Here are the keys to successful phone interviewing. Follow these simple rules and you should achieve success in this important phase of job-hunting.

• Do give accurate and detailed contact information in your cover letter so your interviewers can easily connect with you.
• When in job-hunting mode, don’t have a disproportionately silly or long greeting on your answering machine or voicemail.
• Do ensure that household members understand the importance of phone messages in your job search.
• Do know what job you are interviewing for.
• Do practice, if possible. Have a friend call you to do a mock phone interview so you get the feel of being interviewed over the phone.
• When being interviewed by phone, do make sure you are in a place where you can read notes, take notes, and concentrate.
• If you cannot devote enough time to a phone interview, do suggest a specific alternate time to the recruiter. It’s often best to be the one who calls back so you can be mentally prepared.
• Do consider using a phone interview log.
• Do consider keeping some note cards or an outline in front of you to remind yourself of key points you want to cover with the interviewer. You don’t want your responses to sound scripted, but you don’t want to fumble for important points either. Do also have your resume in front of you so you can remember highlights of your experience and accomplishments.
• Do ensure that you can hear and are being clearly heard.
• Do consider standing when being interviewed on the phone. Some experts say you’ll sound more professional than if you’re slouching in an easy chair.
• Do consider dressing nicely for the phone interview. It may sound silly since the interviewer can’t see you, but you really will project a more professional image if you’re dressed for the part instead of wearing, for example, a ratty bathrobe.
• Don’t feel you have to fill in the silences. If you’ve completed a response, but the interviewer hasn’t asked his or her next question, don’t start babbling just to fill in airtime. Instead, ask a question of your own related to your last response.
• Do create a strong finish to your phone interview with thoughtful questions.
• Don’t panic if you have special needs. If you are hearing-impaired, for example, phone interviews are still possible.
• Don’t snuffle, sneeze or cough. If you can’t avoid these behaviors, say “excuse me.”
• Don’t chew gum or food, or drink anything noisy.

Great video from “Howdini – get yourself a gru”

Website that provides a variety of information.

This video is by  Carolyn Bigda, Money Magazine check it out – How to prepare for a job interview

• Dress appropriately and conservatively. Suits are safe.

• Shake hands firmly.

• Make eye contact.

• Develop a sales pitch about yourself. Use specific examples of your work and mention key points that will appeal to your interviewer.

• Practice this sales pitch until it’s routine and easy to deliver calmly and with sincerity.

• If you were fired from your last job, be honest, but positive. No negative remarks about the former employer.

• Say you’re looking for the next opportunity, the place to take the next step in your career, or that you’re looking to apply your skills in a different way.

The 10 Toughest Job Interview Questions

Article written by Barry Golds

Q1. What did you not like about your last employer?

A. OK, so the interviewer has asked you to say something negative about your ex-employer. You need to turn this around so that it makes it sound like the negative is in fact a positive!

Remember, you will not get any credit for complaining or describing a negative situation without adding a positive ending. Here are some examples of what you should say if you are faced with this question:

Start with “Actually there are a lot of good things to say about my ex-employer, however if I need to highlight one area…

“I used to get a bit annoyed when I noticed inefficiencies in the processing workflows and controls. A number of times I made suggestions as to improvements that could be made which would have saved money but the ideas were effectively ignored.”

or

“I always tried my utmost to make sure that all customers were treated fairly and honestly but I noticed a malaise creeping in which meant that some staff didn’t always try their best to meet the exacting standards required. I feel this reflected badly on everyone.”

Q2. I see from your resume that you have never actually been in this role in any of your previous companies. How are you going to manage?

A. Firstly, this is an obvious weakness. Weakness means risk to an employer and they are looking for re-assurance that you will adapt to the new environment.

Relate your previous experience to similar situations where you moved departments and had a new role or were faced with new technology which you had to learn quickly.

Turn this into a positive about ‘how you are able to adapt to changing circumstances and have a flexible approach. How you pick up new skills quickly. How you enjoy the challenge of the ever changing technology’.

Try to broaden the answer by saying ‘we are all faced with a fast moving and changing environment which constantly presents new challenges. I have always been able to rise to these and perform effectively despite tight deadlines and little support.’

Importantly, then go on to list examples of similar experiences where you have demonstrated such skills. This should close the issue in the interviewer’s mind and paint a positive picture.

Q3. What is your typical working week in hours?

A. Whatever it takes to get the job done. However, be careful not to suggest you work long hours purely because you are inefficient.

“I like to think I am an effective and efficient worker who gets through a full workload each week. However there are times when I need to work late and weekends and this is fine. This is often due to uneven demands on my time. I will put whatever effort it takes to complete my role.”

Q4. How long would it take for you to start making a real contribution to the organization?

A. There is no point in blurting out an answer here because the contribution could be anywhere and you could go off in the wrong direction. Bat the question back to get a more precise idea and allow yourself some time to think.

“In what particular area of my responsibilities did you have in mind?”

“Of course there will be a short learning curve while I get up to speed but in the past I have prided myself on being a quick learner who can make an effective contribution in a short space of time. I see this opportunity as no different although I accept it will be a challenge.”

Prepare an example of how you had a similar situation where you had to learn a new skill quickly.

Q5. What have you learnt most from your past career?

A. A truly open ended question and the opportunity to talk positively. But you need to keep your answer at a high level.

“I have learnt many things as you can imagine. But one point always rings true. Every one needs to be treated with respect, their opinion should be valued and they should be encouraged to contribute to the good of the organization.”

Q6. What would you most like not to do in this role?

A. Dangerous question. The interviewer is probing for things that you didn’t previously like and then they can ask a follow on question about why you didn’t like them. Beware of this trap.

Turn the question around and give a ‘model answer’…

‘In an ideal world…I would like to avoid any bureaucracy or red-tape which can delay decisions. Like anyone, I am always keen for good progress to be made at all times and everything to run smoothly’.

…or perhaps you have an example such as this….

‘I would like to avoid the situation in the last role where we had tight deadlines and three of my staff went off on long term sick with the winter flu last year. Although we achieved our targets, it was only through hard effort, team-work and long hours’.

See how these answers portray you in a good light and turn a negative into a positive.

Q7. What would your job references say about you?

A. Try to make sure that any job references have been sought and written before you go interviewing. This is not always possible but would allow you to repeat their positive comments.

Where you do have job references, then you can say you have references, and they are very complimentary around a number of aspects of your work.

It is not a problem if you don’t have references and the question implies that you would probably imagine what they would say.

Effectively, the interviewer is therefore asking to list your strengths. Take the time to list your job strengths and behavioral qualities. Start the sentence in the 3rd party with…’My references would say…’

Any time you are able to reply in the 3rd party, it sounds like someone else is endorsing your candidacy which in effect references do. Everyone will say they will receive good references but if you say this using a 3rd party endorsement, then you add greater credibility to your statement.

Q8. Why should I hire you?

A. This is one question which you should have prepared for thoroughly.

You need to have a personal pitch of 3 – 4 sentences prepared. This needs to relate to the job description which you need to go through line by line. Then add in the additional personal qualities that you bring to the role. Apply these to the personal summary statement.

It is always worth using a qualifying phrase such as ‘colleagues have said of me…I am a great motivator/team-builder/technician etc.’. It sounds better if there is a 3rd party endorsement. It doesn’t sound like you are bragging but a colleague is speaking on your behalf.

In addition, you will need to have relevant examples which you can offer to expand on. The personal qualities for the role will be attributes such as hard-working, motivating, good communication skills, desire to succeed, etc…

You should end your answer with a statement such as ‘do you think these qualities are what you are looking for from a successful candidate?’

It plants a seed in the mind of the interviewer that you are.

If they reply that they were expecting other qualities, then discuss them and offer examples of how you have these and examples of them in action. You need to leave the interviewer in no doubt that you have the skills and can demonstrate this with relevant examples.

Q9. Why do you want to leave your current job?

A. Negative connotation and expectancy that you will say something negative about ex-employer or ex-employee. Resist the temptation and keep the answer upbeat concentrating on the advantages of what the new job would offer. You could mention the increased salary but do not dwell on it, emphasize the other benefits first.

“I enjoy my previous job and as I have demonstrated, I make a solid contribution which is appreciated. However I am looking for more experience, a greater challenge / increased responsibility / more dynamic organization that this role offers.”

Make sure you have a list of reasons for joining this company.

You need to reply using one or a combination of the following five replies:

Challenge: You need a new career challenge.

Traveling: The commute to work was taking too long or I was constantly being asked to travel with work.

Career: I had reached the likely top and there was no room for advancement until someone else above me left.

Money: You feel you were not being paid what you were worth.

Security: The organization was unstable and my role may have been at risk.

Q10. What, as an organization, can we offer that is better than your current employer?

A. It is asking for a direct comparison between your current employer and your future employer.

An interviewer wants to hear that you are a valued member in your current / previous role. You have worked for an organization that has trained you to a high level and you have been providing a strong contribution to their skilled workforce. They hope to leverage these skills in their organization.

A typical answer which deals with such a comparison should be…

‘My current organization has been a great career move for me. I have learned many new skills (eg. x). There is a great team ethic and I feel I have made a strong contribution to their sales team / office / project team etc.

However, I see your organization and the role it offers as a new challenge which can leverage my skills and allow me to challenge myself and set new goals and further my career in a way that the current organization perhaps doesn’t offer.”

Of course, this answer needs to be tailored to meet your particular circumstances. Start by listing what you like about your current organization and the experience you have gained. Compare this with the list of skills and benefits you expect to find in the new organization. Use this list to tailor your answer.

Stay clear of talking about money. The sub text of this question and so many others like it is the interviewer is asking ‘What’s in it for me?’

You should be replying “I am making a contribution and this is how…” include examples of how you can make the contribution, which backs up your claims.

By saying you want to leverage your skills in the new role and show how you can make a strong contribution is precisely what the interviewer wants to hear.

If you say or even imply the reason for the new job is that you are looking for more money or additional benefits, then this does not imply you are making a contribution to the new organization.

You are in fact saying “what is in it for me” and does not address the interviewers needs!

Downers Grove, Il- Gecko Hospitality is pleased to announce Victoria Epstein as the new Franchise Partner for Gecko Hospitality in the state of Minnesota. Victoria started in the restaurant business at the age of 14 and began managing private restaurants by the age of 21.

Victoria Spent 3 years in QSR opening several restaurants for Donatos Pizza and quickly climbed the ranks to General Manager. After that, she spent the next 5 years with Bertucci’s where she gained experience as a training General Manager and Managing Partner. She then spent time as a General Manager with Ruby Tuesday.

Victoria quickly discovered her ” entrepreneurial spirit” and began investing in real estate.

Victoria’s entrepreneurial spirit, go- getter mentality, along with her love and experience in the business are what make recruiting a perfect fit.

Victoria currently lives in the suburbs of Philadelphia with her husband, Adam, 13 year old daughter, Kayla and 6 year old son, Ryan.

In her spare time she enjoys year round scuba diving, playing golf, and spending time with her family. She also spends time volunteering all over the world in places such as Uganda Africa, Mexico, local needed areas, and teaching 5th and 6th grade girls at her local church.

Gecko Hospitality is very excited with the operations and recuiting experience Victoria brings to the organization and looks forward to several years of success.

Gecko Hospitality is the largest hospitality recruiter in the US. The firm partners with top restaurants, hotels and casinos to help them identify the best management personnel for their properties. Gecko has 37 regional offices and a team of more than 120 hospitality recruiters covering all 50 states and Canada.

Hospitality Industry Leader Keeps People In Jobs Despite Economic Downturn

Downers Grove, IL – “We’ve placed thousands  of people in top management jobs in the last two years. There’s no recession at Gecko Hospitality.” Robert Krzak, president of North America’s premier hospitality industry recruiter, is proud of Gecko’s track record in getting people into work. While millions of Americans have lost their jobs in the two year economic downturn, Gecko Hospitality has bucked the trend. “We’ve worked extra hard to make sure that our candidates are paired with top class restaurants, hotels, resorts, clubs and casinos who have been eager to hire them,” says Robert. “It’s a huge achievement, especially with unemployment figures rising in every industry.”

Based in Downers Grove, Illinois, Gecko Hospitality offers the largest selection of hospitality, restaurant, hotel, resort and club management jobs online. “We work with more than 400 of the top employers in the industry,” says Robert, “and more than ever, during the recession, they have relied on us to find them the best, most honest candidates with the highest integrity to join their management teams.”

Finding the right candidate isn’t a problem, thanks to Gecko’s ten year track record in the business, extensive candidate database and team of top class recruiters. “Our candidates know that our contacts with hospitality industry decision makers will put their resumes in front of the right people,” says Robert. “Even better, most of our recruiters began their careers in the hospitality industry, which means we understand and care about what our customers want. Everyone’s happy.”

Robert attributes the company’s success to its unique attitude to the people it works with. “We’re not just another service provider or vendor,” he says. “We have a real passion for the hospitality industry. We partner with industry leading restaurants, hotels, resorts, clubs and casinos to provide them with the management staff they can’t get on their own. We handpick the best, most honest candidates with the highest integrity. We’ve been doing this for ten years, with great results – just ask our clients and candidates!”

To mark its tenth anniversary, Gecko Hospitality is relaunching its recruitment website in February 2010. The new site will feature an improved interface to help match candidates and clients even more successfully.

“With our new site, it will be easier than ever for us to connect hospitality industry leaders with the premium candidates they need,” said Robert Krzak, who founded Gecko Hospitality after running successful restaurant recruiting franchises. “We want to start the next ten years the same way we ended the last – by getting more people into hospitality industry jobs. That’s the reason why we are the largest and most respected hospitality recruiting firm in the US. ”

About Gecko Hospitality

Gecko Hospitality is the largest hospitality recruiter in the US. The firm partners with top restaurants, hotels and casinos to help them identify the best salaried management personnel for their properties. Gecko has 37 regional offices and a team of more than 60 hospitality recruiters covering all 50 states and Canada. For more information, please visit www.geckohospitality.com

In difficult times the employment market is extremely competitive; especially when you are trying to catch the attention of an executive recruiter. These tips will help you get the interview you are looking for regardless if you have been downsized;

• Relevant Experience – if your experience has varied but you have great exposure to what a specific job is looking for HIGHLIGHT that experience or more importantly move it to the first few bullets on your resume.

• Recent Successes – employers want high impact players that make a difference and your success needs to be clearly written on your resume. Briefly describe what you have accomplished and the impact it had on the business.

• Reasons for Changes – Often we see resumes with multiple jobs in a few years or some job seekers that have not been employed for a few months. This has become more common in this market. The assumption is always negative so take that out of the equation by letting potential employers know about those situations on your resume.

• Tailor your Career Highlights or Summary – If you have a Highlights or Summary section on your resume tailor it for the job you are applying for. I have seen people apply to a job and their highlights have little to do with the job that they applied for. This will not open many doors.

• Format – make sure that your resume is easy to read or easy to scan. The odds of your resume being read in its entirety are slim. When resumes are received they are visually scanned and people look for key words, titles and previous employers. People need to see a clear professional document. Resumes with bullet points are much easier to read that those written in paragraphs. Always make sure your font style and size is the consistent throughout.

• Spelling and Grammar – This is obvious but so important. Make sure you spell check your resume and always have someone else proofread your resume.

Remember the purpose of your resume is to get you in front of an executive recruiter and eventually an employer. Your resume does not (and should not) tell everything about you but it needs to tell them why you will be an asset. It should be a clear representation of who you are and what you bring to the table. It will open doors to executive recruiters and then it is up to you to sell yourself

What If Your Interview Is Tomorrow? 

Even if you have less than a day before your job interview, you can outshine the competition with a little preparation. The following four tasks will take you about four hours (plus five minutes) to complete, and you’ll walk into the interview confident you’ll be successful.

Conduct Basic Interview Research

Find out as much as you can about the interview. Call the person who scheduled your appointment and ask:

• Who will you be talking to? Will you meet the manager you’d work for, or will you just talk to HR? What are the interviewer’s expectations?
• What’s the dress code? Dress better than suggested. Most times, it’s best for men to wear a suit and women to wear a professional business outfit. You’d be amazed how many candidates show up looking like they’re going to class, not presenting a professional demeanor.
• Get directions to the office. Plan to leave early. Keep a phone number to call if you get stuck on the bus or in traffic. If you arrive late and stressed, the interview will not go well.
• If you don’t have a detailed job description, ask for one.

That’s a five-minute phone call.

Learn About the Company Online

Do some fast Web research, which will give you something to talk about in addition to the job description. Go to the employer’s Web site, or search the Web for information such as:

• How big is the company in terms of annual sales or employees?
• What does the company say about its products or services?
• What recent news (such as a new product, a press release, an interview with the CEO) can you discuss?
• If the company is public, the boilerplate at the bottom of its press releases will tell you a lot.

Basic research should take you about an hour.

Think of Some Stories

Write down and memorize three achievement stories. Tell about times you’ve really felt proud of an achievement at work or school. These stories demonstrate all those hard-to-measure qualities like judgment, initiative, teamwork or leadership. Wherever possible, quantify what you’ve done, e.g., “increased sales by 20 percent,” “cut customer call waiting time in half,” “streamlined delivery so that most customers had their job done in two days.”

By the way, nonwork achievement stories are good too; if you volunteer for the local food pantry, write down a time you overcame a big challenge or a crisis there.

Achievement stories make you memorable, which is what you want. There’s an exercise in Monster Careers: Interviewing called “Mastering the Freestyle Interview,” which helps you develop these stories into compelling sales points.

Take the time you need — at least three hours on this task.

Pick Your Outfit, and Go to Bed Early

Lay out your interview outfit the night before, get a good night’s rest, and always get an early start. The last thing you want is to arrive at the interview flustered and panicked because you couldn’t find a parking spot

It’s probably one of the most overused phrases in job-hunting, but also one of the most underutilized by job-seekers: dress for success. In job-hunting, first impressions are critical. Remember, you are marketing a product — yourself — to a potential employer, and the first thing the employer sees when greeting you is your attire; thus, you must make every effort to have the proper dress for the type of job you are seeking. Will dressing properly get you the job? Of course not, but it will give you a competitive edge and a positive first impression.
Should you be judged by what you wear? Perhaps not, but the reality is, of course, that you are judged. Throughout the entire job-seeking process employers use short-cuts — heuristics or rules of thumb — to save time. With cover letters, it’s the opening paragraph and a quick scan of your qualifications. With resumes, it is a quick scan of your accomplishments. With the job interview, it’s how you’re dressed that sets the tone of the interview.
How should you dress? Dressing conservatively is always the safest route, but you should also try and do a little investigating of your prospective employer so that what you wear to the interview makes you look as though you fit in with the organization. If you overdress (which is rare but can happen) or underdress (the more likely scenario), the potential employer may feel that you don’t care enough about the job.
How do you find out what is the proper dress for a given job/company/industry? You can call the Human Resources office where you are interviewing and simply ask. Or, you could visit the company’s office to retrieve an application or other company information and observe the attire current employees are wearing — though make sure you are not there on a “casual day” and misinterpret the dress code.
Finally, do you need to run out and spend a lot of money on clothes for interviewing? No, but you should make sure you have at least two professional sets of attire. You’ll need more than that, but depending on your current financial condition, two is enough to get started and you can buy more once you have the job or have more financial resources.
Hints for Dress for Success for Men and Women
Attention to details is crucial, so here are some tips for both men and women. Make sure you have:
• clean and polished conservative dress shoes
• well-groomed hairstyle
• cleaned and trimmed fingernails
• minimal cologne or perfume
• no visible body piercing beyond conservative ear piercings for women
• well-brushed teeth and fresh breath
• no gum, candy, or other objects in your mouth
• minimal jewelry
• no body odor
Finally, check your attire in the rest room just before your interview for a final check of your appearance — to make sure your tie is straight, your hair is combed, etc.

Here is the scenario; you are the restaurant manager on duty and in walks your District Manager and a guy from HR. They have a little small talk with some of the hourly staff and then ask to speak with you in the office.
They ask if you know the company policy about (sexual harassment, inventory control, cash handling) and then describe to you an incident where you are alleged to have violated company policy. There is a short discussion about the incident and then you are told you are being terminated for violation of company policy.

So you get your resume, contact the Gecko Hospitality recruiter and start your interviewing.

The toughest question is: Why are you no longer with your last company?

How you answer that question will determine how successful you will continue in the interview process.

What I usually hear is, there were differences between the District Manager and me, there was no room for upward growth, the company has gone through cultural changes that I wasn’t comfortable with and a bunch of other stories.

I usually listen to those and then ask, what really happened? This is the time when it is important to tell the truth.

I recently placed a manager who had been terminated for violation of company policy regarding fraternization. Of course, that wasn’t what the manager told me, he said “I just wasn’t happy there any more and it was time to move on”.

I got a list of references, and after the first call found out about his termination was for fraternization. I had already sent his resume to a recruiter for a national company, who I have a great working relationship with.

I called the recruiter and let him know what I found out. The recruiter really liked my candidate and decided to continue him in the process. He was then interviewed by a District Manager and was offered the new position.
The District Manager understood that sometimes mistakes happen and he saw a candidate with great potential who made a mistake.

The truth will set you free, be honest with your recruiter and explain your circumstances. We might be able to help you talk about your separation from your last job that still puts your skills in a positive light.

Marty Tarabar

A fellow Recruiter sent me this great article!________________________________________________________________________

While most big hospitality companies (and many small ones) have a formal policy about job references, not everybody abides by it. Heidi Allison, president of reference checking firm Allison & Taylor, says about half the calls her staffers make turn up unexpected trouble.

Even if a reference doesn’t say anything definitely damning, he or she will often use a lukewarm tone of voice or vague, terse comments to put down a candidate, or to hint at less-than-stellar performance. As one former boss told a reference checker recently: “I’d rather not comment. You can take that however you want.”

Have you ever suspected that your former boss was giving you a bad reference? Leave your comments at the bottom of this story.

“The fact is that most people have no trouble talking and, with a little prodding, they will often be surprisingly candid,” says Allison. “You’d be shocked at what some references have said about candidates.” Then again, maybe you wouldn’t.

The first step in resolving the problem: Use different references. This was your first job out of college, but aren’t there other bosses from previous part-time jobs whose names you could give instead? What about former colleagues who could say good things about your work? And this time, be sure and check with them first. Just in case they’ve forgotten how great you were, you can even give them a short list of accomplishments you’d appreciate their mentioning when employers call. If you decline to give your old boss’s name as a reference, and a hiring manager asks about it, you can say you never hit it off with this person and you doubt he’s a fair judge of your skills and achievements. Then move the conversation on to the (far more interesting) topic of what you have to offer.

“At some point in their careers, many people run into a boss who just isn’t a fan,” says Allison. “Most hiring managers understand that — and better you should say it up front than have them discover it in a reference check.” In the meantime, in case some prospective employers might still try to contact your old boss, consider hiring a lawyer to write a cease-and-desist letter. Jim Abrams, an attorney at Allison & Taylor, frequently writes such letters — usually marked “personal and confidential” and sent by registered mail to the reference’s home rather than his office. Why? “The purpose isn’t to punish the bad reference by embarrassing him or her at work,” says Abrams. “The goal is just to make the negativity stop.”

What does a typical cease-and-desist say? It might point out that giving out information about a former employee beyond dates of employment and job title is in violation of company policy and — depending on state law where you live — possibly also a violation of the employee’s privacy rights.

“Companies don’t give out job-performance information about current employees to any stranger who calls on the phone, especially if the information is negative,” Abrams points out. “So why do it to ex-employees?” He adds: “One legal principle that applies here is ‘intentional interference with economic relations.’ Your skills and employability are property rights that a bad reference is taking from you. So we remind people of that, and of the fact that just because someone did not work out in one position at one company does not mean he or she won’t be just fine somewhere else.”

A stern letter from a lawyer is usually enough to make a bad reference change his tune, since no one wants the expense and embarrassment of a lawsuit.

If the letter doesn’t do the job, you could get an injunction against your old boss, but that could also be costly and potentially awkward for your job hunt. Instead, Abram suggests, “consider going back to your old employer and requesting an internal dispute-resolution process like arbitration, which is usually available to both current and former employees.” This strategy will work in your favor if you ever decide to sue your old boss, he says, since “the courts tend to look harshly on companies that refuse access to these alternative methods.”

For more advice on how to fight negative references, please visit AllisonTaylor.com.