Confessions of an Executive Restaurant Recruiter

The restaurant industry is one that will never go out of business – as long as people need to eat, they’re going to patronize establishments that cater to their palate. But if you want to be the one to stand out in the crowd of people who own and operate restaurants and other hospitality establishments, you’re going to have to make a difference in not just what you serve, but also in the way you serve it. The catering industry offers a variety of jobs if you’re interested in joining its ranks, right from the tasks that do not require too much skill to the ones that do.

• Planning: Catering involves a whole lot of planning, so if management is your thing and you love working with the food industry, you could try your hand at planning events, parties and the like. You need to be extremely organized, have an eye and ear for detail, and be willing to make changes at the last minute to satisfy your clients.
• Cooking: If you love experimenting with food and dabbling in the kitchen, this job might just be your cup of tea. Getting to the top level in fashionable restaurants takes a whole lot of experience, so you could start your career at smaller eateries before trying to move into the major league.
• Serving: You need a whole lot of patience for this job, besides balancing skills, of course. You need to know how to deal with all kinds of people since you’re the human link between the restaurant and the people who patronize it. Any small mistake on your part, and the establishment’s reputation is at stake. People skills and the art of serving food should go hand in hand for this job.
• Arranging food: Banquets and buffets, parties and weddings – they all require food of some kind. And when it’s a gala event, the food needs to be laid out so that it looks appetizing. Knowing how to weave magic with vegetables and fruits and other accessories that are used in the decoration of food, and having a creative mind help when you’re looking for a career in this field.
• Hospitality: The restaurant industry hires hostesses, managers and other people to see that their customers’ needs are satisfied. The hospitality sector requires a knack for dealing with people, some of whom may be extremely rude and difficult, and for sorting out problems that arise suddenly without ruffling too many feathers.
• Cleaning: If you’re looking to start somewhere in the restaurant industry and have no experience or education to speak of, you could work your way up by cleaning tables and rooms at a restaurant. You need to be armed with the will to work hard and the determination to make more of your life.

By-line:

This article is contributed by Sarah Scrafford, who regularly writes on the topic of Radiology Technician License Information. She invites your questions, comments and freelancing job inquiries at her email address: sarah.scrafford25@gmail.com.

Article Title: Apply for jobs online - but follow directions
Author Byline: BCjobs.ca brings jobseekers and recruiters accurate, timely information about the world of work.
Author Website: http://www.bcjobs.ca/re/career-advice/career-advice/resume-advice/apply-for-jobs-online

Apply for jobs online? Seems like that’s the usual way to find work these days. If you want to apply for jobs online, it’s important that you follow directions set out by the potential employer.

Employers frequently post job ads on their websites, Internet job boards and recruiters’ websites. And they often expect applicants to send their resumes through email or online forms. Even when employers advertise in newspapers, many ask candidates to send applications by email. Whatever the case, make sure you read the job ad carefully.

Tips to help you apply for jobs online

* If you are asked to submit your resume via email, don’t use mail, fax or in-person delivery. Send your resume by email.

* Check to see whether you should include your resume in the email or as an attachment.

* Does the job posting say email your resume in text format? Paste a text version of your resume into your email. Make sure the formatting looks okay, since you may not be able to use some of the features of your word processor.

* Have you been told to put a specific keyword in the “subject” line of your email? Make sure the subject line matches any instructions. Otherwise, your email may not make it past spam filters and managers keen to delete your non-standard resume.

* Use keywords from the job posting, especially in your resume career profile and resume career objective. Both human and electronic scanners will pay more attention if your resume shows those keywords. And someone searching a database will be more likely to find you if you have the keywords they use.

Follow directions, no matter how odd they seem to you. If you don’t follow directions from the get-go, the employer may treat it as a sign of things to come.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article Title: Interview Questions for Employers
Author Byline: by the medical sales recruiter
Author Website: http://www.phcconsulting.com/WordPress/2008/10/23/interview-questions-for-employers/

I am pleased to present this article from Alan Murray, webmaster of http://www.interviewquestions.name/, where Alan provides a lot of great interview advice.

Interview Questions for Employers
If you are tasked to conduct a job interview for your company, one of the most important things that you should always keep in mind is the fact that the main purpose of the interview is to get to know the candidate better. You are there to ask and listen, not to talk. To be specific, eighty percent of the entire interview process should be spent on listening to your candidate. Only twenty percent will provide you with a chance to talk- and that talking should be comprised of questions. To make sure than you can make the most out of your little talk, below are the major kinds of questions that you ought to ask:

Conflict Analysis
Provide questions that will determine if the candidate is capable of handling conflict, time demands, constraints, and criticism. You can opt to ask about the candidate’s experiences with a hostile client or colleague. You can also ask about their alternative plan of action once they are faced with unforeseen hindrances in achieving their goals.

Analytical Problem Solving
Ask questions that will help you determine if the candidate is capable of following a logical and systematic approach in solving a problem. You can ask the candidate to narrate a specific incident where he applied logic and good judgment in addressing a certain problem that he had in the past.

Decision Assessment
Include questions that will help you gauge if the candidate can make sound decisions quickly and rationally. Provide a specific situation that is mired with tension and pressure, then ask the candidate regarding the decisions that he will make along with the reasons that he have.

Work Commitment
These questions will give you an idea about the persistence and dedication of the candidate with regards to the job that he aspires. You can ask about the various factors that motivate and encourage the candidate. You can also ask about a particular situation when he was required to go beyond his normal duties in order to accomplish a certain task that was essential for his job.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article Title: Is a Career in Information Technology Right for You?
Author Byline: Randall Olson
Author Website: Mobile Technical Institute

Do you enjoy setting up and troubleshooting computer systems and networks? If so, a career in the rapidly growing field of information technology could be ideal for you. There are many different types of job opportunities for skilled IT workers. Some of the most popular entry level positions include: software implementation and support, network technician, telephone technical support, and web development.

Most large companies have one or more information technology specialists on staff. Individuals who work in these types of jobs typically need to have a well rounded background in all aspects of IT, as they are responsible for setting up new systems, troubleshooting software and hardware problems, maintaining network connectivity, training end users, and performing various other tasks necessary for keeping the company’s computer equipment and systems fully functional at all times.

There are even more job opportunities with companies that create or market computer software, hardware, and related systems. Organizations that provide information technology products and services, such as those that create and install software applications, provide IT training, and manufacture computers and related equipment often have a large number of IT professionals on staff. In these types of organizations, information technology workers typically specialize in one, or just a few, different aspects of the company’s operations.

Qualifications for an IT Career
If a career in information technology appeals to you, you’ll need to acquire the skills you need to gain entry level employment prior to looking for a job. You’ll also need to seek the appropriate IT certifications so you will be able to validate your abilities to prospective employers. Many employers require entry level employees to have industry standard credentials such as the CompTIA A+ and Microsoft Certified Professional (MCP) certifications. Additional certification credentials are often necessary for advancement into higher level jobs.

Whether or not you need to earn a degree to be considered for employment in the field depends on the type of information technology career you wish to pursue. If you want to be a computer engineer, then you will need to earn a degree in computer engineering. If you want to be a software installation and support technician, however, it’s likely that employers will care more about whether you are A+ certified than if you have a degree.

There are many different options for getting prepared to sit for your IT certification exams. If you don’t have skills in the field, it’s a good idea to enroll in a comprehensive live or online training program. If you already have experience in the field, the best place for you to start may be with taking a practice test for the exams you plan to take. This will help you identify how much training and study you need to complete prior to testing. If you need some help with test preparation, you may want to enroll in a certification boot camp or other type of exam prep course.

Are You Ready for an IT Career?
If you’re convinced that a career in information technology is right for you, the first thing you’ll need to do is get the training and certifications you will need to demonstrate your potential to prospective employers. Once you have the appropriate credentials, you’ll be ready to start making forward progress toward landing the job of your dreams.

About the Author
Randall Olson is the Director of Information Technology for Mobile Technical Institute & MTI Business Solutions. He oversees the firm’s high stakes certification testing center, conducts computer application training, and manages MTI’s online learning programs. MTI is a full service training and consulting firm, providing open enrollment and on-site employee development training, database development, and website solutions. For free career and business development tips and advice see MTI’s blogs, Daily Career Connection and Daily Biz Solutions.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article Title: Twitter - salesrecruiter - Can we tweet?
Author Byline: Medical Sales Recruiter
Author Website: http://www.phcconsulting.com/WordPress/2008/09/30/twitter-salesrecruiter-can-we-tweet/

I now rank 24,000 out of 35,000 on Twitter. I think I need more folks to follow and to follow me. If you are on there - look me up - “salesrecruiter”. Also, I have a page on Facebook, MySpace, Linkedin, etc.
Let’s connect? or twit or something.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article Title: Graduate Jobs
Author Byline: Jobs for Physicians, Nurses and Allied Health
Author Website: http://atlasmed.com

Atlas Medical International is a healthcare contingency and retained search firm, providing recruitment services to the healthcare industry in North America and Internationally. The jobs are for graduates in technical, medical, nursing and allied health.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article Title: The Inside Track on Recruiters – Top 10 Tips
Author Byline: Phil Rosenberg, President, reCareered
Author Website: http://reCareered.blogspot.com

It’s so simple, and so few candidates do this. And the higher up the management chain the candidate is, the more effective they can be using this strategy. Interestingly, the higher up the management chain the candidate is, the LESS LIKELY they are to actually do this! It’s such an easy way to stand out, such an easy way to get priority and additional help from recruiters.

But you’ve got to adopt a different paradigm - Flip your old way of thinking 180 degrees.

Stop even thinking that a recruiter works for you…they don’t. They work for the client, and are paid only if they find an exact match in a competitive recruiter market. Retained recruiters are also paid to find exact matches. Even if you suggest that you’ll throw business to the recruiter when you land your management job, a recruiter is in the immediacy business, and operates just-in-time. So next year or next month provide little incentive.

Recruiters work with hundreds or thousands of candidates at the same time. Why aren’t you getting a call back to “check in”? Not the recruiter’s job, and there’s just no time. You’re asking them for help, remember?

So how can you change this? Adopt the mentality that YOU WORK FOR THE RECRUITERS!

OK, you don’t want to be a headhunter…so how are you going to work for recruiters? Here’s 10 tips:

1. Work for the Recruiter - Tell the recruiters you work with that you will work for them…and mean it. Back it up by giving them information about available jobs and candidates.
2. Be an exact match – Give FAST turnaround and customize your resume within hours to be an exact match for the job. The fastest matches get interviews.
3. Provide Value - Every time you speak to a recruiter, have something to give them that they find valuable, even if they call you - A job lead, a candidate referral, a web resource, a networking event.
4. Personalize – Not every recruiter goes to networking events, so provide value that’s important to THAT recruiter. Recruiters specialize, and most Technology recruiters can’t help your friend in Accounting. Ask the recruiter what information is valuable – what should you keep your eyes open for?
5. Be responsive – Call the recruiter back quickly. Recruiters win interviews by responding quickly. If you respond quickly, the recruiter has a better chance of getting you an interview.
6. Co-Opt - Make the recruiter feel like a friend. People naturally work harder for people they like.
7. Respect the recruiter’s time – email is an efficient communication for the recruiter.
8. Be a Fountain of Info – About your past employer, about current interviews, about jobs you’ve seen. Tell all – information is your best currency.
9. Help in matching – If you see a job that a recruiter lists, IF YOU ARE A MATCH – send an email with your resume attached (revised to match the job & keywords), and let them know why you are a match.
10. Provide introductions – Set up in person meetings with Hiring Managers and candidates. If you can’t do in person, use emails and/or LinkedIN.

And as a bonus, #11

11. Be Positive and friendly – Be nice, make their day, tell a funny joke. Recruiters don’t like putting bitter people in front of clients.

I can’t tell you the number of candidates who put themselves in conflict with recruiters by with holding information, even when directly asked. The job market is more and more transparent each day, so telling a recruiter what companies you’ve interviewed with, what jobs you see, won’t increase competition. If that recruiter doesn’t pitch the company for the job order, someone else already is. So withholding doesn’t lessen your chances of getting THAT job, but it creates mistrust between the recruiter and you.

I challenge you to try this tactic for a month. After you’re HONESTLY tried these tips, if you find recruiters who don’t respond to this…fire them and work with someone else.

Trackback: http://recareered.blogspot.com/2008/02/inside-track-on-recruiters-top-10-tips.html

Phil Rosenberg
President, reCareered
Email: phil.reCareered@gmail.com
Blog: http://reCareered.blogspot.com

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article Title: Video Job Interviews: Remote trumps Live
Author Byline: The Entervista Team
Author Website: www.entervista.com/blog

The obvious use of Video in Recruiting is at the job interview itself, through Video Job Interviews.

The “Live” option works in a way similar to MSN-Skype video applications, allowing conversation to take place.

In the “Remote” option, a Company sets up a Job Interview, sends it to the Candidate, and he/she completes it independently using a webcam.

Both live and remote Video Job interviews beat Video Resumes in interaction capacity, legal convenience and risks of video publicity. However, Remote Video Interviewing appears as the superior alternative in almost every aspect.

Live vs. Remote Video Job Interviews

Some important aspects we can compare Live and Remote Video Job Interviews are:

Interaction

While the Live option has the advantage of allowing real conversations to take place (answer to answer), Companies and Candidates still need to schedule a time to meet online, and meeting online can be inconvenient when the Candidate is in a different time zone.

In the Remote Version, a company can send one interview to many candidates at the same time, so they only need to ask questions once. This allows high flexibility as there is no need to schedule meetings. Companies and Candidates can do their part anytime, anywhere.

Technical Aspects

In Live interviews, it is also more likely that technical difficulties will arise during the interview, as there is no special preparation. This can be awkward. Prior testing of sound and image and the independence of the processes in Remote Video Interviewing minimizes risk of technical difficulties.

Interview Length

In Live Video Job Interviews, the duration of the interview is usually indeterminate, like in face-to-face interviews. Remote Video Interviewing allows setting maximum times to respond to interview questions.

Candidate Evaluation

The Remote option has clear advantages for recruiters, allowing them to easily administer candidate info, compare and evaluate candidates within a secure platform, and share videos with Hiring Managers. With the Live version, there is no aid to the recruiter for the evaluation of Candidates.

Security

In the Live version, if the interview is recorded, it is difficult for Recruiters to share video interviews with Hiring Managers securely. In contrast, Remote Video Interviewing allows video storage within a secure platform, reducing the risk that Video Interviews will end up in unwanted places.

Legal aspects

With Video Job Interviews generally, the danger of discrimination suits is not an issue as the risk is as high as with face-to-face interviews.

Remote Video Interviewing reduces the risks of an illegal question being asked during an interview if using the predetermined questions, while the Live version works just like a face-to-face interview in this regard.

Convenience

Remote Video Interviewing offers the possibility to include language and other tests to interviews, adding another element to aid in candidate evaluation. Also, it makes possible to replay videos and to store them online through a secure platform for a period of time.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article Title: Friends don’t let friends get a degree in psychology!
Author Byline: Medical Sales Recruiter
Author Website: http://www.phcconsulting.com/WordPress/2008/09/10/friends-dont-let-friends-get-a-degree-in-psychology/

All across America this time of year, college campuses are filling with new and returning students all looking for that magic piece of paper that will ensure their futures. All that effort and all those tuition fees…. You’d better make sure it’s worth it.

No offense to those with psychology degrees, but the most valuable college degrees now and in the future are much more science and technology-oriented: Engineering, Computers, Finance, and Science.

A List of Best College Degrees By Salary fills the top 5 with the engineering and computer science types, but #10 is Business Management, #11 is Marketing, and #13 is Biology. Psychology is way down there at #19…past even English and Communications.

A Top 10 List of High Paying Careers ranks Pharmaceutical Representative at #9 with an average starting salary of $51,000+. I happen to know of similar sales jobs in clinical diagnostics, research laboratory, histology, pathology, imaging, DNA, cellular, molecular, surgical supplies, hospital equipment, and medical device where you can do better. In a more specialized medical sales job, you can be one of the few, not one of the many, and be that much more successful. What kind of degree is most helpful for those jobs? Biology, microbiology, chemistry…you get the idea. Not psychology. Sorry.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Article Title: Graduate recruiting tip #11: Build a top-rate careers site
Author Byline: Susanna Cesar Morton of Recruitment 2.0
Author Website: http://blog.advorto.com/blog/2008/08/graduate-recr-1.html

You never have a second chance to create a good first impression.

Students are busy. They love the Internet. They will visit your website. So please, make sure you put your best foot forward and make your graduate site your most successful recruitment tool.

In many cases, the first time a potential employee is exposed to your company is through your web site. Your best candidates come though this channel, so its creation and maintenance deserve your utmost attention.

At the very least, your careers site needs to include an up-to-date listing of open positions and information about your company and its products. A fully developed site can include bells and whistles such as an online profiler, interactivity and streaming audio and video content.

Here are some things to think about when developing a top-rate careers site:

1. Understand your target group’s expectations, preferences and priorities.
2. Design a simple layout and navigation scheme around this, and test it on graduates.
3. Provide a job site map.
4. Include an RSS feed so potential applicants can get updates automatically.
5. Use their language – graduate lingo.
6. Keep a consistent employer brand throughout the entire website.
   Explain your company’s recruitment process. Include a “How to Apply” section to lead a potential employee through the process, with a very prominent “Apply Here” button.
7. Include a list of compelling reasons to work for your company and don’t ignore the basics – include in-depth information about the job, and clearly articulate the interview and hire process.
8. Add a system for managing and tracking applications. An online application form has the benefit of standardizing information from candidates.
9. Have a mechanism to receive feedback, and then use this valuable information.
10. Use the fact that the careers page is often the most visited page on your site (after the homepage) to get much deserved budget from senior management.
11. Include a mechanism to get back to applicants quickly, and whether they will advance in your process. This will create a positive impression, not the sense of a “black hole”.
12. Above all, keep it easy to use and friendly.

A good example of a graduate recruitment site is www.hewittgraduate.co.uk. And check out Microsoft’s "Hey Genius" graduate recruiting site for some innovative ideas to say the least!

What have your experiences been creating careers site? Any tips to add? What is your favourite site? Least favourite site? Leave a comment and let us know.

-Susanna

PS — Our next post in this series is on "making use of video".

** This post is an excerpt from Advorto’s “15-minute guide to graduate recruiting”. You can download the full report for FREE at: http://www.advorto.com/GradGuide.aspx

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.