coach or sign up with a recruitment firm, and then sabotage their own success. They will not take advice. They will not try.

As a career coach I often ask people if they are sabotaging their success. Or, are you depressed. The best answer is yes, because that means they are willing to accept the truth and make a change. They just need someone to point them in the right direction


How to Land a Managers Job - Eliminate Excuses

There are several ways to land a restaurant management job. Most of them follow common sense. But climbing the 'Career Learning Curve' is full of mistakes and blunders you wish you could forget. There are some skill sets that people never learn until after they have landed the job and gained some experience. These 'intangible' skills are the things that separate skilled restaurant managers from people trying to break into a management position.

One of these intangibles are the ability to control a situation, even if you are not in the room. Restaurant managers have all the responsibility but very little hands on work

The requires a skillset that most people don't even consider when career planning. When you walk into a job interview, the Hiring Manager is more interested in your ability to manage the situation than what is written on your resume.

How do you confidently manage a meeting, presentation, or job interview without using behaviors or body language that can stall you career or cost you a promotion?

One of the biggest indicators of a manager's ability to take responsibility and control situations is whether they tell excuses. This causes a problem for job seekers. Once you start making an excuse, or trying to explain why it wasn't your fault, then it is too late.

  • The Message Map is a Powerful Communication Tool

The message map is a tool that you want to learn how to use long before a job interview. This is a tool that helps professionals collect their thoughts, and stay on track when communication. There are several advantages to this.

The message map creates a visual display of your story on a single page. You can use a white board, or paper, ipad or laptop.

  • Step #1 What is the 1 Overlying Message You Want to Convey?

Most mistakes are caused because what one person says isn't what another person heard.

Learn to summarize your message in a twitter type message that focuses on one important point and no more than 4 sub points. Now that you've written down the points you want to say, rewrite the message so that your audience wants to hear what you have to say. This applies for business meetings and job interviews. Keep these points 'important' to you audience.

For example, you need the kitchen to reduce wasted food. You craft an excellent motivational speech with some solid solutions. The kitchen staff only hears that you are making their job harder. When this happens repeatedly the conflicts increases, and the amount of food wasted in the kitchen may not be reduced.

  • Step #2 Do Not Be Emotional

Once you create the blue print you can direct the conversation without becoming emotionally involved. This is especially important when you need to avoid defending yourself. Do not own the problem. Do you need to eliminate the problem or the consequences of an action, which caused a problem? Think carefully about this.

  • Step #3 Connect to Your Creativity

This may seem impossible in a job interview, and it can be, unless you practice. What you need to understand is that there is a difference between creativity and 'making something up' Your creativity is what inspires you. It is your motivation.

Your creativity is what gives you the power to make things happen. Just think 'Steve Jobs'. He says 'creativity is just connecting things' He turns ideas into tangible products. You are a product that needs to be sold. Your consumer is the person you are talking to.

One Mistake that many people make is only focusing on the practical application, but later it became part of the fonts on Mas which caught people's attention.

  • Step #4 Learn to Say No

In American culture the person who has the power to say no, is the person who is in charge. If you want to psychologically tip the balance in your favor then you need to learn 'how' to say no in a way that empowers you without creating negative consequences.

This can also include knowing when to say no. A smart manager learns how to negotiate and take control without needing to start a fight.

  • How to Apply These Skills in a Job Interview

If you can master these things communication skills then you will be able to control a conversation.

Once you can do that you will be able to enter a job interview confidently. You will be able to handle the most stressful questions, and face the most devastating problems without being bullied or forced to defend yourself.

Once you can do this you can avoid excuses in the job interview, and your new management career.


Top 5 Behaviors Restaurant Managers Share

If you are looking for a job as a restaurant manager then you need to highlight your personality on your resume. Successful managers share the same skill sets and behaviors.  

Restaurant Managers Need a Strong Sense of Empathy

Effective leaders know that the best managers are those who incite others to follow them. They use empathy and social skills to build a following. Fear and control have no place in a restaurant team. 

Restaurant Managers are Naturally Justice and Fair

Many manager Candidates may wonder why Recruiting companies and Head-hunters continue to talk about personality tests, being just, and communication skills when they are not evident in so many restaurants.

A person who is empathetic and works to be just is the type of person who is going to take the investor’s seriously. They are not going to become lax and abusive to the staff. A smart recruitment professional isn’t going to focus on the good. They are going to unearth your personality when things went wrong. 

Restaurant Managers Have a Strong Sense of Responsibility and Accountability

A manager may be low on their Career Development Curve, and still land a good job. How? By showing that you have a high level of accountability.  Look at this from the point of view of the restaurant owner. You have dreams. You have plans. Some of these may take months, or years, to execute.

How can you know your team is ‘on board’ if you can’t trust your manager to be honest and tell the truth. How can you find where the problems are if your manager is hiding their own mistakes. If they do that, then they will let their team do that.

Next thing – a business owner is abandoning profitable, strong campaigns based on other people’s mistakes and bad information.

The best restaurant managers are hands on people. They are willing to step in and take over any position on the floor or kitchen – with a smile.

Restaurant Management Candidates Have a Strong Sense of Courage

A restaurant manager with courage doesn’t need to tell people that a task can be done, and done successfully. They have already accomplished the task, worked out the kinks, and come up with a great plan for success.

A courageous manager will be at the front desk, and loading the dishwasher. They won’t tolerate toxic communication or back biting among the team. They are not afraid of letting others take some responsibility, advance their skills, and move up the ladder.

Self-Control is a Learned Behavior and Important for Managers

It can be very difficult to show self-control on a resume, or in a job interview, without revealing things that went wrong in your last placement. This is where courage comes in. This is why we suggest that managers document everything. Create ‘plans of action’ so that when you become a Restaurant Management Candidate you will have the proof to back up your claims of courage and self-control.

Effective Planner

 “The failure to plan is planning to fail. It is attributed to Joe Paterno, a famous American football coach born in 1926. Any leader wishing to succeed as a restaurant manager must plan his work, and then work his plan.


Will You Relocate for Hospitality Job?

The common belief has always been that you need to go where the hospitality jobs are if you want an upwardly mobile career. Generation Y is challenging this belief. A greater number of younger career minded professionals are choosing location, relationships, and social relationships over a career advance that requires a change.

While this trend appears to empower the employee, there is a growing number of professionals who later regret their choices. Just Google "Regret Turning Down A Job" and you will see the evidence.

These are some hurdles you need to consider before that job offer comes in.

The 47th Atlas Relocation Survey has some interesting factors to consider.

For the first time in seven years, this factor inches ahead as the top reason for relocations overall. Lack of local talent is the top external factor, similar in weight to company growth (44% vs. 46%). Economic conditions (30%) and the real estate market (23%) decline slightly, falling within historical ranges for economic recoveries. Only small firms weigh local talent shortfalls  more than company growth (43% vs. 35%). Generally, external pressure seem to be lessening. Company growth as a driver remains muted and is markedly below levels seen in previous periods of strong economic growth across company size, but most substantially among small firms.

Smaller companies tend to have higher relocation percents (1-9 employees=41% relocation). Lack of talent is the #1 reason.

The biggest hurdle is real estate. The average company only gives people 2 weeks to determine whether they want to relocate. This can be devastating if your move requires you to sell your home. Your new job may not cover you current living conditions, and renting an apartment in the new city until the housing situation is sorted out.

The best solution is to discuss the option of moving before the situation arises. Make a list of pros and cons and then create a plan of action. Discuss all the hard questions now.

Some Brainstorming Tips To Get Started:

  • Take a good hard look at your life goals
  • Where do you want to be in 5 years? 10 years? What are your social and financial goals? Will your current job help you reach these goals?
  • Find a location where the economy, real estate, and social fabric allow you to meet these goals?
  • Where do you want to retire? Have you considered moving there now?

Find a hospitality recruitment company you trust. Recruitment companies can help you find the jobs that are not posted. They represent companies who are hiring and can connect you with a recruiter in your desired city.

Take a look at hospitals, schools, and roads where you would considered moving. Create a spread sheet. List at least 20 destinations on it, from most favorable to least. If your recruiter offers you a job then it is good to have your data at a finger tip.

One thing on your chart should be an expected gain, or loss, of the price of your home if you move. A new job with a big pay increase might be offset by a weak real estate market, resulting in a loss.

This is also a great way to ensure that your family is on board.

Do you have realistic expectation. We have the tendency to think the grass is greener on the other side of the fence. Preparing ahead of time provides a cooling down period. You may realize that the move will not be a good long term move.

On the other hand, you may start to realize that you can sell your house high, buy an equal house for less, and generate a profit by moving.

Preparing ahead of time gives you the opportunity to holiday in you top choices. Take a day or two to look around. Do you like the standard of living? Do you like the social fabric of the area? Is this the neighborhood you would live in?

You have time to follow the news,follow local blogs- find out if the city really meets with your expectations. Sometimes the marketing and 'image' of a city far exceeds the reality and lifestyle of the residents.

What are the top 10 hospitality companies you would work for.

As time passes your brainstorming will turn into a plan of action. Then when you are offered a job, 2 weeks will be more than enough time to make your decision.


Unsure Why You Were Shut Out of the Hiring Process

One of the most frustrating aspects of the job hiring process is applying for jobs that the job interviewer does not believe you're not qualified to hold. In many cases, you may have already held this job position. You can do the job. There are many restaurant managers trying to move up the career ladder without understanding why all the doors shut in their face. Why they never receive a follow up after the job interview.

The most obvious reason, you cannot communicate your skills effectively.

In the professional world people who are at the top of their career share the same behaviors and skill sets. You may be able to do the job, but after failing to answer a series of questions properly then the job interviewer will write 'not qualified' on your resume.

As a Career and Performance Coach I have talked to many professionals. The same problems always come up.

On The Job Experience and Hit The Ceiling

There is a job ceiling in the hospitality industry. If you are trained on the job, it is fairly low. This is because most people who learn on the job develop some mindsets that make it difficult for their career to advance.

1.)  I Don't Have Time to Network

  •  Professionals associate with professionals. This is why the person who uses a recruitment service like will land a job quicker than someone who uses a job board. The  greatest source of mentoring and learning is from your peers. How will you know, what you don't know, if someone doesn't help you see your limits.

2.) No time for Education or Upgrading

  • Education is power. It gives you the tools needed to improve your performance. The moment a recruiter sees a resume with no upgrading or education on it they see someone who may resist being mentored or taking courses assigned in their new job.

3.) Poor Communication Skills

  • It is very difficult to manage effectively without being able to communicate. Inability to communicate damage performance at every level. At the bottom there is increased turnover due to team frustration, and wasted time and energy. At the upper levels it is important to be able to succinctly highlight the improvements and increases in revenue, or decreases in expenses in a manner that general managers and investors will understand.

Degrees and BS but Cannot Get Past Entry Level Jobs

This professional knows 'what' to do. However, they have not learned 'how' to do the job. They are full of information but lack the practical skills needed to turn theory into real-world solutions.

  1.  Hiring managers fear putting this person into a manager's position. New management candidates do not understand that not everything in books translates to the restaurant floor.
  2. Students have spent 3 or 4 years sitting at a desk reading and typing. The restaurant manager job is a high stress job that requires physical endurance and a lot of patience. Working at a summer job may not prepare you for a position as a restaurant manager. The question is, can you do the job?
  3. Lack of connections. Face it, connections make the job easier. Do you know the best place to buy vegetables, or which contractor will work hard, fast, and for the lowest price? Do you know where to hire local help if someone quits without notice? These are the intangibles that you cannot learn in college or university.

5 Tips-Be the Only Candidate for a Restaurant Managers Job

Here are 5 tips that will position you so that your resume will stand out from the crowd. Since the economy suffered a downturn the competition for each job has skyrocketed. Most of the applicants are not qualified for the position. But that still leaves a large stack of resumes from qualified Candidates. This is especially true for restaurant manager's job.

The hospitality industry is one of the most difficult and rewarding industries in North America.

1) Under Promise and Over Deliver

  • If you cannot formally hold a position then fill any void you find informally. If the company you currently work for doesn't reward you for this initiative, then you are positioned to impress a different company.
  • Another way to under promise and over deliver is to offer to solve one problem in your current restaurant, and by the time you are finished, you have solved three. This is an excellent addition to any restaurant resume.
  • Just be careful about using this in a job interview. Modesty needs to be backed up with a 'too good to be true resume'.

2) Master Social Networking

  • It is important to develop mutually beneficial relationships within your circle of peers. Successful professionals not only move up, but not move out. They see networking as a way to position themselves for potential opportunities.
  • But true networking goes both ways. If you are only taking, then you are missing the biggest opportunity. The best way to prove that you can make things happen- is by making things happen.

3) Become an Entrepreneur

  • An entrepreneur uses an entrepreneur's mindset, skills, and behaviors within an organization to develop new, innovative ways of increasing the bottom line, solving problems, and helping the company grow.
  • Entrepreneurs understand corporate social responsibility initiative. The are ace's at developing new procedures and then can elicit the support of key stakeholders. They have passions, do their homework and set themselves up to succeed. When they start a project everyone has a visual of the clearly defined criteria for success. Then the deliver.

4) Kill all Negativity

  • People want to work with happy people. People want to work with 'givers'. They want to work with people who are interested in promoting 'everyone'. No one wants to be on 'your' team. They want to be on a mutually respected team.
  • There are several reasons for this. The first is simple, 'If you are not the solution, you are the problem.' There is enough drama in the workplace. There is enough Toxic Communication and back stabbing. Every 'spat' and every 'fight', even simple gossiping all costs a restaurant time and money. It can ultimately effect the attitude of workers, and ruining the restaurant's customers service.
  • A little negativity can cost a restaurant- Everything.

5) Coach

  • It takes years to become a coach. However, that doesn't mean you can't learn the basics of coaching and negotiation. The skills a coach uses can translate into powerful management and job seeking tools
  • Coaching will teach you two powerful tools-asking, and listening. It is easy to say 'ask'. When I am in a coaching seminar I receive a room full of 'nods of approval' when I'm talking about asking, but then the seminar ends and I ask if there are questions. The room is silent.
  • It is difficult to ask questions. We don't want to appear rude. We don't want to offend people. We were raised to be polite and respectful.
  • If you can ask questions then you can engage people. If you listen you can get people to emotionally commit to a project.

These tips are designed to help you take a restaurant manager's career to the next level. They are a 'starting point' that can help with career development.


Sacrfices You Need To Make to Advance Your Career


Job Interview Tips-Show How You Build Trust

Almost every restaurant management candidate wants to impress the job interviewer, or recruitment professional. One of the most important methods is to discuss your well-honed, constantly upgraded, team building skills. The HR managers running the interviews soon become numb to the claims.

Restaurant manager’s need strong team building skills. They also need some tangible way to show your skills on a resume, and discuss them in a job interview. To successfully increase performance in a restaurant it is important to build trust between the executives and your management team, as well as the people on the floor.

The recruiter understands this, but they are looking for Candidates that also build trust between the staff members and the executives. This can be the most challenging and draining part of managing a restaurant.

“A team who doesn’t trust can never be a team.”

Your profit and performance numbers can be great. Your portfolio may have some amazing gains, but there will be something intangible missing if you don’t develop your team’s talents and passions.

If a manager cannot build trust in their team then they can’t include the results of employee teamwork exercises because they will reveal the problem. So the manager goes into the job interview without solid data showing their ability to manage a restaurant.

Why is trust so important?

Recruiters can separate management hopefuls from true management candidates by the answer to this question. 

·       Trust is essential for sharing knowledge. If your team members trust one another they are more likely to share knowledge and share information openly.  They will have more involvement in the success of the restaurant.

·       Trust is essential to collaboration and performance. If your staff wastes time covering their tracks and protecting their interests then they have less time and energy to focus on the consumers.

·       Trust solves problems.  When team members know that their input is vital they will share concerns before they become problems. They will also take responsibility for performance. They are more likely to offer solutions to problems.

Strategies for Building Trust

Managers cannot build trust. Leaders can.

1.     Lead by example.

a.     Show your team that you trust them and that you trust management. Team members are always watching and taking cues from you.

2.     Communicate

a.     Encourage talking in an honest, meaningful way. Sitting around for coffee and ‘appetizers on the house’ may do more for moral and performance than 100 motivational speeches.

b.     Make sure that everyone knows what is expected of them. Define a team charter. This gives everyone a purpose. They know the boundaries. They know if they gossip and stab someone in the back that they will lose their job. They also know that their ideas and suggestions are encouraged and can lead to a bonus or perk.

c.     Let the team ask questions and offer ‘real’ answers.

d.     Meet regularly

e.     Spend time face to face

f.      Demonstrate that open communication is important by taking action immediately after accepting an idea.


Job Interview Tips-Improving Employee Performance


Interview Tips-Overcoming a Lack of Confindence

One of the most frustrating parts of the job interview journey is the advice from well-meaning friends. The condescending advice given is neither constructive or helps you improve your performance next time.

“Get over it. Just keep trying.”

“Just imagine them in their underwear.”

“We’ve all had bad job interviews. No big deal.”

“Keep practicing. You didn’t want that job anyway.”

Patronizing words of advice will just increase your stress level. The secret to a successful job interview is to appear confident. But most of us do not know what ‘confident’ looks like in the real world. Our perception of confidence may be misinterpreted by others.  In the job interview we try to exhibit behaviors that are unfamiliar and send unintentional messages to the interviewer.

The reality is, no one can tell us what ‘our’ confidence should look like. When we fake it we end up appearing arrogant, self-absorbed, or even confrontational.

So how do we fix this problem?

Research What Confidence Looks Like

It is amazing how many professionals are not interested in finding out what other professionals in their field act like.  They consider networking a waste of time. They dismiss body language. They are so disassociated with their body language that they lose a major part of their ability to communicate.

Professional Career coaches tell their Clients to visit restaurants. Pick the restaurant carefully. Make sure it is visited by the type of people you are trying to impress. This is not a onetime task. Management Career Development requires behavior modification. Become the best manager.

Behavior isn’t a set of tasks you need to learn, it is a mindset. It is method of dealing with problems and communication.

The Behavior Behind Communication

The coffee shop task is designed to help professionals master several coaching techniques at once. Develop these skills and confidence will become part of your behavior. Confidence is not something you develop, not something you feel.

Confidence is communication. It is the ability to communicate your ability to solve problems and handle stress. When you are at a coffee shop frequented by professionals you’ll eventually start noticing little things in their behavior.

Communicate Confidence By Listening

The root of all communication is listening. When people panic they talk. The more stress felt, the faster they talk.  A confident person has the patience and experience to let others tell them what the ‘real’ problem is. If you learn to listen then you can confidently ask the job interviewer what information they are really looking for.

Learning to listen is the foundation to appearing confident. But it takes a lot of effort to learn to listen.

Not all listening is the same.  Active listening gives the impression that you care without acting overt or condescending. It is more of an art than a science. The best place to learn this is to watch managers have lunch. Watch their body language when they are relaxed.

Communicate by Body Language

Everyone has heard of secret organizations with private handshakes. This is a way of identifying each other. You’ll see this tribal ritual in every aspect of society, and every level of the career development ladder.

It doesn’t take a psychologist to identify a professional waitress from a woman who wants a job real bad. The waitress ‘has moves.’  Managers have the same secret signals. In fact there is a personality type drawn to the hospitality industry that is easily identifiable.

If you learn this body language ‘on the job’. It is a marketable asset. So if you want to get a job in the hospitality industry then don’t try to be someone you are not. Trust yourself, and be yourself


How Restaurant Managers Can Impress Recruiters and Hiring Managers

All restaurant management candidates, and in fact everyone in the hospitality industry, know that team building and collaboration is the secret to landing a good job and keeping it. It is vital that job seekers make sure that they can satisfy any questions asked in the job interview.

There are the standard questions asked in any job interview. A good manager can offer great information and data. They may come armed with employee evaluation programs they designed, and charts showing how they decreased turnover or improved performance. They may even have great motivational strategies and development programs but still not land the job.

Successful restaurant management candidates have something more in-depth. There are a few things that professional managers know which newer candidates won’t know. These can make the difference between landing a job and spending another month going to interviews. 

Get To Know The Team Personally

How much credibility does your stories about team meetings and programs have if you use generic terms, instead of people’s names. One way to build trust is to encourage your team members to see each other as people.

Give them opportunities to open up, and make sure that their lives are valued. Know when a school PA day is coming up and ask if anyone needs the day off. Balance this by making sure that the people who cover the PA days receive a perk – like a 4 day holiday or a long weekend off.

Don’t Place Blame

Mistakes and disappointments are part of business. Making a big deal or punishing mistakes will make employees afraid of taking risks that can be profitable for the author. When everyone starts pointing fingers the workplace becomes toxic. It lowers morale, undermines trust, and lowers productivity.

Good managers encourage everyone to think about the good, and bad, in a constructive way. Everyone needs to take responsibility and work towards preventing the mistake in the future.

Discourage Cliques

Managers can create cliques without intention. Even when cliques are just groups of friends with similar interests they can damage the effectiveness of a team. They also can create trust issues. Cliques by nature are self-serving.  This can cause problems when you need a team to pull together in a crisis, especially if one clique feels they are being discriminated against.

Active Listening

Coaching and negotiating skills are vital for effective team management. The strongest skill learned in these disciplines is active listening. The power of ‘active listening’ is so strong that you can actually call it manipulation. 

Sometimes just stopping and listening, then responding proactively to the conversation can advert a possible problem.


Seeing potential and offering a way for team members to improve their skillset, lifestyle, and work environment is a powerful way to motivate a team and build trust.  Keep training volunteer, and offer incentives and perks for finishing training.

New Employee Orientation, Learn at Lunch, and Cross Training are only three of the programs being adopted by corporations across North America.

When in a job interview make sure that you touch on these ‘advanced team building skills’. Take your game to the next level and give the job interviewer answers and topics she doesn’t hear 50 times a day.


How Much Will You Sacerfice to Land a Hospitality Job

Are you willing to sacrifice what is needed to fit the stereotype?

Will you sacrifice weekends to upgrade your education?

Can you putt off a new car, or upgrading your house, if it means positioning yourself for a better job?

Knowledge is POWER. If you understand this, then you will understand why some people are promoted while more experienced and capable people are overlooked. For example: studies show that being overweight can reduce job prospects.

Will You Change Your Appearance For A Job?

"Participants viewed a series of resumes that had a small photo of the job applicant attached, and were asked to make ratings of the applicants suitability, starting salary, and employability," said Dr. O'Brian. "We used pictures of women pre- and post-bariatric surgery, and varied whether participants saw either a resume, amongst many, that had a picture of an obese female attached, or the same female but in a normal weight range following bariatric surgery.

"We found that strong obesity discrimination was displayed across all job selection criteria, such as starting salary, leadership potential, and likelihood of selecting an obese candidate for the job."

This can also include dressing for the part. The first step is to learn what your prospective new employer considers the 'right look'. You don't want to appear in a power suit for men. or heels for a woman, to a restaurant where the motto is 'roll up your sleeves.'

Will You Change Your Attitude?

We grow up believing our attitude, beliefs, and 'feelings' are what makes up our personality. This is not true. Many people are shocked to discover that most of their beliefs and attitudes are taught by parents and peers. When coaching professionals the realization that they've spent years being someone they were told to be, and believe what they were told to believe is a liberating experience.

This doesn't refer to religious or social beliefs. It is the belief system that determines whether you feel powerful and confident, or whether you feel you deserve a job. If your beliefs and your perceptions do not match your 'real' personality then you may complain, refuse to take risks, and feel depressed.

The first response to this question is "No, I will not change." But many times the change frees and empowers you. The life changing power of assessing your beliefs with a properly trained coach can turn you from a struggling middle assistant to a powerful, confident, and effective manager.


Eliminate Tolerations-Eliminate Obstacles

Most professionals do not know what a toleration is. This ignorance doesn't diminish the fact that tolerances are the #1 career sabotaging obstacles.

What is a tolerance?

These are the small things that we allow to creep into our lives. The symptoms of a tolerance are:

  • Increases stress
  • Wasted time
  • Frustration
  • Poor performance
  • Missed Opportunities
  • Conflict in the the workplace
  • Poor communication
  • Missed deadlines
  • Fractured plans
  • Unrealized goals

Tolerances do not need to be big to cause problems. In fact, a few dozen small, overlooked tolerances can cause more problems thank two or three major tolerances. To overcome these tolerances it is important to fully understand what they are.

  • Have you ever looked for a pen?
  • Have you searched the kitchen for your keys when it was time to leave for work?
  • Did you waste 10 minutes before a meeting
  • Do you have a assume that people want to hear an excuse?
  • Are many of your projects ruined or made less effective by other people?
  • Are you organized. Is your work space organized?
  • Are you always looking for things you 'put down'?
  • Are there things you don't have time to finish?

It Is Time To Lighten Your Load

You have the power to change your life, one tolerance at a time. It may be something simple, like putting a ring on your keys so you don't need to search for a key. It might be something simple like cutting out one coffee a day, saving 10 minutes instead of sitting in the drive through.

It might be major, like improving your negotiation skills so that you can 'get to the point' in half the time. Or, it may be learning how to reduce the number of conflicts and arguments you waste time trying to diffuse in a month.

How to Avoid Confrontational Tolerances

Do you ever do any of these 7 common ineffective behaviors:

  • Avoid situations by avoiding encounters with a toxic person.
  • Do not give people the power to frustrate or anger you.
  • Avoid toxic communication. Do not gossip, or berate another person.
  • Do not waste time focusing on people, their problems, behaviors, or weaknesses.
  • Use sweeping generalizations or hurl personal insults in an attempt to get your point across e.g, you always, you never, you should.
  • Deal with your own issues instead of wasting time trying to get other people to do things your way.
  • Be willing to look critically at your own position or behavior and how it's adding confrontation to the situation.

One of the best ways to overcome confrontational behaviors is to learn how to stop causing confrontations. When we stop causing confrontations and extending problems then you give yourself the power to reduce time wasted arguing. This gives you more time to find a solution.

These are a few simple strategies to help you eliminate tolerances from your life.


5 Mistakes that Sabatoge Management Career

Careers don't happen. Successful careers are the result of careful planning, positioning for advancement, and continued upgrading. Managing a career can be as time consuming as the career itself.

Too many professionals ignore their career until the become a job seekers. The job hunting market is no place to learn how to land a job. This type of career development bounces the manager between survival zone, panic zone, and when they land their next job, they return to their survival zone.

To succeed in the hospitality industry general managers and restaurant managers need to push out of their comfort zone. This involved more than becoming your biggest fan and advocate. It involves taking a hard look at yourself, and fixing what is ruining your performance.

1. If You Are Not Growing You Are Dying

Managers know this is true in the business world, but it is also true for managers. If you are not continually improving you skill set and honoring your strengths then you have nothing to 'sell' when you look for a new job.

For example, Look at the two following excerpts from resumes:

  • Good communication Skills
  • 2 Years improving my communication skills 

          ** Read 4 books on '4 types of communication.'
          ** Completed an active listening course
          ** Completed a seminar on body language 

The above are two examples that show the difference between someone who takes their career and skills seriously.

2. Initiative

There are always projects happening at most companies, right now. This is especially true in the larger hospitality franchises. Joining a team puts you on a leadership radar. More important, it pads your resume, and teaches the skills needed to work with leadership.

Working with leadership, instead of viewing them as 'another department' that has nothing to do with your job, is one of the fastest ways to sabotage your career. Working with leadership teaches you what they view a important. Your skills can be honed to 'give them what they need' to do their job. To grow, you need to know what is going on in the company and what is important.

3. If You Are Not Part Of The Solution, You Are Part Of The Problem

Leadership and upper management have a tendency to view managers in two ways. They are either solving problems and making leadership's job easier. Or they are not actively solving problems, which makes them 'dead weight'.

Just 'doing my job' is one of the top 10 ways to sabotage a career.

But that is only 1/2 the equation. Once you position yourself to be noticed, then document you successes. You need to be able to present you accomplishments and successes, and validate your participation.

4. Four Biggest Networking Problems

There are four networking problems that are sure to sabotage your career.

  1.  Networking in fits and starts
  2.  Not networking
  3.  Taking and not giving
  4.  Giving the wrong 'image' when networking

#1 When someone is unhappy at work they become active on LinkedIn, and start networking. They are two problems with this. First, it lets everyone know you are not happy at work and two, it is kinda insulting to all the people you suddenly become friends with.

#2 When you don't network you lose the chance to 'brand' yourself. Managers are a commodity that can be marketed, whether they agree with this statement or not. Networking is also a skill. It takes time to develop good networking skills. It also takes time to develop relationships that will help advance your career.

#3 One of the biggest mistakes is the net-worker who is only 'in it for themselves.' They have nothing to give, but they are always asking. Instead, be the one that gives. Be the helper in your networking circle. Be the person everyone wants to help.

#4 Image is everything. Managers are hired, and fired, by their image. It supersedes their performance records. Your professional network is there for a reason. It is a career development tool. When you stop networking, you stop growing. A network should include both mentors and proteges. It takes time to cultivate both relationships. And both relationships can pave the way to the next step up the career development ladder.

'it's Just A Job' If you go to work to 'get the job done' and then go home where you live your 'real life' then you are losing some of the best opportunities you never knew you had.
A career is a commodity. It is only as strong as you build it. It takes a daily investment into your life, your future, and yourself.


4 Words that Control Your Career

One question can make, or break, your career. Answering this question has a serious impact on your future.

The question? 'What do you do?"

One simple, 4 letter question, but it is the most difficult question to answer.

  • #1 'What do you do?' vs. 'Who are you?'

Many professionals have a difficult time separating who they are from that they do. The answer to 'what do you do' should be very short. If your answer is 100 words then it is too long.

What you do should also encompass your passions, but it shouldn't focus on hobbies, beliefs, and personal interests.

  • #2 'What do you do' vs. ' What have you accomplished?'

 What you do isn't interesting. What you have accomplished can you mention. This isn't time to brag or become ego-centric. Instead, try to come up with a few 'ice breakers' that interest the listener. Obvious as this sounds, it often takes a few tries to find the answer that peaks peoples interest and initiates a conversation.

What you never want to do is offer a 'stop answer'. These are answers where the only thing the listener can respond with is, 'that's nice'.

  • #3 'What do you do' vs. 'What is your Job'

You are not your job. Once you tell someone you are a restaurant manager they automatically know that you are good with communication, budgets, and managing staff.

'What Answer I Really Want.'

When people ask what do you do, they mean 'What can you do for me'. Instead of saying 'I'm a restaurant manager,' try answering 'I create the best dining experience for anyone who wants more than just an expensive meal.' Another good answer might be 'It is my job to keep our restaurant's general manager from going insane, and to make the investors fat and happy.' Of course, the tone depends on the restaurant's image.

The question 'What do you do' is similar to the questions 'How are you'. The person asking really doesn't care. The question isn't about you. The listener has already stopped 'active listening' before you start you answer. That is why you need something to 'wake them up', and grab their attention.

If you ask this question the stop, it immediately puts everyone on guard. The become wary of your motives. The question is too general. If you want to build trust and relationship then ask specific questions. Then look the person in the eye and actively listen to their response. Carefully monitor your body language so that it tells the listener that you are interested.


S.E.R.V.I.C.E The Secret to Success as a Restaurant Manager

Every hospitality job has one thing in common – success if built on service. As a manager you need to offer the best service and motivate every member of your team to offer better service than the competition.

S ocial

E nthusiastic

R esponsible

V ibrant

I ntelligent

C ourtious

E ngaged

When being interviewed the hospitality recruiter is looking for these traits. These are things that are inherent, or learned behaviors, in any restaurant manager. You cannot fake them. Any good hiring manager or recruitment professional needs less than 20 minutes to determine whether a Candidate is a born manager or just ‘putting on a front.’

  • How to answer interview questions

The job interview is stressful. Even a good manager can mess up a job interview. Here are a few tips to help make the most of your new job interview.

  • Answer Questions Mindfully

There is one rule – avoid answering ‘yes’ or ‘no. The recruiter wants yo to talk. Don’t let the fact that your recruiter is tired of asking the same questions, or tired, cheat you out of a good interview.

  • Don’t Accidentally Send Up Red Flags

Interviews are designed to reveal problems Candidates try to hide. Your responses will tell the recruiter more than they could learn working with you for a week. Here are some of the ‘red flags’.  That is, if you answer. Refusing to answer some questions can bring an interview to a sudden stop. It might be better to carefully script an answer before the interview then to avoid the question.

  • Questions You Should Always Answer:

1.       Why did you leave your last job?

2.       Why have you had so many jobs?

3.       Personal questions that are intended to reveal personal or relationship problems.

4.       Any question that will reveal legal problems in your past.

5.       Questions that define your personality type, or your career commitment.

6.       Whether employee turn over was low, profits increased/decreased, and growth.

  • Keep Answers Short

The tendency is to fully explain everything. A better option might be to offer a few well scripted highlights. Follow this by asking if the recruiter wants further details about any of the topics. What is even better is if you can show documentation, reports (sanitized to protect intellectual property), and even some plans and workbooks you keep for your own use.

  • Attitude is Everything

No matter how stressful, accusing, or difficult the interviewer is remember ‘it is all a show.’ Do not be caught into an argument or debate. Keep calm. Keep cool.  The interview isn’t over until your stress shows that S.E.R.V.I.C.E is not your primary focus.