Goodwin & Associates Blog
The most trusted name in hospitality.Archive for For Candidates
Taking Questions to the Interview
Every interviewer has the magic moment in the interview when they turn the tables and ask “what questions do you have for me?” Don’t be fooled, this is a test, so don’t respond that you don’t have any. The interviewer is curious to see what research you’ve done, how seriously you’re taking the interview, and what kind of preparation you’ve done. Show up with a typed or hand written list of questions you want to learn about.
When you do get a chance to ask questions, there are a few areas you should not ask about in the first interview. We recommend avoiding asking questions about compensation, work schedule, benefits, bonus, etc. This is a great opportunity for you to learn more about the company culture and opportunity to ensure it’s a great match as opposed to just looking for the money. Focus on questions that will educate you on the company’s growth plans, training, career path, management turnover, etc. Also ask the person interviewing you why they like working for the company. This will surely get you an honest response and give you a more personal insight along with building better rapport with the interviewer.
Distinguish Yourself by Working with a Recruiter
Searching for employment is always a challenging task, but when there are more people seeking jobs during this time than we’ve seen in recent years it becomes even more important to distinguish yourself from everyone else out there searching.
One of the best ways to distinguish yourself is to have a partner in the search advocating for you. Find a recruiter that you connect with, trust, and feel does have your best interest in mind. If you choose to partner with a recruiter, it is essential that you feel you can be open and honest and truly partner with them in your search efforts. A recruiter will be able to understand where you are coming from and where you are looking to go, enabling them to create options that will actually help you move forward in your career and not just find you a job. A recruiter will be able to present options to you that you may have never thought of on your own, introduce you to an emerging concept, or open the door of a confidential search that isn’t advertised anywhere. Additionally, a recruiter has a relationship with the hiring manager and can directly present you to the person making the hiring decisions. This direct access is priceless as the amount of people applying on their own is continually growing and it’s important that you are not being lost in a sea of resumes. Having someone representing and advocating for you is an endorsement that cannot be missed.
With all of the support a recruiter can provide, it is essential to your success at finding the right position and getting the right offer to be 100% on the same page with your recruiter. Treat them as a trusted advisor and share all of your excitement, concerns, nerves, and questions. Their role is to support you and get you the information you need to make an informed decision that is best for you. Without complete candor, the relationship can only go so far and you may be limiting the recruiter’s ability to truly bring everything to the table for you.
Interview Tip- Preparation
The key to preparing for an interview is being able to answer the question “Why do you want to work for us?” If a company doesn’t sense a genuine interest level, they are not likely to feel you are a good fit. The best recommendation to knock this interview question out of the park is to do your RESEARCH. This begins with scouring their website for details – look at the info they offer to describe their company, their culture and mission, their career offerings, and even their management team. If they offer stock information as a publicly traded company, do research on their stock performance over the last year. Search for restaurant reviews online to see what their guests think. In addition, the best source of research is to do an actual visit to the restaurant and dine there. There is no better way than a firsthand experience to help you learn as much as you can, sometimes even seeing the person you will be interviewing with you in action.
When you do a restaurant visit, go to the interview prepared to discuss your observations. Always start by offering the positive feedback – what did you notice that you were impressed by and would make you want to work there. It is then appropriate to offer a concern or opportunity you observed based on having a critical eye. Pick the one area that you think may affect the operation or guest the most and highlight your observation, why you think it is an area of concern, and then offer a time you overcame a similar obstacle so that the hiring manager gets a sense you are a solution oriented manager.
Professional References- An Important Component to the Interview Process
One of the most important parts of the interview process, yet often the area least thought about, is professional references. In the mind of a hiring manager “past performance indicates future performance” so it is very common for a company to want to speak to former employers. While many companies have a no reference policy and will only verify dates of employment and eligibility for rehire, it is still commonly expected that a job seeker can supply names and phone numbers of former supervisors and colleagues. A good rule of thumb is to be able to offer the name and phone number of a former supervisor for your last three employers. More often than not, a hiring manager prefers to speak with someone who managed you as opposed to a colleague, someone you managed, or vendor. Very rarely will a company look to speak to a personal reference so be prepared with appropriate contact information.
In addition, it is imperative that the people whose names and numbers you provide are aware they are references for you and are willing to chat with potential employers on your behalf. Every time you are in search mode, you should be updating these people so they can be prepared to expect calls and return calls in a timely manner. If a reference doesn’t follow up to an employer within a timely manner, that is usually detrimental to your overall presentation to the client.
The other sticky situation is being able to provide a reference from your current employer. It is always helpful if you can provide someone at your current job, but many companies understand that is not always possible. This is when it may be appropriate to offer the name and number of someone who is currently working there in a lateral position to you as opposed to a supervisor or maybe even a former supervisor who is no longer with the company. If you truly feel there are no options to provide a reference from your current employer, let them know that you are discreetly searching and no one at your current place of employment is aware, but if an offer is extended you would be happy to provide someone at that time.
New Book Announcement!
I am very proud to announce a new book published by Goodwin & Associates Director of Sales and Marketing Brian Calderone, titled ‘Front of the Class to Top of the Sales Rankings’. Brian’s book is an essential tool for those just starting a new career in sales, whether completing college or recently graduated, or for those considering a new career change. Here is the link to order your book for a special gift to a family member or friend about to embark on a new career path, the advice provided is priceless.
Work from Home Sales Position Available
Unlimited Earning Potential!
Goodwin & Associates Hospitality Services is seeking top performing Account Executives nationwide. We are experiencing tremendous growth and looking for skilled, self-motivated sales representatives to join our growing team.
Responsibilities include:
- Proactively and aggressively cold-calling management level decision makers to sell a variety of services including mystery shopping, hospitality management recruiting, employee feedback programs, and more
- Account management to retain clients and secure additional business
Experience required:
- Minimum of 1 year of relevant inside sales experience
- Ability to work in a home office environment
- Exceptional speaking, writing, and negotiation skills
This may be a full-time or part-time position based in your own home office. Compensation is earned through commission only with no base pay. Please submit your resume to jbattershell@goodwin-associates.com to be considered for this exciting opportunity.
Unlimited earning potential through commission. $40K average first year earnings.
Work From Home Sales Position – Unlimited Earning Potential!
We are seeking a top performing Account Executive in your area. We are experiencing tremendous growth and looking for a skilled, self-motivated sales representative to join our growing team.
Responsibilities include:
- Proactively and aggressively cold-calling management level decision makers to sell a variety of services including mystery shopping, hospitality management recruiting, employee feedback programs, and more
- Account management to retain clients and secure additional business
Experience required:
- Minimum of 1 year of relevant inside sales experience
- Ability to work in a home office environment
- Exceptional speaking, writing, and negotiation skills
This may be a full-time or part-time position based in your own home office. Compensation is earned through commission only with no base pay. Please submit your resume today to be considered for this exciting opportunity.
Unlimited earning potential through commission. $40K average first year earnings. Send your resume to jbattershell@goodwin-associates.com to be considered.
Gold Power: Getting the Most from Older Hospitality Workers
What do the Compass Group, Fairmont Hotels, McDonald’s and Tim Hortons have in common? Like many other leaders in the hospitality industry, they’ve discovered a wealth of talent in older employees. They’ve also recognized that workers 55 and older will make up roughly 20 percent of the U.S. labor force by 2012, according to the Bureau of Labor Statistics, so these hospitality giants are actively integrating golden power in their operations.
At Chartwells School Dining Services, a division of Compass Group, 60 percent of the employees are over 50, and many have worked for the company for 15 or 20 years. Regional director Cathy O’Connor calls it a “happy accident” that Chartwells works with so many mature workers. Turnover, especially among older workers, is very low, and mature employees work side by side with younger staff benefiting from the combination of expertise and enthusiasm. Says O’Connor, “We find older workers bring maturity, life skills, positive attitude, experience, and skills from other careers.”
The benefits of integrating mature workers
Tim Hortons has always seen the benefits of building a diverse team. The quick service restaurant chain of more than 3,400 locations throughout North America has a history of combining younger and older workers. “Mature employees bring value to a team or work environment in terms of diversity of skills and experience,” says Nan Oldroyd, corporate HR director for TDL Group Ltd. (Tim Hortons). “Like younger staff, they have unique perspectives on customer service and business.” As with Chartwells, Tim Hortons has found that mature workers tend to have low turnover rates, a high degree of loyalty, and energy. An added bonus for the QSR is that the diverse staff mirror the diversity of customers. “The faces of our employees reflect the faces of our customers, which is the right thing to do but also is simply good business,” says Oldroyd.
Accommodating today’s older hospitality workers
Harnessing these talents requires a more flexible hospitality employer mindset.
Peter Shrive, a partner with Cambridge Management Planning, points out areas where employers need to change assumptions they might have about managing older workers:
* Get rid of any pre-conceived notions that more mature workers can’t keep up with the work, aren’t willing to do the hard jobs in hospitality, or are resistant to new technology.
* Create a climate of respect since you and your staff will be working with people who are older than you.
* Be ready to accommodate the skills level, both physical and mental, of older workers.
* Let employees with wisdom and experience offer their ideas, feedback, recommendations and, on occasion, criticism.
* Consider that for some of your more mature employees, this is a post-retirement position, second career or return to the workforce, and their ambitions and drive will differ from the energy of your younger staff.
* Create a work plan that accommodates the schedules of all of your employees. Many mature workers are looking for flexible hours that allow them to travel or deal with family issues (caring for older relatives, babysitting grandchildren). Job-sharing might be the best option for these employees.
* Make adjustments to your training and development. Some of your older employees might not be long service workers. Are you prepared to make an investment that might not pay long-term dividends?
* Make mentors out of your older workers. Even if they come to the hospitality industry from another field, their wisdom and expertise can definitely benefit your younger, less experienced staff.
Savvy hospitality employers recognize there’s a wealth of talent in the over-55 set. Make room for them on your team, and you’ll reap the rewards in stability, attitude and an unbeatable customer service ethic.
Candidates Bill of Rights for Goodwin & Associates Hospitality Services
A Candidate’s Bill of Rights
3 Ways to Get Started:
Apply On-Line
Printable/Fax Application
Telephone Our Offices
We promise:
• To communicate with complete candor every step of the way.
• To prepare you and fully inform you in detail for each interview.
• To work in partnership with you finding the right position.
• To send your resume to clients with your consent only.
• To correspond in a timely manner.
• To hand tailor your search based on your career goals and specific areas of importance outlined by you.
• To honor your confidentiality.
• To be knowledgeable of the companies we keep.
• To take the time to listen and get to know you and your needs.
Best,
Eric Goodwin
603-223-0303 extension 101 Fax: 603-218-6451
‘Never Mistake Activity For Achievement’
www.Goodwin-Associates.com | www.MysteryShopperProgram.com | www.Exit-Interviews.net | www.DiversityInHospitality.com | www.WomenInHospitality.com
Awards look good on the résumé, I am lucky enough to have been quoted in this article in Nation’s Restaurant News
Awards look good on the résumé
By Nora Caley
If you’re a chef and you won an award, it’s a good idea to put that on your résumé. But should you put it the top of your list of qualifications? How important is the award, compared to your education and experience, and for how many years can you bring up the topic of your winning the accolade?
“I think it’s important in terms of showing an individual’s commitment to their craft, but it’s not hugely important for everybody,” says Matt Jansen, owner of Mateo Restaurant Provencal and Radda Trattoria in Boulder, Colo. In a job search, he says, “accolades certainly help the cause, and I think they are a nice bonus and an added bit of appeal.”
He says most job applicants list their awards in a section under “special skills” or “extra information.” Sometimes it’s under the same bullet points where the job seeker writes that he or she was an Eagle Scout or the valedictorian in high school.
Eric Goodwin, president of the recruiting firm Goodwin and Associates in Concord, N.H., agrees that awards are important.
“It is something that certainly catches the attention of hiring managers,” he says. “Companies are looking for very tangible results, specific skills or accomplishments that will add value to their organization. An award illustrates distinguished achievement, pride in one’s work, and the ability to shine and stand out.”
He adds that employers do pay attention to awards, and it can help you get a job.
“In a sea of mediocre résumés that flood the desks of hiring companies, any spark or special recognition can oftentimes be the determining factor on whether or not a company picks up the phone to call you to initiate contact,” he says. “Even with all things being equal in a competitive offer situation, someone who brings more credentials to the table, more historical success, may tip the scale in that person’s favor.”
Don’t keep every award on your résumé forever, Jansen says.
“Personally I think it should have a statute of limitations, although we see examples of people frequently getting a lot of mileage out of something like that.”
If you win a local cooking competition or if a magazine called you a “rising young star,” you may keep that on your résumé for a few months. Other awards can stay on your résumé much longer.
“If you were on ‘Iron Chef,’ you can leave that on your résumé longer,” he says, referring to the Food Network cooking competition and not local versions that some organizations occasionally hold for charity.
Few awards may stay on your résumé permanently.
“If you win a James Beard Award, that’s a timeless category,” he says.
2008 Nation’s Restaurant News. All Rights Reserved.
