Management Candidates are often vying for high 5, and sometimes 6 figure jobs. The employer isn’t looking for a qualified Candidate. Really, they are not. What they are looking for is someone who can make them a good return on their investment. If the company invests $100 000 in your salary then how much can you give them back? How much will you earn them? They will start looking for this candidate in the job interview.
If you take a look at a Job interview from this perspective then you’ll make fewer mistakes and receive fewer rejections.
Do You fit the Hospitality Manager Cultural and Social Climate?
Honestly, if you can’t invest 40+ hours investing a company then you really are not management material. You are betting 40+ Hours against a yearly salary of 6 figures. Going into the interviewed unprepared is one of the biggest gambles you will ever make in your lifetime.
The first thing you need to do is determine whether the culture is a place you can survive in. How does the company communicate? How do they dress? What are their values? Is the company solvent?
Honestly, I am still waiting for the day when I ask ‘why do you want to work for our restaurant’, and receive a financial report outlining the company stability, growth over the last five years, and the social culture of the company. If I ever do then I may hire that candidate on the spot.
If you arrive to a job interview dressed wrong then thank the interviewer for their time, and walk out. If you don’t understand the cultural climate in the company then you haven’t invested anything in landing the job.
You are Judged By the Questions You Ask
Strong candidates ask smart questions about the company, job, and challenges. They demonstrate interest and knowledge in the company. They are active, not passive. But ask the right questions. Don’t ask about advancement, it shows that you are not interested in the current job. Do not ask about perks. Instead, ask about challenges, opportunities, and boundaries of the job. Ask about educational and upgrading opportunities. Ask about creative opportunities.
Are you a Giver or a Taker?
Every question you ask should have a double meaning that translates into hinting to the interviewer that you are invested in giving the company more than you take. Management is not the place for candidates who are only interested in what they can get from the company.
Asking about overtime policies can cost you a job. Instead, ask whether the company regularly engages in new projects, gives managers an opportunity to work on tasks beyond their job scope, or encourages training and upgrading. Asking the first question may hint that you are not interested in overtime, or you need more money. Asking the second set of questions will reveal the same thing – whether the company requires a lot of overtime, but in a way that makes it sound like you are willing to invest in the company.
Everyone is told to practice for an interview infront of a mirror, but very few people do it. Practice until you are calm, relaxed, and you don’t have minute facial expressions crating doubt in the interviewer’s mind. When you are ready then hire a job coach, or career development professional to interview you and watch your facial expressions and body language.