October 27th, 2014
Many job seekers search the web looking
for the right answers to their interview questions. As a career coach I
understand the motivation, but this is the wrong thing to do.
Each management candidate is a unique
person. They have their own strengths and weaknesses. Their skills sets are
unique to their passions, beliefs, and perceptions.
This goes for the potential employer. A
Hospitality candidate may be coached until they have the poise,
self-confidence, self-awareness, and polish needed to land an executive job
positions – and still remain unemployed. This is because not every restaurant
is looking for a manager like this.
Some jobs require someone who is on the
floor every night mingling with the customers. Others require an administrator
who almost never talks to their team. Candidates need to determine which type
of job they will enjoy and what environment will inspire them.
The hospitality industry is unique in
the fact that it has a ‘perfect position’ for managers at every stage of their
Manager’s Career Development Questions:
What do you feel you
Why aren’t you earning
more at your age?
What did you think of
How successful have you
been so far?
What do you think the
most difficult thing about being a restaurant manager?
What is your management
Please give me your
definition/perception of ____________.
Do you believe you have
top manager potential?
What do you expect from
What do you bring to
Tell me about an
employee who became more successful as a result of your influence?
What was your
starting/final level of compensation?
challenges/problems have/do you face?
What complaints do you
think the people you’ve managed would have against you?
When a recruiter asks the question,
‘What do you think will make you successful in this job? They are not looking
for a list of your skills. What they want to know is whether you see this
position as a career stepping stone, a place to live out your career, or a stop
gap till something better comes along. Your answers are only half of the mix.
The interviewer is also looking to see
whether you’ve been studying and reading. Will you use industry jargon and
‘coaching’ terms? Will you fumble trying to come up with your own answers’? Can
you keep eye focus when answering questions? Do you become frustrated/angry
when asked questions you think are stupid, or do not know the answer to?
October 20th, 2014
Even managers with experience can be
caught off guard by some of today’s Hiring Managers or company reps. The
manager’s ability to handle these questions in a professional and calm manner
can mean the difference between landing a dream job and hitting a ceiling in
It is not the Hospitality Recruitment
professional’s job to prep their clients for job interviews. Management
Candidates need to come to the job seek process ready to enter the job seeking
process. If not, then a recruiter cannot
Career coaches can help but they are
expensive. One way to pass the interview is to have a quick list of interview
questions and develop a list of answers you can rehearse before the interview.
me about yourself?
do you want to work for us?
are your long term goals?
do you see yourself in 10 years?
should we hire you?
do you look for in a job?
long will you stay with us?
resume suggests that you are over-qualified/experienced for this position. What
do you think?
you a good Manager?
you provide some examples?
do you find most rewarding?
is your biggest accomplishment/failure?
experience do you have?
do you evaluate success?
are you leaving/did you leave your job?
are your future goals?
what are you doing about it?
did you ensure the desired outcome?
do you know it happened?
lessons did you take away from the situation?
do you describe yourself as a manager?
would others describe you?
you prefer to work independently or on a team?
some examples of teamwork?
would you handle a disgruntled employee?
do you do to relax outside of the workplace?
you know your boss is wrong, how would you handle it?
has your management philosophy evolved?
is the #1 reason most people fail at management?
have you been unemployed for ____ months?
you easy to talk to?
do you handle stress/pressure?
are your greatest weaknesses/strengths?
has been the greatest disappointment in your life?
are you passionate about?
do people criticize about your?
was the last time you were angry?
would you change if you could re-live your life?
We will discuss questions designed to
offer the interviewer clarity on career development and behavior in our blog
over the next few weeks. To win a job as a manager, and keep it, requires long
term commitment to your future. You are
the product. It cannot be allowed to become out of date or out of style. You
need to prepare for your next job placement even if you believe you will hold
your current position for several years.
October 14th, 2014
You’ve had a good interview. There has
been plenty of time to talk about your past successes and your management
strategies. You’ve been given the opportunity to tell a couple anecdotes and
the interviewer has done a lot of head nodding and asking questions.
But your gut tells you that something is
wrong. If this happens too often, then
work with a recruiting agency who can match you with the right job postings.
There are a lot of articles in the www.geckohospitality.com blog that
talk about job interviews where you make mistakes and how to correct them. This
blog will discuss what to do when you did everything right, but the interviewer
is not responding the way they should.
You may have done something wrong. The
interviewer may be tired. It may be 3:30 on a Friday afternoon before a long
1. Don’t own the problem this will make you
defensive and instead of turning things around you are just digging a deeper
The Interviewer is Not Interested
The interviewer is laid back. They are
actively engaged. They are actively listening. They are very professional. They
are not looking at their watch, but their smile lacks sincerity, their
questions are hollow. They pause, and there is a lack of excitement.
The interviewer may need to ‘think’ over
the next question, and after a long pause they ask vague questions. They may
even ask silly questions to confirm that their judgement of you is not wrong.
2. Don’t take the bait. This is not the
time to jump in with both feet and try to prove that you are the right
candidate for the job.
Did you take the time to establish a
relationship when entering the room? If not, just sit back. You don’t have the
job at this point so there is nothing to lose. Think of the interview as a
conversation. Forget the well-rehearsed
list of interview questions and answers. It is time to take control.
3. Look at the interviewer as if they are a
real live person, not just a stepping stone to your next job.
Sometimes personalities clash. Maybe
this interviewer is looking for a leader and not a manager. There may be
nothing you can do to land this job, so use it as a learning experience. Ask the questions you want answered. By this
point the interviewer has picked up that you’ve caught on. So don’t ask another
question about the company.
Instead try being honest, “I really want
this type of job. What are the most important qualifications needed?” Is this
job about behaviors and personality or success and education? What are the top
three things you are looking for in a candidate?
The interviewer may
brush you off and say goodbye. They may answer your questions. They may even
smile guiltily that you figured them out. Your only option at this point is to
leave on the best possible terms, just in case you are sitting in front of this
hiring manager in the future.
October 6th, 2014
Restaurant management candidates need to
understand what hiring managers are looking for before they can successfully
present their skills at the job interview.
All Qualified Mangers have the same
foundational skill set:
personality and motivational types
developing leadership skills
improving communication skills
evolving problem solving skills
top of the latest conflict management skills
Candidates do themselves a disservice if
they apply for jobs without first learning to manage their own behaviors, and
use life coaching principles on themselves.
If you can’t manage your behaviors and
motivate yourself, then how can you manage others?
There are several benefits to self-management.
The first is the control it gives over your own performance. You will achieve
more goals. Your level of success will increase. Goals will be met and
exceeded. Eventually the time needed to reach goals decreases.
Your interpersonal skills will improve.
You will become the solution, not the problem, in most conflicts. Your
intelligence and strategies will control situations, not your wants, needs, and
emotions. You will respond to crisis, not react to chaos.
A Candidate’s self-management also
reveals their position on the learning curve. A management candidate will not
need to waste five minutes listing all the coaching and motivational courses
they’ve taken. All they need to do is display ‘active listening’ and make sure
their answers reveal their inner growth.
A person who has moved through the five
stages of inner growth doesn’t need to tell the interviewer that they’ve
learned time management skills. Instead, they can show that they reduced the
time needed to solve conflict by 10% in their last workplace, or they
eliminated some problems that plagued their last restaurant.
A Candidate who has learned self-management
doesn’t see themselves as a person who is trying to win a job over other
candidates. They see themselves as a ‘bundle of resources and skills’ that are
needed, somewhere. They outgrow focusing
on what they do, and start focusing on what they accomplish.
You are no longer a ‘restaurant manager.’
Instead you are an asset at that restaurant who can manage yourself and take
control over your own performance, but the performance of others. There is
purpose to each task. There is an outcome beyond getting to the end of the day.
The Job Interview
It is worthwhile to invest in self-management
even before looking for a new job. This is a skill set that can be taught very
quickly but needs time and experience to develop. When it is developed you don’t need to type
it in bold on your resume. It will come through in what you talk about, and how
you talk about it.
September 29th, 2014
Filling a restaurant management job is
one of the most difficult of any hospitality jobs. The restaurant manager is
the one who takes the owner’s goals and turns them into reality. The restaurant
manager is the one who deals with staff, customers, and late shipments or
incomplete orders. They can make or break a restaurant.
This is why the job interview is so
important. But many management candidates go into job interviews without
understanding the purpose. They leave feeling they had the best presentation of
their lives, but lost the job. They didn’t lose it because they were
unqualified, but because they didn’t realize why the job interviewer was asking
specific questions. They missed the nuances and didn’t read between the
lines. This left the interviewer with a
wrong perception, and cost the candidate their job.
Is The Management Candidate Lying?
Hiring managers have a lot of experience
wading through charisma and resume stuffing. They know you want the job. Don’t
waste your time telling them you want to work for the company. You wouldn’t be
there if you didn’t want the job. Pay attention to what the interviewer wants
When you are asked questions do not be
vague. Use details, times, places, and people’s names. A lie is often shrouded
in a lot of talk that says nothing, and is vague. In fact, if you can produce a report that you
wrote highlighting your project and its success, complete with contact
information of your superior, then you have totally diffused the situation.
Is the Management Candidate Masking?
Masking is a behavior created to hide
our weaknesses. Liars and alcoholics turned masking into an art form. It is the
interviewer’s job to see if the behavior’s outlined in the resume match those
you express in person.
This is where mirroring and playing
sales games can work against you. What you may see as a good sales technique
the interviewer may see as a masking technique to divert attention away from you
and hide your true behaviors by mimicking someone else’s.
Answering a question with a question can
also be a form of masking. You are trying to divert attention away from
yourself by giving the interviewer the chance to be the center of attention.
What is the Interviewer listening to?
If the interviewer is paying most
attention to you when you are bragging about how honest you are, then it is a
giveaway that they do not believe you. The internet is full of articles telling
job interviewers how to test the Candidate. The Candidate should use the same
body language cues, swallowing, and diverting eye signals to gauge the
interviewer’s true thoughts and feelings.
September 22nd, 2014
The business world creates new problem solving
theories every year. Management training and practice evolves yearly. This can
make it difficult for manager to keep up. If you’ve been in a management position
for a long time and are just returning to the work place you may find the new
interview questions and practices daunting.
Instead of listing your accomplishments and work
history, employers want to know if you are “up to date” on your people management
skills. In short, they want to know if you are going to be a problem, or if you
are binging solutions to the team.
As coaching evolves in the work place so does the
level of behavior management skills a manager needs. One new trend is to
separate the problems and the behaviors. No one is a problem, instead, managers
are encouraged to listen and find out why the problem person is behaving in the
manner they are.
This is called mind management, and it can solve a
lot of problems. One thing that managers are learning from coaches is that
listening can divert social and personal problems before they start. Most
problems are diffused by making people feel that they are important enough to
How to Use This to Land a Management Job
Hospitality job candidates have more pressure to
adopt these new practices. In the resume they want to show the recruiter that
they have been keeping up. But what is more important is showing that you’ve
mastered the skills needed.
This is one reason for the unique and often absurd
interview questions. The interviewer is providing an opportunity to show off
your management skills.
Mind management is little more than negotiating.
Once the basics are learned then a manager possesses enough skills to manage
the average team. Showing this to an HR manger can be more difficult.
How To Show You’ve Mastered This Skill
You can say nothing that will impress the recruiter
as strongly as your body language. Show your skills.
- Do not mirror and patronize the recruiter
- Do not be in a rush to answer every question
- Do not let your eyes dart to the left or right
- Do not let the interviewer goad you in to reacting
to the situation
- Turn the conversation around and ask the interviewer
questions that are pertinent to the job
- Respect the interviewer’s time and focus on giving a
strong, revealing, answer. No one wants the smart, humorous answer. In fact,
this can be interpreted as stress and fear
- Let things develop on their own. Use patience. Don’t
try to push the interview
- Do not be afraid of sitting quietly for a moment. Just
make sure you take advantage of active listening. You don’t want the interviewer
to believe that you’ve lost your train of thought.
These are only a few ways that you can show that you’ve
learned to control your mind, the first step needed to convince them that you
can use mind management to control any situation.
September 22nd, 2014
One of the most difficult aspects of the
job interview is trying to be everything for everyone. Trying to land a
hospitality job, especially a restaurant management job, can be difficult. It
is more difficult when you are trying to be something you are not. This can
actually cost you a job.
Landing a job is like winning a race. It
takes hard work, lots of pain, and the willingness to push yourself harder than
You the Person - You the Manager
Not every manager needs to be a team
player, a good strategist, a visionary. If you are not, don’t pretend to be. If
you would rather sit in front of a computer instead of engage in small talk
then say so. Honesty is the best way to land your dream job.
There are management jobs for
introverts. There are management jobs for people who are good with numbers. The
first step is to identify your strengths and weaknesses. Once you have a list
of these, put the list away. In one month write it again. Then put it away. In
one month write it again then bring out all copies. You’ll be surprised how the
list changes as you become more aware.
- Once you have your list of strengths,
make a list of what you want in your perfect job. Then ask yourself what you
- Do you want a simpler lifestyle?
- Do you want a slower pace at work?
- Are you a number cruncher?
- What are you willing to give up and what
are your nonnegotiable items?
Once you have settled on a goal then
stop passively pursuing it. Look for a recruitment firm. Take your career
Robert Krzak, head of one of the top
Hospitality job recruitment firms in the United States, http://www.geckohospitality.com, talks about the
number of candidates who visit the website but are not committed enough to fill
out a form and apply for a job.
The fastest way to fail is by trying to
embark on a passive job hunt. Many people are satisfied with the project of
looking for a new job, but they never actually try to get a job. In many cases
this is a life coaching issue. They have misguided beliefs and fears that
prevent them from applying. The belief is that if you don’t try then you won’t
need to deal with rejection.
The second place that many people
sabotage their career goals is by being too inflexible in their
negotiations. It is important to
negotiate for a job that fits your needs, but going for more than you need, can
cost you the job.
When negotiating avoid being bitter or
resentful. Any negative feelings can turn off a prospective employer. Even if
you left your job due to a stressful or unfulfilling work environment it is
always best to look forward.
Remember to do your homework before
going to a job interview. Negotiation isn’t the place to decide that you need a
few days to research the establishment.
Being unprepared can cost you the job.
Are you serious about finding a job?
Even someone who is unemployed may not be serious about their next job. Of
course they want to pay the bills, but that is not always enough to motivate
them into aggressively searching for another job.
If you are one of the job hunters who
are passively waiting for a job to come along then take action. Contact a
recruiting firm that focuses on your niche. Then, read a few coaching books.
When an athlete wants to win they train hard. Those who are most prepared and
ready to win, stand in the winner’s circle.
September 15th, 2014
The internet is full of generic,
general, articles that tell you the ‘catch phrases, which are promised to make
you a good manager. Unfortunately, you can read these articles for weeks and
all you will learn is what you need to learn. You will not learn how to make
the transition from your current job position to the management position you
dream of holding.
So what are the 10 REAL things you need
to become a good manager
Learn the art of coaching. As you study
under a reputable school, supported by the International Coaching Federation
ICF, you will learn how to use the skills needed to motivate people. In fact,
you’ll learn the skills needed to help your team members grow into emotionally
healthy, satisfied – and loyal – employees.
One of the most frustrating parts of the
job hunting process is learning in hind sight. There are management terms and
theories that you may have, but you’ve never learned how to articulate them.
You walk out of interviews knowing that you missed something. You were one
question away from landing the job. But you just can’t put your finger on the
3. Self Analysis
One of the best ways to analyze other
people is to learn how to analyze yourself. Once you learn how to change
negative behaviors, and improve your performance then you’ll be able to
motivate others and build a stronger team.
4. Look Outward
Most people are self centered, by
nature. When everyone is focused on their own desires and needs, the team
suffers. A good manager learns how to create a team, and keep focused on every
The better you communicate the more
authority you have. There are online courses that teach grammar and
communication skills. Practice, until you find you are talking in complete
sentences and using the lingo a manager would use in the hospitality industry.
6. Manage Money Like a Millionaire
The rich people learn how to manage
money differently than we do. It is a tangible building tool that is needed to
make things happen. It isn’t a pile of ‘chips’ that are meant to be spent. Once
you read a bunch of financial books, learn budgeting and put it into practice,
and study wealth building, then you will be ready to manage a restaurant. The
benefits will create a domino effect that will impact every level of the
7. Develop your ethics and beliefs
A manager’s ethics are put to the test
every day. If you do not live by your ethics, you will be found out in the job
interview and loose the opportunity for landing your dream job.
Your beliefs determine what you expect
from yourself, your colleagues, and what you tolerate. Weak beliefs can be the
only thing holding you back from your dream job.
8. Goal Setting
If you cannot set goals and learn the art
of project management then projects will be started but not finished. Money and
time will be wasted and lost. This skill includes strategic thinking, problem
solving, self leadership, and time management. It can be a daunting skill to
learn, but when handled one day at a time it becomes part of your behaviors.
9. Take Action
There are people who talk and plan.
There are people who do. The trick is learning where to focus your energy and
what to delegate.
If you want to be successful you need to
associate with successful people. Don’t start networking with the belief that
it is about selling yourself. Instead, look at how you can help. Involvement is
one of the best ways to learn.
September 15th, 2014
An unsatisfactory review doesn’t need to
be a career killer. Recovery is possible if you are willing to fight for your
career. First, restaurant management candidates must be careful not to appear
to pass the buck when in a job interview. You don’t know what the references
will say about your last job position, especially if they let you go for
unsatisfactory performance. The best offense is to come clean, be honest, and
highlight what you’ve learned, not where you failed.
Evaluate What Went Wrong
It is human nature to blame someone
else. The hospitality industry is a difficult place to reach goals as the best
plans can be ruined by one or two disgruntled employees on the floor. We’ve all
heard stories where situations out of our control destroyed a manager’s moment
of glory. A shipment didn’t arrive, the flu went through the staff, a freezer
broke, or a snow storm, any or all of these can conspire to ruin what should be
a successful event.
Managers continually work hard, long
hours, only to watch their efforts produce little or no results. The cause can
be priorities or lack of communication, or the staff were unable to perform to
the level needed.
When coming back from a poor performance
it is necessary to work on relationships first. You need to stop people from
creating their own perception of what happened. Leverage what you have. Play up
at what you do. Work harder. Promote better.
Make sure you didn’t become complacent.
Just because you can slack at your current job doesn’t mean you should. Start
putting things on paper. Keep reports and measure success. It could be that the
boss didn’t see a drop in turnover by 25% in the last year, or time wasted
handling conflict resolution dropped 80%. Look for everything, even a reduction
in waste in the kitchen needs to become a part of your focus.
The one thing about reports is their
ability to travel farther than intended, even when blocked by a superior who
doesn’t like you.
Turn It Around? Or, Move On?
You might be in the wrong job. The
workplace dynamics may have changed. Maybe the current employer doesn’t need,
or value, your skill set. In these cases it is a waste of time working harder.
You may never receive the affirmation you are looking for. You may be ready for
September 9th, 2014
One trendy buzz that is not going away is
the ‘personal brand’. It is becoming one
of the most powerful sales tools, and one of the most misunderstood elements of
job hunting. The hospitality job market is one of the biggest trends at the
beginning of 2014. The competition is aggressive, but unfortunately most people
don’t understand what the job demands.
One of the hardest parts of a recruiter’s
job is understanding what a restaurant manager’s job description is. Those
Candidates who feel educated enough to land a job as a restaurant manager are
under experienced and lack the personal skills. Those potential candidates who
do have the skills do not feel they have the education needed to be taken
One of the hardest parts of a job seeker’s
search for a new job is learning how to present your education and skills in
the best light, to become what the recruiter is looking for.
The hospitality recruiters is looking for
confidence, charisma, and the personality to thrive in stressful situations.
The Candidates organizational skills and communication style needs to shine
through. Personal branding is the best way to show hospitality recruiters that
you have everything they need to manage a restaurant.
Step #1: Define Your Brand
The first thing you need to understand is
how to define a personal brand.
Step #2: Keep it Professional
Make sure that your personal life doesn’t
bleed over into your professional life. The biggest mistake is getting your
‘Friday friends’ to join your professional Facebook. A good recruiter will
check out your associates and friends to get a ‘real’ look at who you are, and
whether you are a good risk.
Step #3: Content and Context
Everything you write will be under
scrutiny. Your spelling and grammar will reflect your communication style. Your writing, and lack of writing, will
reveal your passions, dedication, skills, and experience.
Step #4: High Performers Attract High
Take a hard look at your friend’s list. Do
they represent your personal brand?
Step #5: Social Networking Mistakes
What types of pictures are on your Facebook? If it is full of selfies and chatter about your next vacation, or
does it talk about your courses, volunteer work, etc? Are you following industry friends or are you
following the local baseball team?
When a recruiter looks at your profile they
will measure your resume and interview performance by the people you associate
with present and past.
One thing they will look for is whether
your past associates, employers, and managers are on your LinkedIn and facebook
pages. Do you communicate with them?
More important, is your Facebook a place
where you promote yourself and ‘take’ or is it a place where you communicate
and form relationships.
Step #6: Confidence
is something that can only be mimicked for a short time. The unfortunate thing,
if you don’t have confidence then you will quickly reveal that fact. You may
not even realize the mistakes you are making. This is why many professionals
engage a life coach or performance coach to help them create behaviors and
confidence that can endure the strictest scrutiny from a recruiter or hiring
September 8th, 2014
business has a limited amount of time and energy to invest in moving the
business forward. When a competitor’s
investment in marketing pays off, you may find your business suddenly being
outpaced by the other venue’s stellar marketing – and you may see customers
wandering in the direction of your competitors as a result.
What should you
do when a competitors’ outstanding marketing strategy starts stealing your
business? Consider stepping up your game
by applying the following tips:
Analyze your competitor’s marketing
The first step in
figuring out how your competitors are calling your customers away is to find
out what their marketing techniques are.
But merely identifying the methods and copying them isn’t enough. Just like in a game of chess, if you start
one move behind your competitor, you will stay one move behind as long as you
only copy their moves.
copying your competitors’ moves exactly, analyze why your competitors are using these marketing strategies and why customers respond to them so
strongly. When you know the “why” and
“how” of your competitors’ choices, you can address those same issues – but better.
Engage with social media.
offers myriad marketing benefits: it establishes your presence on
well-developed channels, it gives you a flexible communication platform, and it
allows you to hear from your customers as well as to speak to them. When marketing efforts lag, leverage the
communication aspect of social media.
Find out what your customers are looking for, work their recommendations
into your marketing campaign, and make it publicly known that your efforts are
for your customers’ benefit.
Call your recruiter.
between your staffing and your marketing isn’t always intuitive. But great people can improve your business in
myriad ways. Good managers and staff put
a positive “face” on your business, adding an element of humanity and
individuality that will draw customers back time and time again. Talk to your staffing partner about your
company’s short-and long-term strategic staffing goals.
Hospitality, our experienced hospitality recruiters strive to match our clients
with top candidates who know the industry and do their jobs well. Contact us today to learn more!
September 2nd, 2014
These are three behaviors that every
restaurant manager should demonstrate in the job interview. It is important to
focus on social and cultural aspects of restaurant management which have a
significant impact on the staff’s success including negotiation, problem
solving and politics.
However, while the leadership framework
can be taught in any Bachelor of Science or professional development courses,
leadership behaviors need to be learned and demonstrated if you want to land a
Results Driven Management
Effective restaurant managers take
responsibility for results. They learn to demand the truth from their teams,
and build performance on meeting the needs of the team. This minimizes problems
and reveals issues which could sabotage the restaurant’s long term plans.
A good manager may be willing to take
the data management job, leaving some leadership positions open to team members
who will thrive and support others.
The reality of the day to day management
of any hospitality job makes organization difficult. It can be stressful and
frustrating, and the administrative challenges can detract from the long term
projects. Focusing on the end goals are easier said than done. This is why it
is so important to highlight your successes in the resume and job interview.
One of the first things managers need to
eliminate is toxic communication. Is there an employee hand book? Can you
volunteer to write one for the restaurant, and encourage management to
incorporate it into the organizational behavior? Successful execution can catch
the attention of a recruiter or hiring manager.
Honesty is the best way to find out what
the real issues are, and what the real risks are affecting a project. Don’t
fall into the trap of having a stooge. Incorporate a program that gives
everyone the opportunity to have someone listen.
One way to show this is to avoid
corporate rhetoric and political spin. Don’t speak down to the team, and they
will give you ‘successes’ that will make your resume stand out from the others.
Confidence and courage can help you
explain to a job interviewer why a project failed. The ability to handle failure and turn it
into something good is a valuable skill for a manager. In some organizational
cultures the tendency is to avoid reporting bad news. The person reporting the
news may have to face consequences instead of affirmation and reward. Managers
who present a positive and team focused approach to improving results, and can
handle the situation with courage not emotional outbursts, have an advantage.
They are able to broach situations and be listened to in a constructive way,
instead of with fear or disrespect. They also learn of risk long before it is
Being able to show these skills in a
resume and job interview is one way to make your resume stand above the crowds.
It is difficult to categorize all
leadership skills and behaviors needed to land a restaurant management job. A
commitment to customer satisfaction, continuous improvement, stress management,
and focus on quality are only good if the manager is able to present them
effectively in their resume.
September 1st, 2014
people feel that a job interview is a passive inquisition where they must cater
to the interviewer’s whim. If the Candidate is successful then they will be
rewarded with a job. This is not true, especially in the millennium
An interview is a game of chess, you can
either be slowly eradicated, or take control of the interview.
This is by no means an exhaustive list
of possible interview questions for job candidates to ask hiring managers, but
they are questions that demonstrate to the employer that the job seeker is
confident, prepared, and interested in the organization.
Asking questions requires a little
finesse. Approaching the questioning using coaching methods of asking and
incorporating listening techniques will not only help open doors to discuss how
to fit into the company, but it offers an opportunity to show off your
management and people skills.
Some Career coaches suggest waiting
until the interviewer asks, ‘do you have any questions for us? The job interview is a two way street.
Whatever direction the question goes, the Candidate needs to have their
research done if they want to maintain any ‘active roll’ in the recruitment
Make sure when you are asking questions
you include the follow ups:
"Can you clarify what you said about...?"
"Can you give me some examples of...?"
Questions you can ask:
How would you characterize this organization?
What are the challenges I will face in this job
What do you expect me to accomplish in the first
six to 12 months?
What skills and achievements would make me a
success at this job?
How does this company measure success?
What are three key things that really drive results
for the company?
How does this position contribute to the company’s
goals, productivity, or profits?
How do you describe the company’s culture?
What do you think are the most difficult aspects of
the job I’m interviewing for?
10. Based on
the interview, do you have any concerns about my ability to perform the job
that would prevent you from selecting me?
11. What is
the next step in the process?
12. When do
you think you will be making a decision?
Unspoken Interview Questions
are things that the interviewer will see that they may want clarity for, but
cannot ask for. These may include access to your social networking accounts, to
know how many kids you have, how old they are, to know why you are wearing a
cross, or whether you’re limp is permanent. Take a good look at yourself before
going to a job interview. The interviewer will see anything in your dress or
behavior as sending an intentional message.
August 25th, 2014
The competition for hospitality jobs
reflects the aggressively competitive nature of the restaurant industry. The
performance of the restaurant manager can make or break a financial
enterprise. This is why it is crucial
for HR managers to accurately identify the key leadership competencies. Managers who have not landed their dream
restaurant management job may want to refocus their resume.
Listing experience and education doesn’t
tell hospitality recruiters whether you have gone past the core competencies
and have learned to implement them in a work environment.
The resumes that stand out are those
that reveal highly developed leadership skills and behaviors, which support
high performance levels achieved in the resume.
Some restaurants can demand up to 100 leadership skills, but most of
these surround a few specific behavior skills.
Communication in Leadership Competencies
A manager is only as good as their
ability to communicate. Sometimes taking communication courses can advance a
career far more than working on more Business development courses.
Communicating effectively is a critical component in developing leadership
skills in others. This is important to building and maintaining relationships.
Neither can be accomplished when a leader is unable to ‘say what they mean and
mean what they say.’
Negotiating is impossible without the
ability to communicate. This is most obvious when the staff has been motivated
to dedicate themselves to a project, only to have management pull the rug and go
in another direction leaving the manager to rally the staff around another
Goals are not the end result of good
management. They are the tool used to bring the team together. Vision and
direction needs to be visible before it can be implemented. When highlighting
goals in your resume do not focus on the end result, without making sure to
focus on the way it impacted the relationships and improved the team
Does your resume show a team leader, or
the boss. A true team leader develops
others in their team and works constantly to improve their team’s competency
levels. The resume is a great place to show passion for the team.
Teamwork is also defined by following
through on commitments, listening skills, and consulting with team members.
Mistakes are not benchmarks or failures, they are learning tools. The team
members are empowered.
A good manager will use mistakes and
experiences, as well as their team’s skill sets and behaviors to adapt and
change in a fluctuating business environment. This adaptation allows for
fluctuation. It offers opportunity to show many different programs and
situations that support skill development and team leadership when writing a
Leadership Self Awareness
An effective manager needs to learn the
ability to look inward. Their team will not follow one set of rules unless
management expresses them. The manager needs to make sure that their resume
shows personal development, self-coaching, and a desire to improve their performance.
Make sure that your resume doesn’t show
a lot of courses and conferences in a short term time span. Don’t make your
resume look like you just started improving your skill set when you realized
you’d need a new job soon.
Take time to develop your skills where
you are. Make sure you have developed some successes before moving on. Also,
make sure you continue the trend when moving to your next job placement. There
is nothing more detrimental than showing three or four job moves in a ten year
period, with a rush of courses and coaching before every job change.
August 18th, 2014
A promotion doesn’t make a manger. A
manager is not necessarily a leader.
Some people struggle to lead their teams while others simply lead
effortlessly. This is because the qualities of a manger differ from those of a
Restaurant managers need to avoid the
temptation to make themselves appear to be a leader. It is possible to delegate
leadership to team members. The problem with a leader is the fact that they
often have their own agendas. This is
not a quality that many restaurants need in their managers.
A manager is perceived as the one who
dictates what people need to do and what needs to be accomplished. A leader
would be more focused on influencing people through the things they say and do.
Motivating People to Work
Both managers and leaders can motivate
people to work. They just accomplish their goals in different ways. There are two ways to motivate. One is
through reward and cohesion. The second is through coaching.
The typical manager is well organized
and responsible. They have a job to do and it is done to the best of their
abilities. They assume the rest of the team should meet the same standards.
When team members fail they are appropriately disciplined. This may be in the
form of a poor review, lack of advancement, or dismissal.
The leader prefers to teach people to be
accountable. They can be perceived as more social. While they appear to be your
best friend, don’t be fooled. Their primary goal is still self-serving, they
only see you as a tool to reach their goals. If your career develops and your
skill set improves then they see this as a tool they can use to advance their
The manager will prefer to complete
tasks themselves. They oversee everything. The manager is more likely to create
charts and benchmarks. Everything is measured, even people. Everything and
everyone has a value.
The leader delegates jobs. If they train
their team and invest in coaching it is only so each person can take on more
responsibility. Goal reaching is a communal effort. Everything and everyone has
a purpose. The only way to fail is to ‘not get with the program’ and not
support the team.
August 11th, 2014
managers who have completed business studies and have solid experience can fail
to clearly define their personal ideas of a leader. Restaurant Managers may not
land the right job with their resume, if their definition of leadership is not
clearly defined they may find themselves moving from one unfulfilling job to
every manager is right for every restaurant. Not every restaurant is looking
for the same type of manager. No matter what the ‘perfect’ manager may look
like on paper, investors, owners, and general managers have their own ideas and
desires. They may not be best for the business, but they will influence the
type of Candidates hired to fill the jobs.
is why it is vital that a resume be designed to be an honest representation of
what the Candidate wants in their next management job, not what they believe
the hiring manager is looking for.
the countless theoretical explanations of leadership, Candidates can simply search
the internet for a meaning. But this is not in the Candidate’s best interest.
The first step is to determine who you want to buy your skill set. Once you
understand this you are ready to write your resume.
Investor’s Choice in a Management Candidate
investor is looking for a manager who can produce measurable results. They are
looking for successes that can be measured on the quarterly report, and
reflected on the profit and loss statements. The main objective is to ensure
positive growth regardless of the working conditions. A productive company is
based on quantity and quality if they expect to receive further funding and
return from their investments.
definition of leadership is directed towards a person’s ability to ensure the
happiness of consumers and increased profits.
Owner’s Choice of a Management Candidate
restaurant manager will be a self-starter who can work independently. They want
a manager who won’t cause problems that forces the manager to come in on
weekends. They are also looking for someone who can implement projects, without
highlighting the flaws and potential negative consequences of the project.
only concern about teamwork is whether people are going to complain to them.
They may be the ones to focus on education without realizing the need for
experience as a manager and personal skills. Their organizational behavior may
be limited to ‘I’m the Boss. I sign your paycheck. I get my own way.’
Franchise Choice of Management Candidate
hiring manger in a franchise is looking for a flexible team player who has
charisma and can manage an ever changing work force. They may not be interested
in a manager who can implement long term goals as much as they are looking for
someone who can ‘get on board’ with the company’s idea of leadership.
Definition of Leadership
skills cannot be developed overnight. There are countless skills that build on
each other, and each one creates a slightly different management style. There
is no such thing as a ‘born leader’. They are someone who has learned the
importance of leadership skills and have used them to make decisive and
assertive decisions.They are able to take life experiences and use them as
negotiation and management tools.
Without understanding the objective of the
leader, it is impossible to know how a leader works. It is the Candidate’s job
to express this in their management resume.
August 5th, 2014
comes a time in most professionals’ career when their ambition wanes and their
focus switches from goals and achievements to reducing stress. One big mistake
many restaurant management candidates can make when writing their resume is
giving the impression that their career has hit a plateau. This can be an unintentional mistake caused
by focusing on too many self-coaching and team building aspects without keeping
the ‘end game’ in clear view.
upward mobility is hard to sustain and may lead to burnout. Your priorities may
have changed as you want to spend time with family or on vacation. When this
happens you are not the first one to jump for more responsibility and the big
project may seem more of a burden than a challenged.
a plateau doesn’t mean that you are not driven to do a good job, or that you
cannot handle the work load. It just means you’ve reached a level in your life
when you choose which fork in the road to travel, continue to aggressively
advance your career or take it a little easier.
off the fast track can be a career killer. This is why it is important that you
highlight your skills and what you are good at.
30 most careers have reached a point where the manager knows what they are good
at. Turning down a job may be nothing more than a choice to stay where you know
you are the best person for the job. Conveying this to your bosses, or a hiring
manager can be a whole different story.
writing your resume make sure you focus on successes. Create a visual that lets
bosses and recruiters’ see that you’ve found a niche where you can thrive, not
a quiet hole where you want to wait out the rest of your career.
focus too much on the past. This may give the impression that you’ve given all
you can. Don’t focus too much on successes ten years ago. Instead, focus on the
future. When you leave a job make sure you leave unfinished projects and ideas
for the next person to take up. These shouldn’t be major, like a rewrite of the
employee hand book. But having a few
reports, studies, and some employee motivational strategies in place makes it
look like you were still actively working to improve the workplace and
you have made a conscious decision to plateau then you need to sell your
current skill set – hard. Make sure you have some major victories that other
employers will be interested in.
on the prime two, “I can make you money,” and “I can solve your problems.”
July 28th, 2014
Organizational behavior skills are a
combination of psychology, sociology, and political science that help
restaurant managers manage employee conflict.
The organizational behavior approach to managing was designed in the
business culture. The proper application requires building a positive work
attitude and productive behaviors to avoid conflicts before they start.
Recruiters and hiring managers look for the
golden trio of psychology, sociology, and political science as an indicator of
management skill and ability. Upcoming
managers often overlook the importance of these three skills. Even if you are
unable to take an organizational behavior course, you can study these subjects
The importance of this skill set is in the
way it develops a manager’s interpersonal skills.
This gives managers a pro-active approach
to how they interact and behave in the workplace. This can be seen in job
interviews and even on a resume. The manager becomes more aware of employee
needs and motivations and less concerned with controlling and diffusing
This social science explores how employees
work as individuals, and within a group environment. It gives managers the tools needed to develop
management strategies that can boost effectiveness and efficiency, altering
their strategy as the group dynamics evolve.
Managers learn how to analyse influences,
viewing each individual as part of a whole. What makes employees tick and how
do their perceptions affect the workplace attitude. A good manager is able to find the best in
every team member, separating good and bad behavior from the person, and using
this as a team development tool.
Once a manager is able to understand what
their team wants, they can set goals and reward performance. The team dynamics
determine roles. Once the manager has a snapshot of how the organization’s
personalities work they can work to develop organizational culture and lessen
any imbalance in perceived roles and dominance issues.
The Restaurant Manager’s Resume
Take a hard look at your resume. Forget
where you worked last and your list of accomplishments. Look at your resume
from a recruiter’s point of view. Does it show any successfully executed organizational
behavior strategies in play? When you enter the job interview can you answer
the ‘greatest accomplishments’ section with your successes in interpersonal
skills and organizational behavior strategies?
If you have not started a job search then
take a look at your present environment. There is always a way you can create
an executable strategy, even if you are not in a current management
positions. Your plan may not be official
but there should be measurable results. When the hiring manager asks your
former manager for a reference, you can twist the conversation to feed the
recruiter questions. Did the level of conflict decrease, did the motivation and
Customer Focused Management
One of the most powerful organizational behavior
tools is the ability to get your team to consider the customer as part of the
organization. When the team includes the customer, instead of seeing them as an
end product, the manager has removed some of the distance that desensitizes
Empowering the staff to use the
organizational behavior tools on customers is one way to get noticed, if you
can find a way to include it in your resume and cover letter.
July 14th, 2014
The competition for each hospitality job is
overwhelming. Restaurant Managers are among the most in demand professionals. A
recruiting firm must find the right candidate for their clients. The cost of a
hiring mistake is 100% on them. The restaurant loses time, but the recruiting
firm is not compensated. Understanding
this is the first step to finding the best recruiting firm for your skill set
and future goals.
A smart professional will work to develop a
long-term relationship with your recruiting team. As a Candidate you need a
company you can trust, but also one that is trusted by your industry.
What Is The Hospitality Recruiter’s
The first step is to read their website,
and search online. But do not take their ‘ad copy’ as the truth. Make sure that
they only work in the hospitality industry, and that they are known for their
work in your specialty.
Don’t trust a domain name. It is easy to
buy a domain name with www. MyKeyword .com that makes a website sound like the
industry standard. This is just a marketing tactic. Look for content on the
web. What do they write about?
Do they have a LinkedIn profile? Are their
team members and recruiters connected with their LinkedIn profile? This one
tool can tell you whether they are a ‘one man’ show, or part of a team of
highly professional recruiters.
One of the ‘marketing secrets’ is to check
out their blog. If the blog does not go back for years, then the website might
be a lead generation tool, or a turnkey website. Do real people submit to the
blog? Are there real people on the website? When you leave the website do you
have people’s names and locations?
have to wonder if a company that cannot promote their own people on their website
has the marketing and promotion skills to promote your career?
Who Are Their Clients?
Can you see who their clients are
immediately on visiting their website, or on the first contact? Make sure you
state your request clearly. You are looking for their long term clients, not
restaurants they have, at one time, placed a Candidate in, or hospitality jobs
they once filled.
recruiting company’s reputation with clients is more important than their
attempts to solicit resumes.
Can a Recruiting Company Do for My Career?
companies are misunderstood. They are often seen as scams. This is because people have the mistaken
belief that they will negotiate a job for them. Many people hire a recruiting
firm hoping to sit back and have a job dropped in their lap. This is far from
recruiting company will work to find the right Candidates for the right Client.
They work with the client to present themselves, but they won’t offer free
career development, or negotiate the best deal. In fact, a person who wants
someone else to do the hard work may not be a suitable candidate for a
July 7th, 2014
The restaurant management salary range is
wide, based on a candidate’s experience, location, and the restaurant
size. The median salary for a restaurant
manager ranges from $48 000 to $65 000.
It is important to know what you are worth when talking with a
hospitality recruiter. This may seem
like common sense, but many Candidates are ‘off the mark’ when setting their
Experience may earn higher salaries. A
Candidate may have ran a medium sized restaurant for 10 years, but that doesn’t
mean their experience makes them suitable for a large restaurant, or switching
from a franchise to a hotel restaurant.
Job experience has limits. After four years
a Candidate can ask for more, but this is not a sliding scale. The candidate
with four years experience may be worth the same amount as the candidate with
ten years experience.
The highest restaurant management salaries
are Chicago, Los Angeles, and New York, according to the Horizon Hospitality salary matrix. In these
cities the salaries can soar to $98 500.
The location of a restaurant within the
city can also determine the salary. A downtown high end restaurant may not pay
as much as the restaurant that has a major three hour rush after church on
3. Job Demands
The most important aspect of the job is
understanding the restaurant patrons. A restaurant manager who can run a high
end restaurant without a glitch may be worth more if the clientele are
unforgiving of the smallest slip up.
Do not overlook psychology courses. A Bachelor
Arts in psychology is one of three degrees associated with top paying
restaurant management positions. Even a Bachelor of Science in food service
management and/or in business administration is not as important in a
One of the most sought after skills is the
ability to manage people and keep them motivated and energized. Defusing disgruntled customers and handling
stressful situations are as important as opening and closing procedures,
employee training, and being able to communicate to upper management.
Have you worked under a successful
restaurant veteran? Did you respect them and speak highly of them? Have you
clearly explained what you learned from them?
The U.S. Bureau of Labor Statistics, 2010, stated that there were 326,000
professional food service managers, including restaurant managers. This number
is expected to increase by three percent by 2020.
6. Honesty and Integrity
A recent Harvard University study claims
that 80% of job turnover is the direct result of hiring mistakes. This
typically costs a restaurant about 30% of a first year salary. The recruiter’s goal is to uncover a
Candidates true motivations, qualifications, and expectations. Honestly
representing your skill set and personality is one way to make sure you do not
lose a job due to an overlooked inconsistency.
A good recruiter will not only check your
education, they will contact the Council for Higher Education and confirm the
educational institution’s accreditation.
7. Playing the Field
The hiring process is time intensive and
expensive. Recruiters are wary of Candidates who are trying to pit one
restaurant against another. Sometimes a Candidate will start a job search and
receive an offer, in an attempt to elicit a counter offer from their current
8. Partner With a Recruiter
Many of the best hospitality jobs never hit
the hospitality job websites. The recruiting firms are a valuable asset that
saves restaurants both time and money. Candidates can access the untapped
market and have their resume move to the top of the pile when working with a
strong recruitment firm.