Skills That Restaurant Recruiters Need To Have

Skills That Restaurant Recruiters Need To Have

Although recruiters for the restaurant industry work mainly within this sector, they also assist job-seekers who wish to work in the world of hospitality. Finding suitable staff for positions in a restaurant or hotel is part of their job as the two are closely linked. Restaurant recruiters can be employed by companies that specialize in the restaurant and hospitality sectors or they can operate on their own.

Those who choose recruitment as a career need to have strong verbal and written communication skills, as well as good social skills in order to form solid relationships. Restaurant recruiters may have to meet and work together with clients on a daily basis, either face-to-face or via phone. They are also required to thoroughly screen candidates to ensure their credentials are genuine. Detailed checks of resumes are carried out and candidates are interviewed before being recommended for an available position in a restaurant or hotel. Restaurant recruiters are responsible for sourcing professional chefs and those who are experienced in restaurant management. Their work also includes networking with other recruiters and important individuals in the hospitality sector, where they can build a reputation and become known as someone who only selects top talent according to an employer’s specifications. This can lead to repeat requests from restaurants and the hospitality industry to fill vacant positions.

Although finding potential restaurant personnel is the main task of a restaurant recruiter, persuading a candidate to consider such roles is another important part of the job. Individuals already working at other hotels or restaurants are often approached or headhunted by restaurant recruiters and although they may be happy in their present jobs, it is not unusual for them to try and be persuaded by a recruiter to leave and accept a new position. It may take several attempts to persuade an experienced employee to change their mind and consider another position, especially if they have any doubts about moving from their present environment. A database of extremely talented professionals is usually kept by restaurant recruiters, allowing a restaurant or hotel to contact them as soon as they have any vacancies. This is especially relevant when new restaurants or hospitality businesses are being established or expanded. The employment of top staff from the very beginning can help to put them on a more secure footing.

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An Overview of the Fast-Food Restaurant Industry

An Overview Of The Fast-Food Restaurant Industry

For many years the Restaurant Industry has been monopolized by the fast-food sector. This very American trend of conveniently being able to get a fresh meal almost immediately from a fast-food establishment is enormously popular and the market is now swamped with so many fast-food options. However, they are now faced with a new challenge of outlets dubbed “fast-casual” where fresh food of a higher quality and costing a bit more is attracting a lot of interest.

Investors who wish to add to their portfolio should perhaps be thinking about including a dining option. When it comes down to making the right choice and one with the least risk factor, would the decision favor fast-food or fast-casual? At the moment, it seems that the major fast-food restaurants are marginally more popular than the fast-casual sector. Despite Carrols Restaurant Group being the largest franchisee of Burger King Restaurants in the world, it is not known for its own brand of restaurants.

The strongest stocks in the fast-casual division are two major burger chains, The Habit Burger Grill and Shake Shack. They have a taste-target similar to McDonald’s, a longstanding leader in everything that relates to a burger. Although more expensive, they are more in tune with the latest trends, something which McDonald’s no longer seems to be doing. An interesting fact about the company is that for the first time in its history, plans are afoot to close more restaurants than it opens. All things considered, this may not be any big deal but it is showing the restaurant chain’s recent struggle to achieve growth. The feeling has been that McDonald’s has not caught up with the latest technology and is being left behind. While many in the fast-food industry have had mobile interaction for some time, the company has only recently decided to launch a mobile application.

The plans the company has of initiating all-day breakfast at every location is an event that investors in McDonald’s can look forward to. Breakfast attendance during the 12-month period ending in May 2015, was up 4% with cafes representing the fastest growing sector of the fast-food industry. It just so happens that the strong retail restaurant industry is not necessarily being supported by the fast-food and fast-casual stocks. The more traditional casual restaurant has become a leader in the industry with Ruby Tuesday, BJ’s Restaurants and Darden Restaurants all sitting at Rank #1. Although fast-casual chains have recently been thought of as being really ‘with-it’, it has not automatically translated into success on the market. Actually, a stock can sometimes be artificially inflated by this hype and lead to investors being let down in the future. At the moment, consumers are spending more money by eating out more often, which is contributing to a thriving retail restaurant industry. Looking at the situation from an investor’s point of view, the traditional casual restaurants are out-performing the rest. However, with regard to the close contest between fast-food and fast-casual, it appears that fast-food currently has the slight edge.

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Restaurant Promotions or Competitions Can Help Increase Sales

Restaurant Promotions Or Competitions Can Help Increase Sales.

A restaurant can boost sales by arranging competitions or promotions that attract more customers to the business. Planning in-house contests is also a great tool to help motivate staff, especially if morale is at a low. Some ideas could include the following:

A “Perfect Guest Check” competition. The ideal guest check is one that includes a drink, appetizer, entrée and dessert.Each time a server achieves one of these, they qualify for an entry into a weekly or nightly draw.

The game of Bingo. This is a contest that is not only confined to senior citizen players. It can be just as exciting to create your own board and fill the squares with food or menu items you would like your employees to sell, such as a special cocktail, a new main meal or special dessert. The winner is the first one who completes a row of sales.

Exceeding personal expectations.This is where employees test themselves to see what they are really capable of.Once you have assessed how much each worker has sold during a shift, reward those who have gone the extra mile or exceeded their own personal expectations.By posting the results, members of the team can gain recognition.

Raffles and Earning dollars in the kitchen.Every time an employee receives some positive feedback from a customer, goes beyond the call of duty or gives assistance to a colleague, enter their name in a raffle for a future prize drawing.  Servers are not the only members of staff who can take part in a competition. The kitchen personnel are also included. They can participate in a contest where, a specific cooking time is given for every entrée. Ten to twenty one-dollar bills are then laid out and for every minute that a cook exceeds the cooking time set for a specific entrée, a dollar is redeemed by you. Whatever money remains belongs to them.

Team challenges. Organizing contests and challenges in teams helps to strengthen bonding. After calculating total sales, the team that has accumulated the most sales wins a prize. The rewards do not have to be extravagant. They can include gift vouchers, movie tickets, a small monetary gift or joining a class to learn more about a favorite hobby. Very often, just being recognized for a job well done is enough reward.

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A Competent Restaurant Manager Should Have The Following Characteristics

A Competent Restaurant Manager Should Have The Following Characteristics

The aim or hope of many who work in the restaurant industry is to either own their own restaurant business one day or be in the role of a restaurant manager. To be at the helm of running a restaurant, a manager should possess specific traits in order to make a difference and for the process to be successful. To achieve your ambitions of getting ahead, some consideration should be given to the following advice.

Do not be antagonistic. When being a Restaurant Manager if you do something wrong, accept criticism gracefully. Trying to defend yourself by arguing will not help the situation. When corrected, it is better to listen and learn from your mistakes so that they are not repeated.

Exceed expectations.  At all times Restaurant Managers, try and exceed expectations by going the extra mile. Aiming for perfection in everything you do will give you the drive to go that little bit further when executing your responsibilities.

Be prepared for problems that can arise. Things can go wrong during the routine running of a restaurant. Many great Restaurant Managers have the skills to anticipate and prevent an incident before it happens, or to deal with it swiftly should it actually materialize.

Trying to solve a problem on your own. When being a Restaurant Manager if you run to your boss with every little problem that arises, you will become more of a hindrance than an asset. Learn to use your own initiative first when trying to sort out any issues within your own area of responsibility. Of course, if you are unsure about what to do, it is much better to ask for direction than to make matters worse.

Being serious about the job. Some Restaurant Managers may have extrovert personalities but there are occasions when one needs to be serious. This is especially relevant in a work situation where the job comes first. However, that doesn’t mean that you have to operate in a humourless environment. Hilarity is perfectly acceptable when appropriate, as long as it does not have a negative impact on your level of work.

Punctuality is essential. Restaurants rely heavily on their staff being punctual. If you are late, it is useless to offer petty excuses such as over-sleeping, the alarm didn’t go off or the car wouldn’t start. It is not acceptable and gives a very poor impression to those in the rest of the restaurant team who have managed to be on time.

Do not moan about everything. Try and avoid being known as a Restaurant Manager who complains all the time. You will only become unpopular with the rest of your colleagues. Try and solve any problems on your own in a diplomatic way and you will generally earn more respect.

Good communication. A good Restaurant Manager should have an outgoing personality and get along with not only the restaurant staff but the customers as well. The successful running of a dining establishment relies on a team effort. If you understand your boss’s temperament, you will know that when you are asked to do something, it must be executed immediately and not at your leisure.

Be discreet. If a fellow worker takes you into their confidence and tells you something, respect the fact that it must remain private. Breaking a promise not only damages your integrity but also causes hard feelings. Grudges can slow your progress and prevent you from moving forward as a Restaurant Manager.

Keep in touch. It is important to keep up-to-date with what is happening in the restaurant industry. By reading publications and looking at websites you can be informed about the latest trends and share the information with your boss and fellow workers. Constructive conversation about the industry can create new ideas and more efficient ways of working. It is also necessary, to get to know your peers so that you can learn from their experience and hear about the type of opportunities that could become available.

Don’t take things for granted. Do not make assumptions about specific situations before you know the facts. Always check first before launching into any accusations that could cause harm.

Dress code. Finally, always be professionally dressed as a Restaurant Manager. Smartness and neatness creates a good impression and shows that you care. Even if the dress code is casual, your outfit can still be stylish.

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Essential Job Interview Advice To Bear In Mind For Restaurant Professionals

Essential Job Interview Advice To Bear In Mind For Restaurant Professionals

Job interviews can be a nerve-racking experience but it is important to try and retain your composure by being fully prepared in order to prove that you are the right person for the Restaurant Management position. It is an opportunity to find out more about the culture and core values of the company and whether the role available will suit you and allow for personal development. Therefore, there are some very important questions that you should ask in every interview.

What are the future prospects of the Restaurant Manager

This is a crucial question as it indicates that the candidate is looking for a role where they can progress and allows them to figure out whether the restaurant position will enable them to achieve their long-term career goals in the hospitality industry. It also helps to gauge the suitability of the management role with regard to promotion to more senior responsibilities and whether it matches their ambitions. If the interviewer cannot give a clear and concise answer it is probably a dead-end job. There is also the possibility that a Management position may develop in a different direction and become specialized. This would restrict a candidate’s opportunities to move forward as they would find it difficult to become employment material elsewhere.

In what way can the work I do contribute to the goals of the Restaurant?

This question will help to reveal whether or not you will be an important piece to the restaurant operations. If the role that you are applying for does not significantly contribute to the goals of the business, management may allocate fewer resources to complete projects and smaller budgets for pay raises and bonuses. It just means that the business regards these non-essential departments as being non-crucial to their survival and unfortunately, should there be a drop in business, this is the area that is the first to feel the effects of redundancies. Asking this question should help to give some knowledge as to whether you will be provided with the necessary tools to be successful a great manager and contribute to the growth of the company, or end up struggling and be in the position of working in another role with less job security.

How would you interpret success in this role as a Restaurant Manager?

Putting this question to the interviewer can produce an answer that reveals some important information about the Restaurant position that is not available elsewhere. You can get some idea or find out to what extent your career aspirations can be fulfilled by the role, learn more about its priorities and the specific managerial skills required, as well as the culture of the company and what it takes to secure the job. This can assist in setting a benchmark with regard to the standard of work the company expects and whether you have the right skill-set and qualifications to be employed by them.

What about the culture of the company?

Much of your time is spent in the workplace so it is important that you can identify with the culture of the company. To avoid any stress you need to establish whether the restaurant management role provides a healthy balance between the time spent at the restaurant and your leisure time. Do you have the opportunity to do flexible hours or will you always be completely restaurant-bound? Also, does the management staff usually work longer than the hours stated in their contracts or are they frequently asked to work more and on the weekends? If this is the case, these questions will give you some idea as to whether you can cope with the demands of the role and decide if it is the right one for you.

Is ongoing training provided for professional development?

This is another very important question as good companies will invest in their staff by   providing regular training on new skills so that workers can progress in their Management careers. Keeping up-to-date with different software and other skills helps to secure promotions and opens the door to new career prospects. If this facility is not offered by a business you can stagnate in the same role for many years, stuck in a rut and unable to move forward to a more successful future.

Why has this job become available?

By asking this question you can find out about some of the company’s background and any challenges it may be facing and whether the role has been newly created because the business is expanding. It could have become vacant because the previous holder was promoted to be the General Manager, which is a good sign as it indicates that there are opportunities for moving up the career ladder. Alternatively, the vacancy could be due to someone leaving or the company is downsizing by combining two roles into one. It enables you to gauge the stability of the company and whether it provides some form of job security.

To what extent does the role fit in with the general structure of the Restaurant?

The answer to this question should help you find out if the position you are applying for will suit your style of working. It can reveal whether you would be more comfortable working in a team or prefer to have full responsibility and control over designated projects with your staff. You can discover who you will be managing on a daily basis and the level of management you would report to.

Are there any concerns regarding me and the job in question?

This is a direct question to close the interview which may or may not reveal the reasons as to whether the job is yours or not. It could be suggested that you lack the management experience they are looking for of other candidates, but this is an opportunity to perhaps discuss your talents in more detail and clear up any prior misunderstandings before it is too late.                                                                                 

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Innovations In Technology Changing The Way Restaurants Are Managed

Innovations In Technology Changing The Way Restaurants Are Managed

 

Many businesses are constantly thinking of ways to maximize their operations and the restaurant sector is no exception. By making use of the latest technology, owner/chefs can have the latest tools at their disposal to optimize restaurant bookings, streamline inventories, bookkeeping and other facilities that can generally help control most of the functions that keep the restaurant wheels running smoothly.

IT experts can create computer programs that are flexible and specific to the type of restaurant. Restaurant Managers are always thinking of ways to maximize efficiency and availability to allow their guests more opportunities to dine. Technology products can be designed in such a way that restaurants can configure them to fit the pattern of their restaurants, whether it’s one small dining room or several spread across three different floors, or be adapted for special occasions.

How can the business of paying for meals be made easier? A great deal of thought has been given to this aspect of the dining experience as the conventional way of awaiting the check at the end of the meal is the norm. How can a more convenient method be introduced without taking away the personal feel of the waiting staff? Well nowadays, once again technology steps in with the various apps that are offered, and a specific app for restaurants means that diners are now able to pay with their phones. No processing of credit cards or keeping customers waiting for the bill. The employees can instead concentrate on delivering great service and improving the guest experience. Introducing more diners and restaurants to this trend means that it will eventually just become an alternative method of payment.

In an extremely competitive restaurant market, ensuring diners can find a particular restaurant can be a challenge. New technologies and digital methods are addressing the situation where diners have the ability to connect with restaurants in their area. Dining establishments that have up-to-date responsive websites that are compatible with mobile devices allows potential customers to browse the internet for specific places while on the move. Apart from just searching for particular restaurants, diners also look for appropriate venues for special occasions like business luncheons or to celebrate Valentine’s Day. Promo pages of results can be created that catch restaurants matching those searches and can help diners who are looking near special landmarks such as the Golden Gate Bridge.

One of the most powerful ways for restaurants to reach their audience is via social media. Apart from announcing new menus and special promotions, social media platforms can provide exceptional branding opportunities. Instead of relying on traditional advertising methods, restaurants have instant access to the public domain to boost their unique concept. They are able to introduce the team that runs the restaurant and post assessments, plus apps are also allowing restaurants to be engaged in conversations and feedback surrounding meals, culture, and reviews. Also, getting immediate honest feedback from diners is extremely valuable as it can help to recognize outstanding staff members and recognize any weaknesses on the menu or other opportunities for improvement.

For a restaurant to thrive they rely heavily on repeat business with initial diners becoming regulars. A specific database can allow a restaurant to make notes and keep a history of their guests so that when they return, servers know exactly what their preferences are with regard to drinks, food and seating arrangements. This personal touch makes guests feel valued and is also excellent PR for the business. Also for restaurants to succeed, they want strong teams of hard-working professionals that are in the industry for the long haul. Culinary and hospitality sites can provide high-quality job-matching tools for job seekers looking for opportunities across the country and these facilities can also enable them to connect with peers and find inspiration from mentors.

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Some Guidelines On How To Run A Restaurant

Some Guidelines On How To Run A Restaurant

Despite the glamorous aura that surrounds restaurant ownership, it takes a lot of hard work and discipline for it to be successful. The industry is very competitive and involves long and grueling hours in hot kitchens as part of the package. To keep the wheels running smoothly, the responsibilities of owners/chefs extend across activities that go beyond the kitchen. They need to balance the books and recruit appropriate kitchen staff and individuals for waiting-on-table duties. To help the business to thrive, it is suggested that proprietors make a note of the following advice.

Streamline - As a Restaurant Manager a restaurant could be regarded as a factory and retail store in one unit. It can be a bit too much for only one or two people to handle and can result in details being overlooked, leading to inconsistencies that can affect the bottom line. It is therefore important to develop systems that will streamline operations that are specific to the type of restaurant.

Avoid being distracted As a Restaurant Manager one of the biggest challenges they will face is trying to be multi-skilled and doing jobs that takes them away from the kitchen. This can cause frustration because regardless of what the issues are, you still have to ensure that the quality of the food and the service is maintained. Customers have to enjoy their experience and tell their friends about it. After all, word-of-mouth is the best PR you can have.

Refuse to compromise – As a Restaurant Manager you cannot please everyone. There are many failed attempts in the restaurant business which is rather frightening. Even if you are well organized as far as staffing, accounting, legal and everything else that a small business entails, your concept is either going to work or not. It is important that you stick to the decisions that have been made because even if the plan is not progressing as expected, changing mid course to something that is out of character and not part of your talents will send the wrong signals and sound the death bell for the restaurant.

Remain consistent - As a Restaurant Manager this can be the biggest challenge because there are so many components that keep the restaurant engine running. Customer satisfaction is a priority for return business and means doing whatever possible to make them happy.

Attend to the mundane things that have to be done – As a Restaurant Manager setting up a restaurant involves a lot of preparation that includes organizing the menu, wine list and bar program. There is also all the other important necessities that have to be arranged,   because without them, even if you have the best food and service in the world, the place cannot function. This refers to the boring business of sorting out all the legal aspects associated with establishing a restaurant, the banking and finance, insurance, bookkeeping, payroll, HR and setting up utility accounts for gas and electricity.

Surround yourself with the right people – As a Restaurant Manager it is never easy working with people because none of us are perfect. However, if you can work with a team that is passionate about what they do, the whole process becomes much easier. Running a restaurant relies on everyone working together to get the job done. Offering ongoing training and investing in those willing to learn is a great asset that helps a good restaurant to survive.

Don’t cut corners – As a Restaurant Manager hire the best staff and purchase affordable, good quality food and materials. People-friendly workers who provide great food and service translates into long-term repeat customers. In your absence, you should be able to rely on your team to carry on regardless with their duties so that you have less to worry about. If you are launching a new restaurant and have a limited budget, keep some extra cash aside as a back-up while establishing the business over the first few months. This will help to cover any unforeseen circumstances such as a delay in the launch date or if you are just not as busy as expected when the restaurant first opens.

Strike a balance – As a Restaurant Manager be able to draw a line between the restaurant and home as a healthy work/life balance is essential if you are going to remain happy. This can be quite a challenge if family members are also part of the team. In this situation it is necessary to be creative and find solutions that suit everyone.

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Some Basic Facts That Can Enhance Your Restaurant Management Skills

A Restaurant Manager’s role can be difficult at times, but by adhering to some basic guidelines, the job will be easier to execute. You may well hold an audience in the palm of your hand with your excellent presentation skills, but the true test is in how efficiently and effectively routine managerial activities are administered on a day-to-day basis.

Flexibility and versatility make the best Restaurant Managers. It is always good to have a broad perspective and be open to suggestions from employees. After all, they are the nuts and bolts of a business and therefore ideally positioned to suggest ideas for any improvements. Be a good listener and avoid being rigid by saying that, “this is the way it has always been done”.

Set high standards that are achievable and expect a certain level of excellence from employees. A good Restaurant Manager does not have to resort to tough tactics in order to get the best out of workers. Once employees recognize that their Restaurant Manager has high standards, they are more likely to discover that they have it in themselves to maintain those same standards.

Also, with those high work expectations, ensure that employees know where they need to focus and that it is clearly reflected in their job goals. Proper planning of job objectives enhances job performance and benefits both manager and employee.

Time management is essential for the smooth running of a business. Restaurant Managers can have a lot on their plate to deal with, so organizing their time into a well-constructed schedule prevents work being rushed just to get it out of the way. Important jobs can be effectively delegated.

A strong Restaurant Manager should be a good communicator, an effective leader and be available and accessible to workers. Keep in touch with employees by providing regular feedback on staff matters, whether positive or negative and if you are physically away from your work environment, make use of the phone, emails, texts etc. to remain in contact.

Any incidents that involve conflict resolution should be dealt with swiftly and impartially. The type of issues that can cause upsets and need to be resolved   include negative interpersonal employee relations, budget cuts, recession and specific episodes that may require a disciplinary hearing. Ignoring or sweeping events under the carpet achieves nothing. Employees respect managers who can handle difficult situations with civility, but they will just as much lose respect for those who are unable to deal with any matters that are confrontational. The role of a Restaurant Manager is a complex one that requires them to be multi-skilled in order to deal with a diverse set of circumstances.

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Some Blunders That Can Contribute To A Botched Interview

Many of us know what it feels like to eventually be asked to attend an interview for that dream position as a Restaurant Manager in the Hospitality Industry. You are confident that you are the right person for the advertised vacancy and determined to impress the interviewer with your knowledge and experience about the hospitality industry. The process is completed very much to your expectations and you are informed that you will be contacted if they think that you are the right one for the Restaurant Management opening. Several days pass and eventually you receive an email to say thank you for your interest but the position has now been filled.

What went wrong? There are several errors that can affect the outcome of an interview. It is important that an interview failure does not have a negative impact on the search for the Restaurant position and that you are not discouraged or ever give up. Perhaps some of the following mistakes could apply to your specific Restaurant Management interview.  

A Poor Cultural Fit

Despite having all the necessary qualifications and being a perfect match for the Restaurant position, that all-important call did not materialize. Therefore, some thought needs to be given to the overall culture of a company, their clientele and whether you may or may not fit in. If not part of a company’s demographic targets, it could be difficult for you to integrate and have a relationship with the restaurant staff and customers and may also have an influence on your productivity. Be prepared by learning more about a company before applying for any position.

Excessive Enthusiasm

Although it is positive to show a certain amount of excitement and enthusiasm during a job interview, excessive amounts of this emotion can cause you to stumble over words and speak without thinking. Before responding to an interviewer’s questions, carefully phrase your answer and pause before blurting out the first thing that comes to mind. By doing this you will let your interviewer know that you can remain calm and collected under pressure and that you will take the time to carefully analyze a situation before finding a solution.

Feeling Anxious About Getting The Job

An interviewer can be put off by someone who comes across as being a bit desperate and really needs a job. If you admit that the interview is the first you have attended for several months, your potential employer will already see the warning signs and take a step back. However, if you let it be known that you have four interviews lined up during the next week, it can show that you are in demand and would be an asset to any company.

The Need For Training

When entering the Restaurant employment market most managerial positions require a period of training or an induction course to learn the ropes. Basic hospitality knowledge is a must for the major roles today, so attending an interview saying you have some Restaurant Manager operational background and knowledge already spells disaster for a satisfactory outcome. Special computer programs that are designed for the hospitality industry do require training but you should not need to be taught about basic computer functions. Even though you may claim to be a person who learns quickly, other interviewees who can do the job are waiting in line. 

High Job Expectations         

After attending a famous university and graduating with a first-class degree, you are now ready to join the workforce. You have an interview arranged and with your qualifications you are highly confident that you will nail it and the job will be yours.  However, this is not necessarily the case. Possessing a degree does show that you have the ambition to be a success, but does not automatically entitle you to jump the queue and clinch a General Management position in a restaurant. You will still need to prove yourself, and work your way up from an entry-level role in order to eventually earn and fill a post that has a much higher status. 

The Standard Of Candidates

There are many talented people in the world but unless you have done something exceptional you are not necessarily going to stand out from the crowd. An interviewer will have narrowed down a list of suitable restaurant management candidates to maybe two or three and you could be one of those involved in that final decision. Should the outcome not be in your favor it means that you were not the best candidate and must not feel disheartened by the result. The best thing to do is to keep in touch with the company so that you remain on their books and can be informed the next time a similar position becomes available.  

The Right Match For The Job

All things considered, if an interviewer did not wish to hire you because your skill set did not completely match the restaurant management position or you were not a good fit for the company, but still took a chance and hired you anyway, would you be happy and really want to work there under those circumstances? Keep applying, don’t give up hope and take on board what you have learned from the interviews that were unsuccessful so that you can be more prepared for the next ones. Perseverance is the key to finding that dream job in the Restaurant management industry.

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A Resume Revamp Will Help You To Reach The Next Step On The Career Ladder

Many candidates who wish to take the next step in their Hospitality Management careers submit their usual resumes to recruitment agencies, but then wonder why they are not being invited to attend any interviews. The information that they have provided in the past has been adequate so what is the problem? It is time for a resume overhaul, but many find it difficult and do not have the right Hospitality Management experience in how to update their facts in a professional way.

To help secure that all-important interview for promotion into a more upper level management role, consider the following when rewriting a resume – Research, Relevance and Content.

Research: When seeking a management role you will no doubt have worked in various positions and can bring a wealth of experience to the table. Consider what area you would like to work in, focus on that and do your research. For example, if your aspiration is to be a head chef, get to know other head chefs in order to gain some insight into what the job involves. Targeting and researching the Hospitality Management role that you want makes it easier to understand the specifications of the job and to meet its requirements. Identify keywords that can be used to communicate with the recruiter in the same language that they employ. As most Hospitality companies rely on computer software programs to review thousands of resumes, using the right keywords is essential when applying for jobs online. Resumes that have specific keywords are more likely to be selected for further consideration and not be rejected. Additionally, learn more about the Hospitality Management Company to ensure that you are the right cultural fit and can align yourself with the mission and values of that Hospitality Company.

Relevance: An important message to get across when applying for a management position is to select the job you want that is based on and is relevant to your past hospitality experience. Critically asses what you have already achieved and identify what your future goals are for moving forward. The content of your resume needs to be specific and clearly communicated to the recruiter without any ‘waffling’ statements, to ensure that your key offerings and values meets their needs.

Content: When writing the content for your resume, do not make it too long. Recruiters receive hundreds of applications for jobs and do not have the time to thoroughly go through every resume, so your management experience needs to stand out from competitors with the same or similar skill set. When applying for a more Hospitality Management role, you can explain how you have dealt with any past challenges, the action that was taken and the result. This demonstrates your management ability and problem-solving skills. For example, in a high turnover industry (the challenge), by creating and implementing coaching and mentoring programs (the action), the staff turnover rate was reduced (the result). A clear and professional page layout will also create a good impression and testimonials can add further support to your application. It is worth taking the time to produce a top-class resume that stands out from the crowd.

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Terminology That Should Not Be Included In Formal Emails

Communication to Restaurant Managers via email has become a vital tool in a technology world that never stops evolving. For a message to be clearly interpreted it is important that an email is properly constructed and the correct words and phrases are used. This is relevant to formal emails in a Restaurant Management environment where the content needs to be concise and without uncertainty. Delivering a clear message to your Manager is necessary in order to get the right response.

Think twice before using the following terminology when composing a formal email to you Restaurant Manager. Instead of using the word “forward” or “I am forwarding….” just use “send”. Using “forward” means that you are sharing information with others instead of the content being specifically meant for one person.

“Please note that…” is another overused phrase. It is usually included to draw attention to part of the message and is a polite way of doing so. It is much better to say “be advised that…” which is more assertive and professional.

Other wording frequently used incorrectly in emails is “Sincerely yours”, “Very truly yours” or even “Yours very truly”. These are rather endearing terms that sound extremely Victorian and are therefore not appropriate in our modern day. Such knowledge is not part of a formal email and should be changed with phrases like “faithfully” or “regards”, depending on the relationship your Restaurant Manager.

Sometimes an email begins with "I hope you are well”. Even if you like to give the impression you are a person who cares, the word “hope” has no place in a formal email. Instead say that you respect and appreciate the recipient’s time and move on to the point quickly.

Using “respectfully” adds a softer tone to an email and may sound negative. It does not actually soften the content of the email if declining a request or decision. “Kindly” is another phrase that's rarely used as it is old-fashioned. Instead replace it with “please”.

“Please do not hesitate to contact me” is a phrase that has been over used because of its popularity. Although it is a polite way of ending an email, it is unoriginal and can come across as being insincere. It is better to give your email a personal touch by using words such as “please call me” or “send me an email” which is still courteous and makes you more approachable.

Finally, “I thought I should reach out” is a vague expression and is an indirect way of evoking a response from your Restaurant Manager. This sort of approach gets you nowhere. Say what you have to say in a clear and concise manner so that you get the desired feedback.

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Important Points To Consider When Arranging Your Staff Work Schedules

Restaurants that rely on staff working specific shifts or set hours need to have a fair and balanced scheduling system in place. A well-constructed work roster should be generated in a way that prevents the risk of personnel overworking and becoming dissatisfied as this can have an adverse effect on productivity. Happy and satisfied workers are more likely to feel valued and remain loyal to a Restaurant. Therefore to maintain this scenario, there are some points to consider when creating an effective employee schedule.

Firstly, requests for time off such as vacations need to be factored in and allowance made for unexpected days off due to illness. By creating standby shifts as a backup for such events, restaurants can carry on uninterrupted. Many restaurants have specifically designed scheduling software where information is fed to a centralized system that automatically approves or denies requests depending on circumstances and these activities should be reflected on timesheets. Employees can also use self-service tools to lodge the hours they prefer to work and this allows restaurants to have a clearer overview of availability.  

Workers sometimes want to swap shifts with their colleagues who are equally qualified and scheduling systems that have this system in place allows staff to have more control over their schedules, without having a negative impact on the smooth running of a restaurant. There may be occasions when extra staff is required at short notice for a specific event or when someone calls off sick. Swapping shifts means that staff can be effectively deployed and if new shifts are created, workers who are available can respond via any web-enabled smartphone while on the move.

For a restaurant that depends on its workers being employed in shift cycles, flexibility is key to its successful operation. In many hospitality environments there are some employees who may prefer to work more hours and others who may wish to work less. Scheduling tools can allow workers to indicate whether they want extra work or to reduce their hours. Taking into consideration the total number of hours required and worked, safeguards within a system will allow for additional shifts or a reduction.

It is important that requests for vacation time are arranged well in advance. The festive season and school holiday periods place extra demands on the hospitality industry and can be a headache as far as scheduling is concerned. Therefore, fair shift planning needs to be in place so that workers can also organize their own private leisure time. Staff who have the opportunity and freedom of working in shifts that give them a decent work-life balance, are usually more content and this in turn helps to enhance productivity.

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What Behaviors Do the Best Managers Share?

Satisfaction and fulfillment in a job depends on your personality type. There is no ‘best’ personality type for a restaurant manager. However, each restaurant has its own demands and environment. Each is best suited to a different personality type.

If you are looking for a job as a restaurant manager then you need to highlight your personality on your resume. But there are some aspects that must be present if you want the job.

Restaurant Managers Need a Strong Sense of Empathy

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

The trick to landing a job is learning how to separate empathy from emotional drama. Can you show empathy in your resume or a job interview? Empathy is vital for success in any hospitality job.

The Successful Management Job Hunter is Justice and Fair

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

These are not tools to land a job. These are tools that will land you a better job. What does a sense of being fair and justice have to do with a job interview? Let’s look at it from the point of view of a job interviewer.

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

They are also going to try and determine your ability to earn respect. It is difficult to create a unified, high performance team when you play favorites, or are insensitive to people’s feelings.

The Successful Management Job Hunter Has a High Level of Accountability

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

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

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

The Successful Management Job Hunter is an Optimist or Realist?

The pessimist says the glass is half empty.

The optimist says the glass is half full.

The realist drinks the glass while the other two are arguing.

Successful Managers make things happen. They need a sense of timing. They also need a positive attitude. The ability to find the positive side of every situation. A positive person sees bad situations and turns negatives into positives.

Career Development

If you want to be a restaurant manager so that you can sit at a desk and delegate then the hospitality industry is not for you. If this is what you did in your last restaurant then you may have trouble landing your next restaurant.

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

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Top 3 Leadership Attributes for Restaurant Managers

Restaurant managers are a unique breed of manager. You cannot graduate with a BS and expect to immediately land a great job in the hospitality industry.

Last weekend I met a perfect management candidate at a hotel. He graduated top of his class, had four years’ experience, and had the stereotypical look of an up and coming star. I found this protégé behind the front desk making sure each and every customer had the best experience.

I was delighted to see that the system worked from recruitment to job interview to put the right candidates in the best jobs. I also felt a bit disappointed for all the students in his class who will not land a great hospitality job. Many of these students will fall out of the hospitality industry. Others will struggle for years, always reaching but never finding the success their degree and BS promise.

Their lack of success has very little to do with their grades or their dedication. They may be as personable as the young man I met last weekend. The sad truth is, they may never know why their career has already hit the ceiling.

1.       The Successful Management Job Hunter Has Courage

Of all the intangibles a manager in the hospitality industry needs, courage is the most important. Courage and confidence are not the same thing but they are often mistaken for the same behaviors. The difference is that courage is a leadership attribute that makes people trust you and want to follow you.

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

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

2.       The Successful Management Job Hunter Has Self-Control

Self-control is not the same as appearing to be in charge and behaving properly with good manners. A person who has self-control can manage the restaurant without losing their confidence. They can stand in a meeting and accept responsibility for chaos, and offer a solution.

Good self-control gives a manager the ability to control a chaotic situation, or something going very wrong, without attacking their team.

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

3.       The Successful Management Job Hunter is an Effective Planner

There are so many benefits to a hospitality manager that is an effective planner. We could write an entire series on the topic. You’ve heard the famous quote “The failure to plan is planning to fail. It is attributed to Joe Paterno, a famous American football coach born in 1926. Any leader wishing to succeed as a restaurant manager must plan his work, and then work his plan.

-There are many attributes that a manager needs before they become an effective planner.

-They have a high attention to detail.

-They understand the work needed to go into a plan, so they are more likely to invest their time and passion into any plan passed down by the general managers and investors.

-Planners are problem solvers. They learn to anticipate problems and start finding solutions before the problem becomes a reality.

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Unsure Why You Were Shut Out of the Hiring Process

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

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

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

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

On The Job Experience and Hit The Ceiling

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

1.       I don’t have time to network

Professionals associate with professionals. This is why the person who uses a recruitment service like geckohospitality.com will land a job quicker than someone who uses a job board.

The greatest source of mentoring and learning is from your peers. How will you know, what you don’t know, if someone doesn’t help you see your limits.

2.       No time for Education or upgrading

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

3.       Poor Communication Skills

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

 

Degrees and BS but Cannot Get Past Entry Level Jobs

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

1.       Hiring managers fear putting this person into a manager’s position.  New Management Candidates do not understand that not everything in books translates to the restaurant floor.

2.       Students have spent 3 or 4 years sitting at a desk reading and typing. The restaurant manager job is a high stress job that requires physical endurance and a lot of patience. Working at a summer job may not prepare you for a position as a restaurant manager. The question is, Can you do the job?

3.       Lack of connections. Face it, connections make the job easier. Do you know the best place to buy vegetables, or which contractor will work hard, fast, and for the lowest price?  Do you know where to hire local help if someone quits without notice? These are the intangibles that you cannot learn in college or university.

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Job Interview Tips

“If you can’t measure it, you can’t manage it!”

Responsive, real world management relies on reliable data that you can base decisions on. If there are problems then managers can take corrective action, quickly. A better strategy is to create teams that you can delegate ‘crisis intervention’ strategies too.

Not all data is important. Especially when you are trying to land a restaurant job. Restaurant management candidates need a clear understanding of the basic KPIs before going into a job interview.

1.       Staff and Employment KPI

a.       Wage Costs

b.      Labour Costs

c.       Labour hours

d.      Turnover

e.      Sick days

f.        Length of employment

g.       True hourly pay

2.       Kitchen Management

a.       Food Cost

b.      Food cost per head

c.       Kitchen labour percentage

d.      Kitchen labour hours

e.      Stock/food value

f.        Best/worst selling items

g.       Food waste

h.      Kitchen linen costs

i.         Damages

3.       Front of House

a.       Sales per head

b.      Number of customers

c.       Food, dessert, beverages sales per head

d.      Seating efficiency

e.      Basket analysis

f.        Linen costs

g.       Labour percent

h.      FOH labour hours

i.         Customer satisfaction

j.        Strike Rate

k.       Revenue per Available Seat Hour

4.       Bar

a.       Sales per head

b.      Gross profit on sales

c.       Average percent on sales

d.      Stock/inventory value

e.      Stock turnover

f.        Carrying cost of stock

g.       Discrepancies

5.       Sales and Marketing

a.       Number of customers

b.      Visits by top customers

c.       Sales per head

d.      Marketing and advertising costs

e.      Response rates per marketing/advertising campaign

f.        Press exposure

g.       Bookings

h.      Sales conversion to customer ratio

6.       Management and Administration

a.       Cash at bank

b.      Stock discrepancies

c.       Total accounts due

d.      Total accounts payable

e.      Return on Investment

f.        Taxes owed

g.       Sales and Costs

h.      Administration labor percent

i.         Computer and technology efficiency

 

This list is not exhaustive, but is meant to help restaurant mangers address the critical issues a recruiter may ask a restaurant management candidate in a job interview.  The person conducting the job interview is not interested in having a chat with you. They want specific answers to questions.

A restaurant candidate who can address the Key Elements instead of offering vague answers and personal opinions will stand out from the rest of the candidates.

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Performance Management For the Hospitality Industry

Performance management is one of those catch phrases that few managers understand, even fewer members of the management community can execute. However it is an extremely marketable skill for job seekers and Restaurant Management Candidates.

Restaurant managers who hopes to enjoy a long successful career can benefit by learning how to use this skill set.

As powerful as performance management is as a tool, very few businesses establish a framework that will connect the executives to the employees. Like all good management tools, it is misused by executives and managers with unrealistic expectations.

The problem with performance management is that the executives’ ideals are rarely executable within the budget. They expect too much from the staff, or create demands that make life miserable for the people on the floor.

To succeed, the process needs an intermediary who can create that framework, and bridge the gap.

The Executive View of the Restaurant

The average business strategy focuses on business improvement through strategic change, optimisation, and value improvements. The key focus is customarily operations, leadership, finance and performance. The executives create the plan, and the staff are expected to utilise their talents, skills and experience, to deliver the necessary improvements. The staff are seen as an asset and are often grouped in a very black and white projection of the restaurant’s business model.

The Staff View

Employees do not see themselves as fixed resources, similar to financial or computer systems. Their performance cannot be measured and managed using the same benchmarks. However, their personal values, family, emotional health, physical health, obligations, likes, dislikes and ambitions are ignored when creating the strategy. The conflict between the business and the people is seen in the reports and projections. The ‘human’ element of staff are often seen as peripheral to the pursuit and achievement of the business goals and objectives.

The Manager’s View

 Consultants and Executives often avoid many of the real world, human, elements because they ‘ruin the charts.’ The manager needs to learn what was omitted from the report. They also need to be able to bring up pertinent information ‘after the fact.’ In many cases they do not see a project until the planning phase is over. No matter how many times the executives run into problems because they didn’t consult the managers, they repeat the mistake. A good manager learns how to anticipate this and be able to tell the job interviewer how they avoided problems without laying blame on the executives or the staff.  

Employee Management Strategy

The best strategy is to know your team. This goes beyond conducting performance reviews every three months. I

The Tools

“If you can’t measure it, you can’t manage it!”

The one benefit of using a template, or software program is that never changes. When everyone is using the same data then everyone can anticipate what might happen in the future.

Data is the manager’s #1 tool. When the business owners can use information within the restaurant’s environment the strategies will be more relevant.

Presenting data to the executives also prevents backlash when a program doesn’t work. If the executives have the data before they make their plans.

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Top 3 People Management Attributes for Restaurant Managers

A restaurant manager needs to balance the corporate accountability side of their job, with the social side. Above them are investors, business owners, and general managers. Most of these people have a university BS or equal training. They network with people who are all at the top of their profession. Their world is a series of meetings, assessing risks, and networking with other businesses and politicians.

On the other side of the management job there are the artistic and social personalities in the staff. They do the day to day jobs. The drama of the chefs and hostesses. The high stress and adrenalin that drives certain aspects of the kitchen. Everything is ‘turned on’ and emotional.  One wrong word and your whole kitchen staff can throw up their hands and mutiny.

All three groups of people need to be motivated and managed to generate success. They all have different goals and objectives. They are all motivated by different needs and wants. So how can a manager turn all these people into a single, effective team?

1.       Communication Skills

Can you write a report in AP style grammar using post-secondary level grammar? Afterwards can you have coffee with the floor staff? Can you get both groups behind your plan?  

If you’ve had to do this you know how difficult it is. You need a whole new vocabulary. You need to switch from thinking ‘corporate reports and profit loss’ to ‘weekends off and scheduling PA days.’

If you can’t talk to people you can’t make sure that everyone understand what you need to accomplish.

2.       Cooperation

A good leader is in the service of their people. This concept is hard to understand until you’ve had to put it to the test. Then you realize that it is almost impossible to manage a restaurant unless cooperation is a standard operating procedure.

Leadership skills are learned. They are not something you are born with. It takes time to develop the ability to get everyone on the same path and working towards the same goal. Cooperation is about investment. It is about investing in people and the business.

A good leader learns to think laterally, with everyone from the restaurant owner to the newest waitress on the same level. Leading a restaurant takes a strong commander who is in control, has a plan, and can control people without force.

3.       Accountability and Responsibility

This is where courage comes in. Especially when seeking a new job. Someone needs to accept responsibility for any plan to work. The restaurant manager is the only one who can see the entire picture. Only they know the strengths and weaknesses of every level of the restaurant.

If you want to keep a job.

If you have your eye on a bigger restaurant, or more challenge.

If your future has the word success in it then you must, without compromise, learn how to be the one responsibility for making things happen and solving problems.

New managers, or managers who are low on the career development scale, often mistake being responsible for mistakes as being the scape goat. Being responsible means that you identify problems and look for solutions that satisfy everyone.

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Career Advice on Becoming a Restaurant Manager

Some of the top people in the industry offer some intangible advice and aspects of the restaurant management career path.

·         You need the courage to step out of your comfort zone

       ·         You are a business partner

       ·         Career path of a manager is less traditional

       ·         Your career success is founded on your accountability

       ·         Know where you are going, not where you want to go

       ·         Always look for the feedback from every section of the restaurant

       ·         Create your ‘inner circle’ team of about 12 people who share a common goal and

             desire for success

       ·         Take Risk – let people mix it up. Let them explore.

       ·         Build relationships with your team.

       ·         You don’t have to be the focus of the attention. Don’t be afraid to step back and do

             your job and let others do theirs.

       ·         You are not the star of the show, you are the stage manager.

       ·         The manager’s place is in the shadows

       ·         Your success is based on people’s perception

       ·         Dedication and hard work

       ·         Never be afraid to step in at any station in the restaurant.

       ·         Know the trends. Know the local events. Know what sells and what doesn’t.

       ·         If you study anything – study people, personalities, communication skills.

       ·         Never stop learning – ever

       ·         Your potential is limited by your social skills

       ·         No job is below you. Whatever you need to do for success.

       ·         Don’t bother until you learn and understand Restaurant Profit and Loss (P&L)

       ·         Never lose sight of what the rest of the market is doing

       ·         What is new in the restaurant sector today? If you can answer this then you are ready.

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Is Your Body Language Limiting Your Opportunities?

Relaxed Body Language = Confidence

The relaxed body language used by a factory worker is vastly different than the body language used by a manager in the hospitality industry. This is why body language is so important in the job interview.

If you don’t believe this attend a few networking meetings. The professionals at the top of their career can always pick out the eager young prospect who is ‘following the career development books.’ Both by what they say and whether they act like a manager, student, or someone who has learned ‘on the job.’

This new Candidate has learned what needs to be done, but are limited to the body language and communication style at their current career level. Unfortunately younger prospects never receive any help or mentors because they haven’t reached the ‘give and take’ or collaboration level of their careers.

Managers don’t have time for ‘takers’. If you want a mentor then develop a set of skills that he/she needs. Then learn how to demonstrate them in a way that will win the mentor’s respect.

You learn body language from your peers. If you limit yourself to your current peers then you limit your communication style.

Here are a couple ways that body language can be misinterpreted. To a person low on the learning curve, being relaxed or leaning forward may ‘sound’ like good advice.

Too Relaxed = Disrespect or Arrogance

Restaurant managers need to possess a high EQ, (emotional quotient). They learn how to interact with expressive/artistic personality types, including other managers. You need to understand more than the Robert’s Rules of Order, you need to know how to communicate with other expressive people without offending them.  

1. Chatting or texting during a meeting.

 2. Scrolling through your tablet or phone, or using your laptop when not instructed to(where others are not).

 3. Doodling on your note pad. This can also include taking notes when the speaker feels they are making a strong, valid point.

 4. Rolling your eyes, sighing, leaning on your hand, showing any boredom body language, or yawning.

 5. Stretching your arms out to the side and placing them behind your head, or crossing them on your chest. This might be okay on its own, but if you also sigh, roll your eyes, or look at your watch or clock, the message is, “You’re boring me.”

6. Mirroring might work when selling to the average consumer, but it can be construed as patronizing when in a job interview or when used with a type A personality.

Remember that when you are in a job interview, or a meeting, that the person in front of you expects a certain level of respect and affirmation. They want to see strong ‘active listening’ skills.

Moving Forward Body Language = Boredom and Disrespect

These five actions tell others: “I’m ready to bolt… “  “I have finished with you.” “I have more important things to do ….”

1. Glancing toward the door.

2. Looking at your watch or up at a clock..

3. Taking one step sideways toward the door from a standing position. This can include shifting your weight in a chair that can be seen as an act of moving away or putting distance between you and the speaker.

4. Point #3 can include moving one foot in front of the other. As your torso moves slightly in the direction of your foot you are giving the impression that you’re on your way out.

5.  Looking from side to side while others are talking. You’re scanning to see who’s going to get up first so that you can quickly follow. This can be mistaken as ‘taking control’ or as an aggressive move.

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