HR managers and headhunters see huntress of resumes each day from all levels of restaurant managers. They quickly stop looking for the right or perfect resume format. A properly laid out resume does not guarantee that the candidate will be a successful restaurant manager.  The most the resume format can identify is your personal choice.

10 second commercial

The resume should not be a job description. The HR manager knows the restaurant manager’s job description and assumes that if you’ve held the job, you’ve done the tasks. The recruiter wants to see where you’ve been, and your level of experience. They want to know whether your skills have developed a General manager, kitchen manager, etc… But if nothing catches their eye than they will move on.

At the most, you have 30 seconds to capture the recruiters attention. This is probably much shorter later in the day, and may be extremely short Friday afternoon.

Success and Accomplishments

Save the task details for the interview. Your successes will highlight your skill base, strengths, and weaknesses. They want to know the impact your decisions made on the bottom line.

Did you save the restaurant money?

Were you a problem solver?

Are you a team leader/trainer?

Will your skills save the company money/reduce outsourcing?

Did you increase revenue, reduce costs, reduce overturn?

Are you good at marketing and customer retention?

Are you a good organizer, planner?

Are you a good problem solver?

Do not try to be everything for every HR manager. Identify your greatest strength and focus on the skills and experience that show your ability to handle problems, and find solutions in this aspect of the job.

Tips and Advice

Instead of listing:

- tasks – focus on the outcomes

- education – highlight leadership skills

- achievements – recognize awards and acknowledgements

- experience – outline your personal development

It is important to realize that you won’t win every job in the job seeker campaign. It is dangerous to try to be ‘everything to everyone’ and hope to get ‘a bite’. Instead of trying to get ‘a’ job, work to win ‘the job’, your dream job.

Once you’ve developed the skills needed to manage a restaurant, successfully, and develop a strong team who are motivated and goal oriented, it is time to sell your skills.  The restaurant manager’s job requires good communication skills, and the ability to present projects and reports in a way that will sell ideas to the team, management, investors, and to the customers who walk through the doors each day.

The resume is the first place you have to highlight your skills.

Identify Yourself as a Serious Candidate

HR managers are less interested in what you have done for others, or what you have learned. They are interested in seeing what you can do for them. If you’ve followed this blog then you’ve seen multiple places that discuss your personal development. Invest some time in personal development. Listing coaching, courses, and career development steps you’ve successfully completed is a great way to alert HR managers to the fact that you are aggressively and seriously focused on becoming the solution to the restaurant’s problems, not another problem.

Identify Yourself as a Team Leader

The days when managers barked orders and punish poor performance are over. Today’s manager needs to develop their communication skills. They need to be able to motivate and encourage, not push. The stakes are high. The cost of replacing disgruntled employees is staggering. The cost of investing in training, and then having an employee leave because they do not feel empowered, fulfilled, or challenged is immeasurable.

A manager needs to be able to develop their team, encourage and motivate them, and create an environment that encourages longevity.  Even when this is done, the good manager understands that the team’s personalities, boundaries, and personal habits can undermine the team. They learn to identify problems and create solutions that will empower the team, and encourage them.

They understand that the reason to build a strong team is to reduce the loss caused by employee overturn, days off, conflict in the workplace, and resentment directed toward management.

Understanding these is only half the battle. It is important to learn how to condense that information into your resume. It is necessary to understand which skills will make your resume stand out above the crowd.

The hospitality industry is a highly competitive one. Whether you are looking for a job as a Chef, restaurant or general manger, or are carving a niche for yourself in another area of the restaurant industry, job seekers need to learn how to sell their skills to the HR manager.

There are many execution strategies. Most are good but fall short of producing results. This is because they tell people what needs to be done. They don’t tell people how to do it.  The ability to understand and execute a plan is important to selling your skills. The HR manager will not assume that all restaurant managers are able to redesign a restaurant, solve problems within a team, or pull a restaurant out of the red. Candidates need to be able to identify their strengths in their current job, and sell their solutions to current management. Then they need to document their ideas, measure their success, and record the results. These case studies will become a sales tool they can use for landing their next job.

Here are some basic fundamentals necessary in any career development strategy, and plan of execution:

•           Know your resources.

This is an excellent idea. Once a manager can identify their resources they are able to manage them effectively. This is still a backward thinking management strategy. It is designed to identify the results of what has been done in the past, not what can be accomplished in the future.

•           Find how to use resources in ways that open new opportunities.

The hospitality industry is always looking for new opportunities. People who learn how to solve problems, and find opportunities are valuable resources in today’s job market.

•           Look for resources that have been missed by others

•           Do not look for obstacles, problems, and assets but look for opportunities.

•           Include People in your strategy

The narrower your network the easier it is to topple the mountain. Everyone has something to contribute. Some of the greatest breakthroughs have been found when management stops to ask the people on the front lines what they need to do a better job, what complaints do they hear, or what would make the customer happy.

Part of making sure the right people is in the right place hinges on a leader’s ability to listen. People let us know what is important to them, what they need and want, and how to become a better manager in the things they don’t say as much as what they do say.  Learn to listen and to delegate. This training can start long before you ever sit behind a manger’s desk.

•           Effectively expect.

Establish a way to measure the results of execution. Do  not focus entirely on what has happened but learn to measure what is happening. Do not focus on whether a task is being completed, and by whom. Instead, focus on if the task is being done right. What is right? How is that measured?

This involves Strategic Evaluation. This cannot be done without first doing your homework. Again, knowledge is power. Even ‘gut instinct’ and intuition can be a primal part of an execution strategy.

•           Stay in the Real World.

The problem with dreams, goals and expectations is that they are self evident reflections of who we are at the time they are created and executed. They are often based on our personal wants, needs, and perceptions of reality

We live in a world mad for talent. From Hollywood and sports to executive search firms and HR departments around the globe, everyone seeks that special mix of natural abilities and attitudes that will make performance pop. A few months ago, Douglas Conant wrote a terrific blog post on how to find talented candidates for a job. When evaluating a potential hire, Conant looks for a strong mix of three qualities — competence, character, and skill as a team player. He gives great advice on how to find such a person. But he’s missing a crucial ingredient.

That ingredient, at least as important as the talent package described by Conant, is passion for the work — what psychologists call intrinsic motivation. Without it, no amount of talent will yield great performance. For 35 years, we have been exploring how motivation affects creativity. In studies involving groups as diverse as children, college students, professional artists, and knowledge workers, we have found that people are more creative when they are more strongly intrinsically motivated — driven by interest, enjoyment, satisfaction, and a sense of personal challenge in the work they are doing.

Arthur Schawlow, a Nobel laureate in physics, said it eloquently: “The labor of love aspect is important. The successful scientists often are not the most talented, but the ones who are just impelled by curiosity. They’ve got to know what the answer is.”

Intrinsically motivated people are more creative because they engage more deeply with the work. Imagine a task you have to do — say, an important marketing problem you have to solve at work — as a maze you need to get through. Most business problems have multiple solutions that would work, multiple exits from that maze. Often, there is one clear, straight path out of the maze — the standard solution that everyone uses for this type of problem. If you’re extrinsically motivated, perhaps by a looming deadline or fear of a negative evaluation, you’re likely to take that safe path. The solution works, but it’s boring; it doesn’t move things forward. But if you’re intrinsically motivated, you love the hunt through the maze for a more interesting — and likely more creative — solution.

As a manager, you can leverage the link between passion and creativity by following three guidelines:

First, hire for passion as much as for talent. If you don’t look for passion in the people you hire, you could end up with employees who never engage deeply enough to dazzle you with their creative productivity. As Conant advises, get to know potential hires for important positions as thoroughly as possible, long before you might have an opening for them. When you talk to them, ask why they do what they do, what disappointments they’ve had, what their dream job would be. Look for fire in their eyes as they talk about the work itself, and listen for a deep desire to do something that hasn’t been done before. When you talk to their references, watch for mentions of passion.

Second, nourish that passion. Unfortunately, standard management approaches often (unwittingly) end up dousing passion and killing creativity. But keeping it alive isn’t rocket science. We have found that the single most important thing you can do to fuel intrinsic motivation is to support people’s progress in the work that they are so passionate about. This is the progress principle, and it applies even to the seemingly minor small wins that can lead to great breakthroughs. You can use the progress principle by understanding what progress and setbacks your people are experiencing day by day, getting at the root causes, and doing whatever you can to remove the inhibitors and enhance the catalysts to progress.

For example, be vigilant about whether your creative professionals have sufficient resources to make progress without a constant struggle. Give them autonomy in how to achieve a project’s goals, because there’s no point in hiring people with great talent if you don’t let them use it. And support them in learning from both successes and failures, because talent is not a fixed quantity; it can and should grow over time. Give talented people every opportunity to develop, keeping in mind the “10,000 hour rule” cited by Malcolm Gladwell: You can’t become expert enough to create an innovative breakthrough in a field unless you have put in at least 10,000 hours of practice. That kind of persistence is fueled by passion.

Finally, look to yourself. If you don’t have passion for your own work, you’ll end up disappointing both yourself and those who count on you. And you’re unlikely to develop your own best talents. One of us, Steve, is an avid photographer of landscapes. An important mentor, the photographer Craig Tanner, has taught both of us a great deal about the connection between passion and the development of talent. In a brilliant essay on “The Myth of Talent,” Craig says: “Long-term, focused, practice powered by the energy of passion [...] leads to amazing transformations. The bumbling beginner becomes the exalted expert. The trapped and depressed become the liberated and empowered.”

Ask yourself: Am I liberated and empowered by passion in my work? Are the people around me?

12:25 PM Monday February 27, 2012

Harvard Business Review Press
by Teresa Amabile and Steve Kramer

A conversation with Zingerman’s Ari Weinzweig

By Mary Ellen Slayter on October 17, 2011

Ari Weinzweig co-founded Zingerman’s Delicatessen in 1982 with a $20,000 bank loan. Today, the company is an Ann Arbor institution, and Weinzweig has branched out into a number of other businesses. We approached him recently to learn more about his leadership philosophy and his approach to innovation.

Describe your leadership philosophy.

There are many elements to it, but above and beyond all else, it’s centered around Servant Leadership. It’s the philosophy we learned from reading the work of Robert Greenleaf. The approach is based on the belief that our responsibility as leaders, first and foremost, is to serve the organization, not the other way around. One key element of it here is that it means that we—the leaders—view the staff as our customers. We need to give them great service every day to the people who work in our organization. The service that the staff gives to our front line customers will never be better than the service we give to them.

When you’re looking to hire, how do you decide if someone is right for your team?

There’s a wealth of ways to explore an applicant’s potential in the organization. But the most important issue for us is really values alignment. Obviously people need to be able to do the specific work at hand—baking, making sandwiches, marketing, etc. But the most important thing is do they share our values? Are they eager to learn, to work collaboratively, to give amazing service to everyone they interact with, to bring positive energy to work every day, etc.?

What is the biggest challenge your business is facing this year?

I think they’re pretty much the same challenges as every other year really. To continue to improve in every area of our work—to make our food better, our service better, to improve the quality of our workplace, to continue to develop our financial health, to live our values effectively every day. It’s hard to do but that’s the work.

Describe your approach to innovation.

I don’t think we have one actually. It’s interesting because we have highly developed approaches in writing and woven into our training work for almost everything else—we have “recipes” for giving great service, handling complaints, doing visioning, setting up training, tasting food, order accuracy, great finance, etc. Because the way we work—our food, our approach to organizational life, etc—is so different than the way others work, over the last few years we’ve had a fair few requests through ZingTrain (our training and consulting business) for me to present on our approach to innovation.

At first I was a bit stumped, feeling badly because we didn’t have a formal system for innovation. But after reflecting on the subject for a bit, I realized that innovation for us is just what we do. It’s so much part of everyone’s work here every day that we don’t need any formal “program” or policy on innovation and improvement is implicit in every “recipe” we have, in every process, and in everyone’s day to day activity. Everyone here is learning to lead, to run a sustainable business, to improve the quality of what we do.

For us, I think innovation is basically like showing up for work—you just get here and, in essence, it’s just part of what you do all day, just like smiling and greeting customers, checking quality, going the extra mile for coworkers, etc. In fact, I almost can’t imagine working without it. My belief is that most people are innovative and creative. I just think that they’re put into organizational settings in which they’re trained to turn their creativity off and do what they’re told to do. It’s a big loss for the country.

Outside of your own industry, whose work do you admire most?

I’ve already mentioned Robert Greenleaf. Peter Drucker and Edgar Schein also wrote some extremely helpful and insightful books about leadership. Brenda Ueland’s book on writing from 1938—“If You Want to Write”—was hugely inspiring. I’m also learning a lot from a number of the 19th and early 20th century anarchists. Emma Goldman had some pretty powerful things to say. Honestly I admire pretty much everyone who goes into whatever they do—parenting, business, sports, bussing tables, shining shoes, music, art—trying to do great things every day, and do it in a way that’s caring, kind and contributing positively to those around them.

If a recent college grad came to you and said he wanted to start his own business, what advice would you give him?

Without question I’d tell him—or her—to start by writing a vision of greatness. Visioning is a huge piece of what we do here at Zingerman’s. The vision is a picture of what success will look when you get to where you’re going at a particular point in the future. It’s got a good bit of detail—it’s a rich picture of what that future looks like, with plenty of detail about how big your business is, what you’re known for, what the people who work in it think about their jobs, how the community views you. It’s hugely helpful to do a personal piece as well—getting clear about how you feel about your work, what sort of work you do, how much money you make, how much you work, etc. is really valuable to know before you start.

There are no “right” or “wrong” visions—but if you’re not clear on where you’re going it’s pretty unlikely that you’re going to get to where you want be. A vision is not the same as a strategic plan. We do those too. But the vision is where you’re going; the strategic plan is how you’re going to get there.

9 Etiquette Rules That the Boss Shouldn’t Break

From the office Christmas party to friending employees on social media, here are nine new and old etiquette rules you need to commit to memory.

One Trait that Makes a Great CEO-and Place to Work

What makes a great CEO? That question came to mind recently when I read the news that Chief Executive magazine had named Alan Mulally of Ford Motor Company its 2011 CEO of the Year. It’s easy to understand why Mulally was chosen. After all, he presided over one of the more remarkable corporate turnarounds in recent memory.

But a look at the magazine’s criteria gives some insight into what makes a great CEO truly great. Some of the criteria was typical: the honoree had to show evidence of looking ahead, driving value, focusing on people, fostering corporate citizenship and sustaining business results.

But one factor was unusual: the winner had to maintain a “stable, consistent ‘moral landscape.’”

Moral landscape?

Tom Saporito, CEO of RHR International, who helped develop the selection criteria, defined moral landscape as “courage, integrity, reputation and having a coherent and high purpose” embedded in the corporate culture, due in part to the CEO’s example.

From day one on the job in September 2006 when Mulally took the reins of a faltering Ford, he has pushed hard to drive purpose throughout the company. It was no easy feat; other CEOs had tried and failed, but Mulally made it clear through the development of One Ford that the company had to become leaner and more focused on developing products that were uniquely Ford.

Mulally himself preaches this but, and stuck his neck out on the line for, notably by taking out a $20 billion-plus line of credit to ensure the transformation. This line ensured that Ford would not need to take advantage of federal bailout funds, nor would it have to declare bankruptcy to avoid paying its creditors. Something that its Detroit competitors GM and Chrysler both did. I would call Ford’s behavior in this instance highly moral.

There is another side to sense of purpose that Mulally talks about extensively: you create greater levels of buy-in when people know what you stand for and are committed to doing. Ford’s pride of purpose took a beating in the early part of the decade when it suffered year after year of losses. But now that it’s firmly in the black and has paid all but $3 billion of the $23 billion it borrowed, the pride is back. Not because the books are balanced but because Ford is making and selling products that consumers in North America, Europe and South America want and will pay a premium for.

The drive for purpose emanates from the leadership team, but as I have discovered in research conducted for a forthcoming book, employees are hungry for it.  Purpose, as supported by my research, drives clarity because it enables people to see the big picture. Even better they see themselves painting part of that picture.

Savvy leaders trade on this quest for purpose as a means of giving the organization sharper focus. When people know what it expected of them, they can deliver more readily. And if they believe in the purpose they feel part of something greater than themselves.

The coda to RHR’s description of “moral landscape” is a leader who puts “the interest of the organization above personal gain.” That’s a foundation of servant leadership; leaders do what the organization needs doing. Easy to do when times are good, but hard when times are tough.

But it is this orientation toward others that drives organizational purpose. Employees want to follow their leader; they believe in what he or she stands for. If they sense the leadership team is only out for self-enrichment and self-aggrandizement the underpinning of purpose erodes.

None of this will come as a surprise to anyone who works for a living. They know instinctively if the boss has their back or they have the boss. If there is mutual support, people are engaged. If something is missing, no amount of preaching about purpose will do anything. Leaders need to walk the talk.

1) Discuss reasons that candidate wants/needs to leave current employer

• Pay, lack of upward mobility, poor work environment, future stability, management changes, changes to benefits and bonuses.
• Make sure these reasons have been thought through very carefully and that it isn’t a knee jerk reaction.
• Reiterate the reasons why the candidate wants to find new employment and keep it non-emotional.

2) Discuss the possibility of a counter-offer from their current employer

• Decent and well managed companies don’t make counter-offers.
• Why current employer will perhaps make a counter offer.
• Make sure candidate realizes if the employer was serious about retaining them, they would have taken strides to keep him/her happy long before a resignation was submitted.

3) Why many current employers will present a counter-offer

• Lost productivity of employee and employer.
• Lost dollars due to training a replacement.
• The current boss has a fear of looking bad as a result of losing someone.

4) Discuss the dangers associated with accepting a counter-offer

• Counter-offers are usually just a stall tactic in order to find a replacement.
• Accepting of a counter-offer can be hazardous to the candidate’s and our career.
• If given a raise, where is that money coming from? Are they receiving their next raise in advance?

5) Resignation

• Resignation needs to be in writing as well as verbalized to candidate’s immediate boss.
• Resignation needs to state that the decision has been well thought through, and that the candidate isn’t looking for a counter-offer, but rather an amicable departure.
• Make sure the candidate avoids the temptation of reciting/writing out a list of grievances.
• Prepare candidate for flattery, guilt trip, lies and insults regarding future employer.

6) Statistics regarding Counter-offers

• Counter-offers are a short term band-aid and can’t change the company they work for.
• More than 80% of candidates that accepts a counter-offer leave, or is terminated, within 6-12 months.
• 50% of candidates re-initiate their job search within 90 days.

How to Hire Great Employees (Not Great Applicants)

By Mel Kleiman

The Problem with Behavioral Interviewing

Just as typewriters and record players have given way to desktop computers and handheld media players, outmoded employee selection systems need to be reinvented to take advantage of our new understanding of how to select employees in the 21st century.

Although behavioral interviewing was initially developed by industrial psychologists back in the 1970s, it is still in widespread use today. Predictably, during these past 30 years, everyone looking for a job has learned to expect interviewers to ask them about their past behaviors.

Just as we all learned what our teachers wanted to hear from us in school, prospective employees learned to deliver the answers interviewers want to hear. Ask, “Tell me about a time you had to deal with a difficult customer,” and all but the dullest applicant immediately understands that customer service is paramount and will respond to the question accordingly.

Every job applicant with a basic understanding of the interview process now knows that the most critical interview questions will concern past behaviors. The reason so many unsatisfactory new hire decisions are made is due to the fatal flaw in this system – specific past behaviors during specific past events are all but impossible to document or verify.

The continued reliance on the validity of behavioral questions has led to too many hiring decisions based more on the applicant’s presentation skills rather than on the person’s ability to perform on the job.

Great Employees vs. Great Applicants

Start hiring great employees (instead of great applicants) by shifting the focus from past behaviors to verifiable experiences and achievements. Begin by using an interview built upon the following five, essential questions. (To gain a sense of their effectiveness, as you read each one, ask yourself how you would respond if you were the applicant.)

Essential Question #1: “Tell me what you learned from your very first paying job.”

This is the first question interviewers should ask because our earliest learning experiences set the patterns and expectations for later experiences. (Hiring Hint: The story makes a lot more sense when you hear it from the beginning. Follow this up by asking them to talk briefly about each successive job and what was learned at each.)

Essential Question #2: “Which work achievements or accomplishments to-date are you most proud of?”

The achievements we value most reveal both our strongest character traits and our strongest desires. Identifying these speaks volumes about the kind of employee the applicant can become. (Hiring Hint: The number of achievements or accomplishments is not as important as the motivations that drove it.)

Essential Question #3: “On a scale from zero to ten, how would you rate yourself as a (job title) and why?”

Because we seldom see ourselves as others see do, the specific number is not as important as the fact that you will be able to verify if the applicant’s number is higher, lower, or the same as perceived by the applicants former managers or supervisors when you check references. (Hiring Hint: Would you rather have an employee who undervalues or overvalues their contributions reporting to you?)

Essential Question #4: “When we contact your former manager to verify your employment, what will he or she tell me about your last performance review?”

The answer will tell you a great deal about the applicant’s actual on-the-job performance, ability to take direction, and efforts to improve. (Hiring Hint: Phrased this way, this question will elicit the truth from 99% of applicants. For further verification, if you decide to extend a job offer, then ask for a copy of that review.)

Essential Question #5: “What would you like to ask me about the job or our company?”

The answers to this one reveal the applicant’s concerns and motivators or simply point out basic job information (benefits, hours, policies) that have not yet been communicated. (Hiring Hint: Follow this up by allowing the applicant one or two more questions for even more insight.)

Between Questions #3 and #4, ask all the other questions you’ve developed that help determine if the candidate is a good fit for the job, the department, and the company. After the interview, verify what you learned with this achievement-based interviewing technique through evidence-based selection criteria: thorough reference and background checks.

The further you can move your interviews away from outdated behavioral techniques and toward achievement- and evidence-based selection, the quicker your hiring effectiveness will improve. Like that great philosopher of our time Dilbert said: “Eighty-percent of a manager’s job is hiring the right people. The other 20 percent is leaving them alone so they can do what you hired them for.”

“Don’t burn a bridge” and “Finish strong”

We have all heard the term “Don’t burn a bride”. Now more than ever, this term is vitally important as you are considering a job change.

With potentially hundreds of candidates vying for the same job opening, the job will most likely get offered to someone who has not “burned a bridge”.

Over the past few months I have heard different ways that people have “burned bridges”. These are real-life and current examples.

• A manager sent his boss a text message he was quitting without notice.
• A manager left a note that he was quitting on the desk in the mangers office with his keys, and quit.
• A manager took a hard-line stand and made comments about Senior Managers after several hourly team members were let go by those Senior Managers.
• And of course, the no call, no show. This is where someone just abandons their job, but never showing up to work for their shift.

Now each of these people have told me reasons for why they left their companies the way they did, but is anything that bad that you need to leave your employer this way? [Note: Of course there are ethical, and legal matters that may lead you to leave abruptly, even then, you can involve your HR department or senior level leaders in your company to get protected if the matter is that serious or harmful.]

Do you really want to be tainted with the reputation of leaving an employer this way? Do you really understand what you are about to do, and set into motion by leaving like this?

So, how do you avoid “burning a bride”? How do you protect your priceless reputation and career during a job change?

Here are a few things that should help, and help you “finish strong”.

1.       Before you even consider leaving, understand your options and count the cost of leaving.

2.       If you do decide to get a new job, start by getting a great recruiter [Like Gecko Hospitality] working for you, and representing you. We have the best job orders, and we have the direct connections to the decision-makers to your new potential employer[s].

3.       Once you get a recruiter retained, let us do the work for you. Concentrate on your job. We know how busy you are, and you need to ensure you are focused to your current job and your current employer.

4.       When we get an offer for you, and a new job lined up, you need to give you employer a written letter of resignation. You should give this to your direct report [boss] in person, and talk about it. Be prepared for potential high emotions, and being talked out of leaving. What is important is that you have taken the time to write you resignation; you are prepared to intelligently talk about it, and believe in it.

5.       Once your notice has been given, and accepted, agree upon a last date of your employment. Be flexible and helpful if your current employer needs a few more days than you gave. We will work with your new employer to coordinate your start date. Do not be worried that your new employer will be mad or upset if you need a few more days to finish strong with your current employer. Most likely your actions and desire to take care of your current company will speak volumes about your character, and who you are.

6.       As you wind down your final days, stay focused to caring for your guests, your team, and your owner’s interests.

How can this all be summed up?

Two words, “Finish Strong”!

Very few employers will remember your first day, but they always remember your last day.

I will say it again, “Finish Strong”!

Kevin Kalstad — Gecko Hopitality