Confessions of an Executive Restaurant Recruiter » Blog Guest Hosts

What Do Employers Remember About You?

Chief Executive Restaurant Recruiter — Thu, 05 Nov 2009 14:28:20 +0000

Article Title: What Do Employers Remember About You?
Author Byline: Lorraine Russo
Author Website: http://undergroundjobnetwork.com

Imagine you are a recruiter or hiring manager at a job fair. An attendee (that is, a job seeker) walks up to you and says:

“So, what have you got for me?”

Yikes!

Remember our posts on developing and practicing your elevator pitch? Well, if the reason you’re at the job fair is to be considered for a job (which is a reasonable assumption), then you need to get to work on a concise, 30-second summary of who you are and what you can do for a company!

What’s so wrong about the ‘What have you got for me’ approach–on so many levels–is that it only says you are looking for work and will take any job at any company. While that may be the case, you can’t let that be known, and it certainly doesn’t give a potential employer any reason to give you a second look. Ever.

In fact, the ONLY thing the recruiter may remember about you was your question, not your skills, knowledge, or passion for a particular line of work. They will remember you as the Desperate-Job-Seeker-Who-Will-Take-Anything — not a highly-skilled candidate who will quickly contribute to a company’s bottom line.

When you attend job fairs (or any event where decision makers are in attendance), keep in mind that you literally have only a few of seconds to make a good FIRST impression with your introduction. Once you begin to speak, you will instantly be judged by how well you communicate. Are you well-spoken, verbally nimble, and confident with a firm handshake, or the opposite: unsure, stuttering, ill-prepared?

So your assignment for today is to practice how to introduce yourself. Think about what you want to tell an employer about what you can do for them and how you will add value to the organization.

If you’re thinking ‘What organization? What are you talking about?”, this means you missed Step 1:

Find out what companies will be at the job fair, target the ones you would like to work for, and develop an understanding of what that company is all about. What does the company do? What are the divisions in the company? What products or services do they offer? Once you know this, THEN you can develop an effective 30-second introduction that relates to each company you will visit at the job fair. You’ll then be able to discuss a certain opening on their website in direct relation to your skills and ability to contribute.

Example:

“Good morning, Mary! [note: check the name tag — don’t call everyone Mary )

I’ve been a sales and marketing writer for 10 years with a strong emphasis on widget technology. I noticed on your website that you have an opening for a sales and marketing writer in your Widget Business Unit. I’ve been developing B2B materials for widgets for the past three years with XYZ Company and would love to explore your opportunity. Do you have a few minutes to discuss it?”

See how that works? In those few seconds, you can give a recruiter or hiring manager just about all the information needed to strongly consider you for an opening!

Consider what you can do for a company that would bring value. Write it down, recite it aloud, and get it down to 30-seconds or less. Then, practice while looking in the mirror. What are your facial expressions? Are you looking into your eyes (think: eye contact) and speaking with a smile?

Preparing an effective elevator pitch BEFORE you go to a job fair will help you create an excellent first impression, one that tells a potential employer that you have done your research about a company, what your qualifications are, and what you can do for them.

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 courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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Career Options for Aspiring and Experienced Chefs

Chief Executive Restaurant Recruiter — Thu, 05 Nov 2009 14:21:35 +0000

The following guest post was contributed by Christiana Kim who frequently writes about Online Culinary Arts Degrees and college related topics for Online College Guru, an online college directory and comparison website.

The culinary field offers a wide array of positions for aspiring and experienced chefs. While a quality education in a culinary institute can substitute for some levels of experience, generally beginning chefs work their way up through the ranks, gaining knowledge, confidence, and experience along the way. Fine dining venues may assign different titles or responsibilities to their chefs, but generally, the career path follows a clearly delineated hierarchy.

Commis Chef

Most chefs begin their careers as a humble apprentice, or commis chef, assisting the line cooks and chefs de partie by peeling vegetables, practicing knife skills, and learning the skills needed to succeed in the culinary world. This entry-level position offers a chance to experience the fast-paced restaurant business firsthand. Many well-known and respected chefs began their careers as lowly commis chefs.

Chef de Partie

The majority of chef jobs are found in this level of employment. Also referred to as station cooks or line cooks, chefs de partie are divided into a number of categories depending on their particular specialty. Not all restaurants staff each of these positions; often two or more jobs are incorporated into one individual’s responsibilities. The elements of a full brigade in the kitchen are:

Tournant, or Swing Chef: Fills in as needed at any vacant station within the kitchen; this position requires a great deal of knowledge and flexibility.
Boucher, or Butcher: These invaluable chefs prepare meat for cooking, butchering, breading, and handling all aspects of meat and poultry preparation.
Garde Manger, or Pantry Chef: Cold items such as salads, chilled appetizers, and cold cuts are the responsibility of these chefs.
Entremetier, or Vegetable Chef: Versatility is the key for these chefs, as they handle hot appetizers, vegetables, pastas, and side dishes to make the meal complete.
Patissier, or Pastry Chef: Pastries, desserts, and breads are the responsibility of the pastry chef; this position is usually only available in larger restaurants and hotels.
Potager, or Soup Chef: As the name suggests, the potager is responsible for all soups leaving the kitchen, hot or cold.
Friturier, or Fry Chef: One of the most common positions throughout the restaurant industry, the friturier handles the frying of foods in the kitchen.
Grillardin, or Grill Chef: The name is self-explanatory; the grill cook is responsible for grilling vegetables and meats for the meal.
Rotisseur, or Roast Chef: These chefs roast and braise meats and create their accompanying sauces.
Poissonier, or Fish Chef: Fish and seafood fall under the purview of these chefs, who handle the process completely from butchering to the finished dish.
Saucier, or Saute Chef: These chefs are responsible for all sauteed dishes and their sauces; sauciers are considered the elite of the chefs de partie, and are accorded the highest respect among line chefs.

Sous Chef

By demonstrating competence and culinary skill as a chef de partie, a chef can achieve the status of sous chef, the second-in-command in the kitchen. The sous chef oversees the daily running of the kitchen, combining the skills of a manager, a teacher, and a quality control technician. Sous chefs are usually responsible for ordering the stock for the restaurant and ensuring that all foods are of the highest quality.

Head Chef

The pinnacle of any chef’s career is achieving the rank of head chef in a prestigious restaurant. The head chef assumes complete control and responsibility for the food produced in his or her kitchen, and designs the menu and the recipes used by the chefs de partie. This position is usually the culmination of years of experience and hard work, and offers rewards commensurate with the high level of responsibility.

Article courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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How to Make Your Restaurant a Success

Chief Executive Restaurant Recruiter — Thu, 16 Jul 2009 12:17:45 +0000

If there’s one thing that human beings need and will continue to need for eternity, it’s food. So you would think restaurants are a surefire business and spell an instant recipe for success. But that is not often the case as most restaurant owners find to their dismay. Some of them fold faster than a poker player with a bad hand while others struggle to break even. Only handfuls succeed in keeping their heads above water and retaining their loyal clientele, and they achieve this by following the formula for success which involves the following principles:

Positioning is important: When you decide to start a restaurant, you need to decide on a locality that is conducive to attracting customers, both regular and new ones who generate continuous revenue. You also need to position it according to the clientele that you expect to attract, regarding price and the kind of food you expect to serve.

Cleanliness is next to godliness: No one wants to eat food that is contaminated, so if your cleanliness policies are not very high on your priority list, you can close shop and pull down your shutters for good. Ensure that the highest standards of cleanliness are followed so that your customers are provided with a hygienic dining experience.

Keeping up with trends is important: You may have traditional roots that go back many years; but if you do not keep up with the times and changing tastes, you’re going to be left behind. You may pride yourself on your authenticity, but because recent health trends dictate that people change the way they eat, you must bring in new policies that include healthy changes to the way you prepare and serve food.

Loyal customers must be valued: There are some customers who are regular and who are loyal to you, no matter how often you shift base or change staff. Value them more than new customers who may be richer and more influential, because they are the foundation that holds your restaurant together.

Trying to please everyone is a recipe for disaster: When you try to satisfy different tastes and cater to the needs of a wide variety of customers, you are headed on the road to disaster. You’re only going to try to please everyone and end up not pleasing anyone in the process.

This guest article was written by Kat Sanders, who regularly writes on the topic of ekg tech . Kat welcomes your comments and questions at her email address: katsanders25@gmail.com.

Article courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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What Can a Third Party Recruiter Do For You?

Chief Executive Restaurant Recruiter — Thu, 19 Mar 2009 12:29:53 +0000

Article Title: What Can a Third Party Recruiter Do For You?
Author Byline: Peggy McKee – The Medical Sales Recruiter
Author Website: http://www.phcconsulting.com/WordPress

I got an email this week that was written something like this:

Dear Peggy,

I have decided to allow you to aid in my job search.

Could you please let me know what type of marketing efforts you have in mind?

I need to get a job asap.

Hmmm…Does this person understand the role of the third party contingency recruiter? I don’t think so.

While some searches involve marketing efforts, they are more the exception than the rule. Sometimes, recruiters will market a candidate to a new client to entice that client to do business with them. As in: “Look at the quality of this candidate. If you worked with me, all of your candidates would be this great!”

Here’s the basics of how recruiters work:

All contingency recruiters are paid for by the client. Therefore, they work for the client.

The recruiter’s mission is to provide the client with the type of candidates that the client specifies. Sometimes candidates confuse the client’s requests/demands with those of the recruiters, but the recruiter doesn’t make the rules, the client does.

If a client specifies they want a specific skill set and background; that is usually the only kind of candidate they will look at. However, if the recruiter has a good relationship with the client, they may entertain input from the recruiter and expand their pool of candidates.

When a recruiter says, “You aren’t a good fit for this opportunity”, they aren’t telling you that you aren’t good at what you do. They are telling you that their customer (the client) has specified who they will look at and consider as a qualified candidate and you don’t meet the client’s requirements.

(The irony here is that many recruiters will tell you that skill sets are transferable, to a point, and that clients would be better served if they looked at candidates with similar skill sets. For example, selling an executive jet is very different from selling laboratory capital equipment, but they are both complex sales with long sales cycles. Someone with a record of success selling jets might do very well selling capital equipment in the lab because the sales process is very similar. In this case, though, the deal-breaker might be that the jet salesperson doesn’t have a science degree and the client may have reservations about the jet salesperson being able to grasp the science of their products and environment.)

Good recruiters try to add value to the hiring process and can be a valuable asset to hiring managers beyond just providing candidates. The level of partnership and input is directly related to the relationship the client has with the recruiter.

Did you know that less than 30% of recruiters are in business more than 3 years? Many try and many fail. To ensure a positive result, look for a recruiter who has chosen recruiting as her profession and has been doing it a while.

A proven track record is your assurance, whether you’re a candidate or a client, that the recruiter you choose is going to deliver what you need.
These guidelines apply to any industry, not just medical sales, laboratory sales, clinical diagnostics sales, pharmaceutical sales, DNA products sales, biotechnology sales, cellular/molecular products sales, hospital equipment sales, medical imaging sales, pathology sales, surgical instruments sales, or any healthcare sales.

Article courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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International Students and Employment

Chief Executive Restaurant Recruiter — Fri, 09 Jan 2009 17:47:15 +0000

Article Title: International Students and Employment
Author Byline: Grace Kutney – Career development professional with 10 years of experience in career advising. Specializes in working with undergraduate students with little-to-no work experience. Special interest in working with international students, immigrant populations, parents transitioning back into the workforce.
Author Website: http://sweetcareers.blogspot.com

If you’re an international student hoping to work in the United States after completing your undergraduate degree, you have a few hurdles ahead of you. The way I see things, you have three major hurdles to overcome:

Through coursework and practical experience, mastering the content knowledge required within your chosen field
Becoming comfortable articulating your value to prospective employers and network contacts
Employer’s willingness to hire international candidates

You have control over hurdles one and two, which in turn can have a positive impact on hurdle three.

Most of the international students with whom I have had the pleasure of working have had little to no trouble mastering the content knowledge within their field – they have typically excelled in their courses and, when given the opportunity, often stand out as interns or researchers. So, in terms of hurdles, the first one seems to be a less daunting one.

Hurdle number two seems to be the one that really stumbles a lot of international students. My first suggestion would be to make sure you’re staying in close contact with your school’s international student advisor and are familiar with the most current regulations for OPT (Optional Practical Training), CPT (Curricular Practical Training), H1Bs and green cards. For some employers, the idea of hiring an international student may appear more complicated than it really is. It’s important that you have a clear understanding of your work authorization and are able to communicate this to potential employers. Possibly even more important is that you are able to articulate your skills, experiences and knowledge clearly and persuasively. Too often I work with very talented, bright and eager international students who are either uncomfortable talking about themselves, uncertain if it’s appropriate to do so, or both! My blunt response to these concerns? Yes, it’s appropriate to talk about yourself, so get comfortable doing it! As a woman born in the Philippines and raised in Canada, only moving to the United States in 2001, I fully appreciate the concern that you might come across as boastful, or worse, if you talk about your talents and skills to an employer. Typically, North American employers expect you to know how you can benefit their organization. They want you to have thought through your worth and then prove that worth to them by providing examples. Some of this is accomplished in your resume and cover letter, much more is shared during interviews and networking interactions. There are certainly ways to talk about yourself without sounding, or feeling, boastful (I’ll likely discuss this further in a separate post). The key is to give yourself permission to talk about why you’re special and uniquely qualified for the position for which you’ve applied.

Once you’ve overcome hurdles one and two, you will have done your best to positively impact the employer’s willingness to hire you – which is hurdle number three. Keep in mind that in some cases, some employers are simply not in a position to hire international students, likely due to company policy. If you know this about an employer in advance, I’d strongly encourage you not to use your valuable time and energy trying to change the employer’s mind. Instead, turn your attention to networking with alums of your institution, with other internationals who have landed employment in the U.S., and with members of professional associations within your field. Also, take advantage of resources available through your institution’s Career Center and international student services office. For example, the National Association of Colleges and Employers (NACE) is hosting an International Student Virtual Career Fair. Student sign-up will begin on December 1, 2008, so check with your institution’s Career Center to see if they will be participating.

As I mentioned earlier, I came to work in the United States in 2001, and was an immigrant to Canada when I was a child. The issues faced by international students are near and dear to my heart. If you are an international student, either studying in the US or Canada, I’d love to hear from you!–Related links :Job Search for International Students (LU Career Center)Working with International Students (LU Career Center)

Article courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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I’m Proud to be an American

Chief Executive Restaurant Recruiter — Thu, 01 Jan 2009 11:04:55 +0000

Article Title: I’m Proud to be an American
Author Byline: Gina O’Leary
Author Website: http://www.searchlogixgroup.com

On September 5th, 2008, I was a passenger on an evening Delta flight from Atlanta to Boston. It was a routine flight…..until we landed at Logan Airport. As we approached our gate, there were approximately twenty-five Massport vehicles (fire trucks, police, security) with their lights flashing and the drivers were standing outside of their vehicles saluting our plane. There was a group of Marines, also saluting, and holding the American flag at full staff. I also noticed a family on the tarmac, holding each other and hugging. The captain then announced that he had a request that all passengers remain seated until he escorted a Marine on board who was bringing “home” a fallen comrade. You could have heard a pin drop. A very young Marine, holding a folded American flag, was led to the door and then around the outside of the plane by our Delta captain. As they disembarked, the entire plane applauded; there were tears in most passengers’ eyes. A year ago, I had read of something similar to this in an email circulating but had never experienced it. The cargo door was then opened and this Marine went up the ramp to drape the coffin in our American flag. During this entire 15 minute process, not one person spoke on our plane and the salutes outside our plane remained frozen in place. It was such a private moment; yet, such a public moment. It was powerful. A verse from the song “God Bless The USA” resonated in my head … “And I’m proud to be an American where at least I know I’m free; And I won’t forget the men who died who gave that right to me…” I have never been more proud to be an American. The absolute respect and reverence shown to this Marine who lost his life while serving our country is something that will stay with me forever.

Thank you to every man and woman, mom and dad, sister and brother, friend and lover (and their families) who has served our country so that someone like me can sit here in total freedom in the USA.

God Bless America and God Bless Our Men and Women in Uniform…Past, Present and Future!!!

About the Author : Gina O’Leary joined The SearchLogix Group within months of its founding. She has over ten years of highly successful experience in the Executive Search and Placement Industry. Gina is responsible for developing and implementing our Information Technology Solutions, managing our Human Resource functions, and leading our Research & Administrative Teams. She also runs the tactical operations of the office, including vendor relations.

Gina’s team provides research to our President, Account Managers, and Project Managers with regard to our clients, prospective clients, industry trends, and updates significant accomplishments of Leaders in the types of business we service. Her team also created and maintains our presence on the World Wide Web. Training and development of our Staff’s Information Technology usage and capabilities is also a critical area of responsibility that is under Gina’s leadership.

Prior to her career with The SearchLogix Group, Gina was a Manager in Human Resources in the Public Sector for eight years. She is an honors graduate of Bay State College and has completed Advanced Studies in Business Administration.

A native of the Boston area, Gina resides in the Atlanta area with her family. Outside of work, Gina enjoys playing an active role in her church community and spending time with her family and friends.

Email Gina: ginaolearypr@searchlogixgroup.com

Article courtesy of Carl Chapman - Founder CEC Search, LLC
© Copyright 2009 CEC Search, LLC | All rights reserved

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Gift ideas for job seekers (and other career-minded folks)

Chief Executive Restaurant Recruiter — Mon, 15 Dec 2008 18:54:32 +0000

Article Title: Gift ideas for job seekers (and other career-minded folks)
Author Byline: Grace Kutney
Author Website: http://sweetcareers.blogspot.com

Do you have any job seekers, prospective interns or new professionals on your holiday shopping list? Here are some fun gift ideas for those career-minded folks for whom you may be shopping. I’ve tried to suggest gifts with varying price ranges and also offer ideas appropriate for close family and friends, and for colleagues with whom you may be less familiar.

ClothingI’ve encountered many students whose idea of dressing up for an interview is wearing jeans with no holes in them (understandably a step up if their daily attire consists of pajamas, sweatshirts and flip flops). As we all know, looking the part in a professional setting is important, but can be quite expensive. A few key wardrobe items will help get your job seeker, intern or new professional started in the right direction.

If purchasing clothing items as gifts, stick with conservative colors, such as black, charcoal, navy, brown and gray, however it’s alright for dress shirts or blouses to be a bit more colorful.For men, consider:

a suit $150 – $400+ at Men’s Wearhouse
ties $15 – $80+ at Overstock.com
a sport coat $80 – $275+ at Men’s Wearhouse
dress shirts $35 – $100+ at Nordstrom
slacks or khakis $40 – $100+ at Macy’s
dress socks $5 – $40+ at Nordstrom
dress shoes $45 – $200+ at Zappos.com

For women, consider:

suit jacket $60 – $200+ at Nordstrom
suit pants/trousers $40 – $200+ at Nordstrom
suit skirt $35 – $200+ at Nordstrom
blouses $30 – $300+ at Nordstrom
dress socks $6 – $40+ at Nordstrom
dress shoes $30 – $200+ at Zappos.com

Accessories

When it comes to accessories, again, stick with conservative styles. For example, choose a leather-looking laptop bag as opposed to a canvas one. Even with high-end items, select those with no or only conservative print. For example, most Coach monogram bags are fairly neutral, but a Juicy Couture bag may be a bit more edgy. With time and more experience, the gift recipient will eventually develop their own professional style, but for now, conservative items will act as foundational pieces upon which the rest of their wardrobe can be built.

Some items to consider:

leather, or faux leather padfolio $10 – $50+ at Office Depot
briefcase or laptop bag $25 – $200+ at eBags
handbag $30 – $500+ at Zappos
personalized business card case $6 – $40+ at Red Envelope
watch $40 – $150+ at Nordstrom

Gifts to stay organized

Staying organized is key to successfully navigating job search waters and is equally important when starting out in a new job.

Items to consider:

USB memory card (to save all those resumes and cover letters) $8 – $100+ at Walmart
A calendar or organizer to keep track of when application materials have been sent and when follow-up should occur $12 – $26+ at Office Depot
Rolodex $2 – $50+ at Office Depot or business card case $8 – $30+ at Office Depot

Memberships and subscriptions

Many college students, recent grads and young professionals would greatly benefit from membership in a professional association and from staying current with trends within their industry.

Gifts to consider:

One year subscription to a trade magazine (fees vary)
Subscription to BusinessWeek $46 or The Wall Street Journal $119,
One year membership to a professional association – remember that student memberships can often be more affordable than full membership (fees vary)

BooksThere are tons of helpful and interesting books out there for job seekers, new professionals, interns, and even for younger college students who are in the midst of choosing their major. Keep in mind that many college career centers also carry these or similar titles, but if your gift recipient loves books, they may want to have their own copy for their collection.

Titles to consider:

Specialized career books, such as “Great Jobs for Liberal Arts Majors,” “Careers in Focus: Computers,” “Career Opportunities in Marketing,” “Opportunities for Extroverts and Others Gregarious Types.” Most of these books can be purchased for less than $25 from Amazon or Barnes and Noble.
Internship directories, such as “Peterson’s Interships” or “Vault Guide to Top Internships 2008.”
Books for new professionals, like, “They Don’t Teach Corporate in College: A Twenty-Something’s Guide to the Business World,” or “10 Things Employers Want You to Learn in College.”
Choosing a major books, such as, “The College Majors Handbook” or “Smart Moves for Liberal Arts Grads: Finding a Path to Your Perfect Career.”

Occupation-specific tools

Keep in mind, your gift recipient may already own some of the tools for his or her trade, but may be longing for better quality versions. Hold off on buying these speciality items unless you know the exact tools and brands most sought after.

Here are some items to serve as examples:

art supplies for artists (prices vary)
gift certificate for professional headshots for performers (prices vary)
a cosmetic brush set for makeup artists $20 – $100+ at Crown Brushes

Miscellaneous

A box or boxes of blank thank you cards – keep them plain, nothing too flowery, cute or quirky. $5 – $25+ at Target
office supplies, like desk caddies, pens, and note pads $3 – $50+ at Office Depot

FREE Gifts

the names and contact information of some key industry professionals
set up an information interview with a professional in his/her field
your support and encouragement!

(Prices and merchant links are provided as a convenience and do not necessarily indicate an endorsement of specific merchants or their products.)

About the author: Career development professional with 10 years of experience in career advising. Specializes in working with undergraduate students with little-to-no work experience. Special interests include: international students, immigrant populations, parents transitioning back into the workforce, faith in the workplace, and Christian career counseling.

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Important Skills For Every Freelance Web Designer

Chief Executive Restaurant Recruiter — Sat, 06 Dec 2008 13:24:32 +0000

Article Title: Important Skills For Every Freelance Web Designer
Author Byline: Expert Web Site Design, Consultation, Maintenance & Management. Found at RazorIT.com
Author Website: http://www.RazorIT.com

The most important thing that anyone in web design can learn is that EVERYTHING is a compromise. Designs are constantly compromised by browser limitations and connection speeds. Rather than designing something to look perfect for everyone (as you would in print design) you have to develop for the majority of your users, and keep everything usable (if not always pretty) for everyone else. In recent years we’re getting closer and closer to standardization and better browser compatibility, (even if Internet Explorer still insists on being a pain on several fronts

The Freelance Web Designer not only has to compromise in their projects, but also in the scope of their abilities as an independent business person and a web designer. Since no one can be a master of everything it is important for web designers to brush up their skills with the same attitude they take towards web design. Keep your skills sharp in the most prominent areas, and areas you are most interested in. Focus on being an expert in your nitch (rather than trying to master everything).

To win the work in the first place it is important to have excellent communication skills. You must also be able to effectively communicate requirements with your employers in addition to making web designs that communicate the proper message to users. It is a necessity for you to keep your communication skills sharp. (Even when the hundreds of hours you spend by yourself in front of the computer don’t help your socialization skills

The next most important area to keep abreast of is website usability. It is important for a designer to understand how various browsers interact with HTML, CSS, and images. It is equally important for web designers to understand how their users will interact with their designs. A design can be visually pleasing but completely confusing to users. Whenever possible follow the big guys lead on feature placement, using their large research budgets to your advantage. (Google has a handy tool for doing your own research too : Website Optimizer)

If you can master usability and communication you will be a very successful web designer. The combination of these two skills makes you easy to work with, and ensures that you have a clear vision of where a project should go.

Technical skills are important for the web designer; however, it is not as important that you master every technical aspect. It is just important for you to have a basic understanding of all technical aspects. This enables you to communicate effectively inside a web development team.

The last area that web designers should include in their skillet is project management. By having project management skills you ensure that you are easy to work with. This doesn’t mean you have to be able to go and sit for the PMP or PMI exam, but a basic understanding of project management principles will take your career a long way.

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Catering to the Service Industry – What Lies Ahead?

Chief Executive Restaurant Recruiter — Tue, 02 Dec 2008 13:42:39 +0000

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.

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Interview Questions for Employers

Chief Executive Restaurant Recruiter — Wed, 19 Nov 2008 12:06:44 +0000

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.

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