10 Things that Will Make You A Better Manager

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

1. Coaching

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.

2. Read

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 problem.

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 member.

5. Communication

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 restaurant.

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.

10. Network

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.

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Bounce Back From a Poor Performance

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 a change.

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Developing a Personal Brand That Will Land You a Hospitality Job

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 seriously.

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 Performers

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

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 manager

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Is Your Competitor Stealing Your Business with Stellar Marketing? What You Can Do To Step Up Your Game

September 8th, 2014

Every hospitality 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 campaign.


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.


Instead of 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.


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.


The connection 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.


At Gecko 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!

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Three Leadership Behaviors of Successful Restaurant Managers

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 hospitality job.

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.

Demand Integrity

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.

Demonstrate Courage

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 too late.

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.

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Taking Control of the Job Interview Process

September 1st, 2014

Many 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 generations.

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 process.

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:

1.      How would you characterize this organization?

2.      What are the challenges I will face in this job position?

3.      What do you expect me to accomplish in the first six to 12 months?

4.      What skills and achievements would make me a success at this job?

5.      How does this company measure success?

6.      What are three key things that really drive results for the company?

7.      How does this position contribute to the company’s goals, productivity, or profits?

8.      How do you describe the company’s culture?

9.      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?


The Unspoken Interview Questions


There 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.

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Key Leadership Competencies for Restaurant Managers

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 project.

Setting Goals

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 performance.


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 resume.

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.

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Are You a Manager or a Leader?

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 leader.

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 agenda.


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.

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Define Leadership Before Writing Your Resume

August 11th, 2014

Even 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 the next.

Not 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.

This 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.

With 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.

The Investor’s Choice in a Management Candidate

The 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.

Their definition of leadership is directed towards a person’s ability to ensure the happiness of consumers and increased profits.

The Owner’s Choice of a Management Candidate

This 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.

Their 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.’

The Franchise Choice of Management Candidate

The 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.

Personal Definition of Leadership

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.

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Over 40 Job Hunt: Convince HR Your Career Didn’t Plateau

August 5th, 2014

There 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.

Constant 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.

Hitting 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.

Stepping 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.

Career Specialties

After 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.

What to Do

When 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.

Don’t 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 management.

Voluntary Plateau

If 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.

Focus on the prime two, “I can make you money,” and “I can solve your problems.”

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Organizational Skills Needed By Restaurant Managers

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 independently.

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 situation.

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.

Goal Setting

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 performance improve. 

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 restaurant staff.

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.

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Selecting the Right Hospitality Recruiting Firm

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 Specialization?

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?

You 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.

The recruiting company’s reputation with clients is more important than their attempts to solicit resumes.

 What Can a Recruiting Company Do for My Career?

Recruiting 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 the truth.

A 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 hospitality job.

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Restaurant Manager Salaries: How to Secure the Best Salary

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 own value.

1. Experience

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.

2. Location

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 Sunday.

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.

4. Education

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 restaurant. 

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.

5. Mentor

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 employer.

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.

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What Do Restaurant Management Recruiters Do?

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 recruiter’s decision.

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.

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5 Steps to Picking the Best Job Posting Sites for Restaurant Managers

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 Coach

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 Career?

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 term positions.

“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, Management Recruiter.

“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 play smart.

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, or realistic.

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.

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Job Search Email Etiquette

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 yours.

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 – ever.

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.

 6. Don’t Abbreviate

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 letter.

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 appear irresponsible.

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 restaurant..

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.

10. Attachments

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.

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Job Search Tips: How to Appear Employed

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.

Online Internships

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 excellent choice.


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.

Work Online

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.

Go Social

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

Listen Now:

Top 3 Reasons You Are Unemployed

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 opportunities.

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.’

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Top 10 Soft Skills That Can Get You Hired

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.

Soft Skills

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

7. Flexibility

8. Good Communication/Negotiation

9. Problem Solving

10. Creativity


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.

Listen Now:

How to Promote Your Personal Brand

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 networking.

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.

Step 4:  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 priority list.

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.

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