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.
July 1st, 2014
You’ve visited the Hospitality Job Recruiter and
your resume has been submitted to several Clients. You may have even attended a
few interviews. You may have been well prepared and created the perfect
presentation, but didn’t land the job.
The following article will take a look at the
hiring process from the hospitality recruiter’s point-of-view. Too often job
seekers have a narrow, egocentric, focus of the job hunting process. This can
stall a Restaurant Management Candidate.
A few pointers on the recruiter or job interviewer’s perspective might
help you land the next job you apply for.
1. Good People Know Good People
The resume is perfect. An editor has reviewed
your resume, twice. Friends went over your social networking with a fine tooth
comb. What you didn’t know is that your recruiter called your references. Make
sure the people you choose as references have good communication skills and
present themselves on the telephone in a professional manner.
Recruiters know that Candidates pick the people
they feel will give a good reference. This is why a reference can influence a
2. Why Did You Quit?
Be very careful when explaining the reasons for
leaving a job position. The recruiter is looking for your W. M.O.D.D. list
(What Made our Day Difficult?) The reason you left that may sound most logical
can be the reason a recruiter turns your application down. A manager at the
last job position may have been totally unreasonable, but expanding on this may
make the recruiter believe you are unreasonable. Complaining that the
restaurant was unorganized can cause a job interviewer to wonder if you are
able to handle the Chaos of a stressful Friday night.
3. Are You a Nice Person?
Recruiters are looking for nice people. Do you
do nice things for people? Do you only put your efforts into ventures that have
a return? Do you ever give without expecting something in return? Good
employees do not cause trouble. Nice people stay longer. Loosing employees
because of bad attitudes can cost a restaurant more than loosing patrons.
4. Be Dedicated
What is the longest job you’ve ever held? Is
there anything on your resume that you’ve done for more than 5 consecutive
years? Recruiters are looking for people who will remain at a job posting for
longer than one year. People who quit, are expensive and disruptive to a
restaurant’s revenue and social environment.
5. Affirmation and Appreciation
When the interview is over, did you show any
affirmation or appreciation to the people who helped move up the learning
curve? Do you celebrate, reward, or
praise anyone? This will not only show what is important to you, and reveal
aspects of your behavior and personality, it will also highlight those things
that are important in your life.
6. High Performers Attract High Performers
When your resume is read, and the job interview
completed, have you presented a high performer? If you are not a high performer
than you can’t spot the high performer in your team, in fact, you may find high
performers and ‘affirmation addicts’ annoying. The human architecture of the
foodservice industry is its most critical asset.
A hiring manager can find the best people, but
if they can’t work together and create an emotionally healthy, supportive
workplace then the restaurant will trapped in a hiring revolving cycle.
November 25th, 2013
When is it time to look transition from one
restaurant manager position, to another, or to move into a restaurant general
manager’s position? Career development
can be a vital part of a manager’s survival. Stagnating in one job can be as
devastating to a career as leaving a job placement too early.
The options are obvious:
Do It Yourself
Work with a
Hospitality Recruitment Firm
Work with a Career
Wait until the economy
improves and something drops in your lap
These are all options, but which one is
right for your career? This decision can affect your wealth generating
potential for the next decade.
Step 1: Which Job Site Is The Best For Your
There are several top job posting sites but
the best one for managers is to find a firm that specializes in your niche. We’ve
all spent at least one afternoon looking for a better job. The typical sites
like indeed or monster can offer several jobs in our area of expertise.
The choice depends on where you are in your
career. If you are looking to ‘experiment’ and try something new, then grabbing
a job from a public job board may be the best choice. You may find a short
contract position, or a temp job.
Management Candidates who are looking for a
long term placement where they can take control of projects to the end, and
possibly make full time career out of their next job placement would be better
to work with a recruiting company. These companies not only have access to jobs
before they hit the job boards, but they also have insider access to jobs at
the large franchises.
Step 2: Is Relocation an Option?
There are more opportunities for people who
are willing to relocate. If you are willing to relocate, and want a long term
position then you are a ‘dream candidate’ for a recruitment firm. Working with
a recruiter will help ensure that a move across country will result in a good,
long term, job placement.
Moving for a job listed on a job placement
website, or classifieds can be risky. The employer may misrepresent the job.
There is less chance that the job will be long term. There is no proof that the
job is real, or more than a ‘let’s try this out’ job.
Step 3: Age - From Graduate To 50+ Jobs
There are jobs for the 50+ managers in the
hospitality industry, both for experienced restaurant managers and those in
transition. Robert Krzak CEO of www.geckohospitality.com , the hospitality
industry’s largest recruiter/headhunter franchise is quick to assure the 50+
managers that there are job placements for their age group. This is especially
true for those looking for long term jobs.
This is not surprising for anyone in human
resources. The younger generation often jump from one job to the next, in less
than a year. They barely ‘break even’ before they are looking for the next
challenge. The older generation were trained to expect longevity. They are
content working for a decade in one job. This is beneficial in some restaurants
that need someone to see projects through to the end.
Other job positions fit the high energy and
enthusiasm of a recent graduate. These jobs may follow the more traditional
route, hoping to snag a graduate who doesn’t have a professional career
development team in place.
I asked for advice that I could share to
50+ candidates from recruiters at http://www.geckohospitality.com
which specializes in placing restaurant managers and general managers in long
“It shouldn't change anything, but it can
tip the scales for some companies out there, sometimes in a candidates favor
and sometime it can hurt them. In this
case, it is important to not list all of your employment on your resume, but
rather the last 10 years or so. It is
also suggested that dates of education be removed from the resume as well. A candidate over 50 needs to focus on the great
experience they have had, but also be sure to convey to a perspective employer
that they are not set in their ways, but rather, a sponge that is still willing
to accept feedback.” Greater Heights Consulting LLC dba Gecko Hospitality,
“Your objective at the top of your resume
should not say anything about your "over 35 years" of hospitality
experience. Companies can make decisions whether or not to call a candidate
simply because of what they view on a resume. Make your resume as relevant to
the position as possible. Correct your on line presence to remove age related
information. Pictures of grand-kids immediately dates you.” Marty T., Eastern
Pennsylvania, Management Recruiter, http://www.geckohospitality.com
Step 4: Currently Unemployed
All the rules change if you’ve been
unemployed for more than a few weeks. The typical resume submission and job
application sites can make you appear desperate. There is the stigma in the HR
world that an unemployed person is unemployable.
It is possible to overcome this. In this
case you want to appear valuable. You want a team of highly trained
professionals on your side. Presentation is everything. The job search market
is not the place to learn how to find a job. When you are gambling with your
career and limiting your wealth generation for the next decade, you want to
Step 5: Don’t Limit Your Potential
As a career coach I can honestly state that
most people who feel they’ve reached the ceiling have limited their own
potential. Our beliefs and perceptions may be founded on information that we
believed was up to date and industry related, but that doesn’t make them true,
On the other end, our expectations may not
be realistic and result in us loosing job positions that are a perfect match
for our skill set. If your sights are set too low, or too high, then it might
be time to develop a team of professionals who make money based on your career
success. These professionals can include a recruiting firm, career coach,
writers, bloggers, colleagues, and most important a network of people who are
currently working in your dream job.
Successful people can teach you how to be
successful. But don’t think it is all one sided. When working with
professionals you can expect to do most of the growing, changing – the work.
This is part of your training. Success isn’t a goal. Success is a behavior. It
is an action. Once you learn this then your chances of having your dream job
‘dropped in your lap’ increase exponentially.
November 18th, 2013
Have you ever pressed ‘send’ on an email
then realized you sent the email to the wrong person. Hopefully you did not
alert your current boss that you are looking for a new job. There are several
ways to avoid making a drastic mistake.
1. Job Search Email
Do not use a free email. If you’ve created
a job website or blog, then you can create an email for job searches only. Do
not use your personal email. It ‘brands’ you as personal, not professional.
The same importance needs to be addressed in
your signature. Make sure all your contact information is included. Remember
that the hiring manager may be swamped with emails and might use search to find
If you include your website and LinkedIn
information then the recruiter may be able to find extra information, or
references, without needing to search.
2. Reply All
The problems with using the reply all
button is obvious. If you are use to using the reply all button, then you
increase your chances of having the wrong person receive an email. There is
also the impression that the hiring manager, or contact person, is not
important enough to receive their own email.
Address your email to one contact person.
Send a BBC to yourself so you have a record of the email. Make sure the job
position, number, and your name is in the subject line.
If you do not know who to address the email
to then ask, or address the email to ‘Dear Hiring Manager’
3. Importance feature
Never mark an email as low importance –
4. Keep Emails Short and Sweet.
A general guideline is to write an email
and then cut it down to 150 words. It is amazing how easily you can edit out
all the fluff. If you need to write a longer email then break it into sections
using sub titles that highlight and summarize the topic.
5. Answer Questions
Make sure you’ve answered all the questions
the recruiter asked. There is nothing worse than exchanging more emails than
necessary. It also shows the recipient that you were uninterested in the topic.
It is not acceptable to use improper
grammar or incorrect spelling. This includes any texts you may send. It is
important to use the same grammar and spelling that you would use in a formal
7. Answer Emails Immediately
If you wait three days to respond to an
email then you’ve lost an opportunity. In the professional world email replies
are sent promptly. If you fail to respond to a job search email then you can
8. Stay Away from All Capital Letters and
Don’t Use Emoticons
This is annoying and can be misinterpreted
as anger or rudeness.
Emoticons should never be used. There is no
way to properly interpret them, and they send the wrong message to a recruiter
who is looking for someone responsible enough to manage a profitable
9. Write Well and Proofread
Do not trust spell check. Quickly scan
emails before sending them to a professional. Silly and embarrassing mistakes
can become costly, career damaging, blunders.
Emails have become one of the forms of
communication that we pay little attention to. We forget to read what we wrote
and make sure we’ve conveyed our message effectively and succinctly. Google
sentence structure and writing a well constructed email will say more about
your skills as a manager than the best website or resume.
Sending a test message is a good idea.
Sometimes you can see errors that you missed in the draft.
Keep your attachments clean and neat. Make
sure they are printable. Sending your resume in PDF format is better than
sending a word document. Even if you have a copy of your resume on your
website, attach it to every email. Never make the recruiter or hiring manager
chase down your information.
November 11th, 2013
Unemployment creates a series of events
that can force you to seek another career. Causality can destroy the brightest
career in a few short months. Unemployment forces managers back into the work
force. They are now older. Their hard skill set is more out of date. Their
management skills need to be updated. This is not always an easy thing.
A restaurant manager who remained employed
for the last 10 years is now competing for jobs with people who’ve invested a
year studying life coaching, communication, personality analysis. All these are
terms that were nondescript when this manager started the last job. Now, they
are the difference between being employed and quickly becoming unemployable.
It can take a while to catch up on skills,
especially when there are financial obligations to fulfill. It can be
difficult, but there are ways to make your resume look like you are proactive
and desirable in today’s market place.
First and foremost, contact a hospitality
recruiter to help you find a restaurant management job, or a position in the
hospitality industry. Their goal is to keep you working.
There are companies that offer online
internships to qualified candidates. There will not be any restaurant manager
internships, but there may be openings that can broaden your skill set. This is
also a short term way to prevent a big hole in your resume.
This is a good way to stay active, but make
sure that you are building your management skills. A position handing out
brochures door to door is not going to help your career. Taking control of a
project and seeing it through to completion, before the deadline, is an
There are very few management jobs with a
temp agency, but if you’ve been out of work for a few months then a temp agency
may be the best way to fill the gap.
Take a university course. If finances are
tight then audit the course. This can make it look like you took a sabbatical
from work to study. It also shows that you are pro active and aggressively
improving your skills.
The courses must reflect ‘problem solving’ skills
that the Hiring Manager needs to address. This is an excellent way to show your
soft skills without having to spoon feed the information to the Recruiter.
There are many websites that offer
consulting jobs, online. Sites like Guru.com and Elance.com can help connect
managers with ‘relevant’ jobs.
Setting up shop as a coach/consultant can
be a great way to stay active and promote your skills, stay employed, and
improve your skill set.
How many times have you listened to someone
and thought “what’s the point?” There’s a line between talking about something
relevant to the conversation and blatant egocentric, self promotion. When using social sites as a way to promote
your career thing ‘showing not telling.’ Being told puts distance between you and
your audience. Showing creates interaction and relationship. The audience engages
the audience. Learn to keep the focus on the other person. Ask questions,
encourage conversation, and help people come to their own conclusions,
influenced by what you want them to know.
This may not create a strong resume. This
type of promotion will help build your network and ‘show’ your skills through references
and online communication.
There are several ways to get references. LinkedIn
is one way. Written references, or votes on a freelance website are also a
powerful way to promote your skills. These references can be promoted on your
business card and your resume.
Focus on the Important Aspects of Your Job
Many candidates have a narrow focus of what
companies want in a manager. They are often shocked to see how far ‘off base’
or unrealistic their beliefs and perceptions really are.
“Steady growth pattern through the
industry. Being an assistant manager for over 5 years would make a recruiter
wonder why you were not able to move up to a higher position. Conversation
skills, many managers will talk about their ability to control food costs, or
'really kick it' in the kitchen, but aren't comfortable talking to guests
during table visits. Results, what
accomplishments has the candidate made? Sales increases, cost controls. The
recruiter wants to know you understand the business of running a restaurant.” Marty
T., Eastern Pennsylvania, Management Recruiter, http://www.geckohospitality.com
November 4th, 2013
Is Your Resume Stopping Ruining Your Job
Prospects? It is possible that a Recruiter will spend less than 30 seconds
reading your resume before phoning you. If you are not receiving calls for an
interview then there is something in your resume that is limiting your
Reason # 1: The Scanner
As technology advances the practical
aspects make life easier, but can make it more difficult to land the perfect
job. The scanning technology works to eliminate ‘off topic’ resumes. Review the
job posting thoroughly for keywords. A scanner may be reading the resumes,
searching for these words. If your resume lacks them then it is dismissed.
Reason #2: Generic Resumes
After resumes are scanned they are given to
a hiring manager. Job seekers often create a generic resume, hoping it will
land them a job. When a Hiring Manager finds a resume that doesn’t appear to be
a carbon copy of previous resumes then they may stop and read it.
Generic resumes proves to the restaurant
that you have developed your ‘managerial skills’. Face it, if you cannot create
a resume then how can you be expected to manage a restaurant?
Reason #3: You Didn’t Sell Yourself
You are a multifaceted person. It is
difficult creating a brand and sticking to it. What is devastating is to create
a brand that cannot land you a manager’s position in a prestigious
restaurant. This can happen when you are
not offering convincing experience.
You’ve written your resume and shortened
it. You’ve added keywords that highlight specific accomplishments. You’ve shown
where you’ve made a difference. What you forgot to do was to create a ‘package’
that can be delivered to the recruiter. If you cannot ‘bring it all together’
then all your work is wasted. This is
why it is so important to start promoting yourself long before you need to find
a job. Selling is a talent. It can be
learned, but that doesn’t negate the fact that there is an art to selling. The
more intangible the product (you) the harder it is to sell.
Networking mistakes are the biggest. Most
people do not like networking. It is intense and emotional. Most Candidates use
a network as a “tool”. It is used once or twice, to solve a specific task (Job
Search), and then neglect the network. This does not build trust. In fact, it
damages your personal brand by making you look egocentric. This job hunt
strategy is called “exploiting your network”. Once you’ve exploited your
network, and fail to find a job, where do you go?
If the members of your network feel
‘disposable’ they will not pass good job openings on to you. This can be
difficult in the restaurant industry where no one wants to talk about a
restaurant without a manager.
Another problem that is difficult to
overcome is the emotional impact. Job seekers go through an emotional roller
coaster as time passes. The clock is ticking. If you are out of a job too long
then you may be deemed as unemployable. This can be avoided by learning the
“Law of Attraction.” Negotiation skills will also be one of your best assets.
The most important thing is to keep
working. Do not stagnate. Do not quit. Life happens while you are waiting for
luck to drop a job in your lack. How you manage this time can be your strongest
promotion tool. It can highlight your ambition and motivation better than any
other job search tool.
I asked 15 professional hospitality
recruiters at http://www.geckohospitality.com
what the #1 way to get a job was and their answer was ‘work with a
network.’ This was followed, 100%, by
‘utilize your network properly. Don’t exploit your network.’
October 29th, 2013
As a career and life coach I deal with soft
skills on a daily basis. These are not inherent in humans. They are learned
behaviors that many people do not learn. What is surprising is the number of
people who do learn these behaviors. When we develop soft skills we have a
‘change of perspective’ that changes how we interact with people.
When I talk to recruiters about their
conversation skills I often receive the same feedback.
“Steady growth pattern through the
industry. Being an assistant manager for over 5 years would make a recruiter
wonder why you were not able to move up to a higher position. Conversation
skills, many managers will talk about their ability to control food costs, or 'really
kick it' in the kitchen, but aren't comfortable talking to guests during table
visits. Results, what accomplishments
have the candidate made? Sales increases, cost controls. The recruiter wants to
know you understand the business of running a restaurant." Marty T.,
Eastern Pennsylvania, Management Recruiter, http://www.geckohospitality.com
This statement sums up the secret to
success succinctly, “Honesty Genuine enthusiasm Excellent communication skills,”
Sterling Leadership Consulting, LLC dba Gecko Hospitality.
The problem with soft skills is that many
of us believe we have them when we don’t. We see ‘fear of losing a good job’ as
motivation. We mistake a reluctance to take responsibility as being a team
player. We don’t want to learn good communication skills, so we see ourselves
as self motivated.
1. Honesty and Integrity
2. Strong Work Ethic
3. Emotional Intelligence – including the ability to accept feedback
4. Self Motivated/Confident
5. High energy/positive attitude
6. Team Player
8. Good Communication/Negotiation
9. Problem Solving
You can read 100 articles on promoting your
soft skills. There is a wide variety of advice, most of it wrong. A soft skill
is something that is inherent in your beliefs about who you are. These are
reflected in your behavior. Small subtle things reflect your beliefs. Something
as small as a hand gesture, or the way you answer a question can speak volumes.
Experienced companies have candidate’s
complete personality tests. These are designed to identify the client’s
priorities, beliefs, and also uncover whether the client has lied.
The first step to developing your soft
skills is to ask friends and family to offer an honest evaluation. It is very
common to learn that others do not see us with the same rose tinted glasses as
we see ourselves. It is also common to discover that you are one person at
home, and another at work.
This information comes as a surprise to
many who feel that behaviors are an integral part of your identity. These
people feel that the world should ‘take them as they are’. This rarely works in
today’s job market.
Another problem with soft skills is simply
put, ‘if you need to list your soft skills for your manager then they are not
part of your behaviors.’
Learning to develop soft skills is easy,
but it can take a while to experience a change in your behavior. It can take
several months. As you learn to develop your soft skills you will change your
method of solving problems, dealing with conflict, and handling workplace drama
and politics. People will see a difference and start commenting on the change.
Actions speak louder than words. This is a
simple fact. When reading a resume recently I saw one clause ‘I am a good
problem solver with excellent communication skills.’ I immediately skimmed down the resume looking
for problems this person had solved. Large blanks in the resume showed that
they couldn’t solve the problem of unemployment. There were no volunteer or
internships, no education upgrades, and no examples of solved problems. Either
this person lied, or doesn’t see this soft skill as important to their job. The
only other alternative is that this person’s communication skills are not
developed enough to ‘prove’ their claims.
October 22nd, 2013
We’ve build several dozen articles designed
to teach Restaurant Managers how to sell their expertise and skills to
Recruiters. This article is designed to help Candidates find ways to promote
their skills. It is more important to avoid making mistakes than it is to learn
how to complete a task. Your resume is worthless if you believe that handing it
out to employers is the sole purpose of the resume.
Recruiters have been encouraging their Candidates
to build a strong social profile for years.
“Lack of social media identity can cause
concern by prospective employer, non-professional or poor profile can indicate
poor match for companies.” J.Scott Radel, Cleveland, Management Recruiter, http://www.geckohospitality.com
“Companies, recruiters are looking at your
Facebook and LinkedIn pages before they are even calling a candidate. Are your
pages professional? Do they present you in the right light? Pictures of you
chugging a beer or doing a shot of liquor will make a prospective recruiter
wince. Your picture should be a head
shot, and you should be dressed professionally, you need to set the right
impression. Be careful of your 'likes' these also paint a picture of the type
of person you are. What groups do you
belong to, on-line? Are you involved in
professional groups, do you participate in discussions. These are all things
that will give a recruiter a reason to call.”Marty T., Eastern Pennsylvania,
Management Recruiter, http://www.geckohospitality.com
Step 1: Promote Your Brand
It is easy to focus on promoting your brand
while you are employed. It is easy to keep your LinkedIn and Blogs up when you
are sitting at home waiting for the phone to ring. We are motivated by need. Losing
a job creates several needs, and fears. That is why the savvy job seeker works
to improve their brand and promote it, long before they need a job.
If you wait till you need a job to build
your brand then you can expect to waste time experimenting, testing, and
refining. This is valuable time needed to promote. Intelligent managers are constantly
promoting. This gives them time to smooth out their performance, discard what
doesn’t work, and improve what does.
It can take months to build an effective
LinkedIn Profile. This is one of the most important online tools a Candidate
will ever have. It has one purpose – to build trust. LinkedIn is like
It is not about you. Do not focus on
yourself but on your ‘customer’. Promotion is about building a network of
friends and colleagues who are willing to work together for building a
relationship. Their similar needs and motivations bring them together. This is
a perfect place to post your resume and press kit.
Step 2: Job Seeker Press Kit
Do you have a press kit? If you currently
have a professional blog then you also have a press kit. Standing between you
and your dream job is a recruiter. This person must sort through hundreds of
resumes and match candidates to open positions. These people become experts at
spotting careless errors. They have no rapport with you. You have less than 15
seconds to impress them. There are better ways to find a job. Many of them put
the power of finding a job in your hands. A press kit offers something you can
‘give away’ that will enhance your resume.
Step 3: Follow Up
One of the best ways to build trust is to
interact with the hiring manager. Some Candidates have learned the value of sending
thank you cards. Every career coach tells their clients to do this. Every
Recruiter wonders why they don’t.
Your thank you can include the URL of your
blog, LinkedIn, or website. It has one purpose, to give the HR manager a piece
of paper to file. If the hiring manager has a hand written note they may be
more likely to consider you for the next job. This is one way to land a job
before it is posted.
Listen and Build Trust
Lack of trust is the #1 reason that
networking doesn’t work. Networking isn’t about you. It is about building
relationships that lead to your next job. It is about building a brand. It is
about building trust. Candidates who build trust are more likely to be
considered for a job.
Networking also gives you an opportunity to
listen to stories. When a hiring manager opens up and shares a story you are
instantly getting an insider’s look to the problems at the top of their
Keep reading through our blog at http://www.geckohospitality.com/restaurant_job_seeker/.
There are more than two years worth of articles designed to help Job Seekers
find their dream job.