Step #1 in the job hunting process is impressing the job interviewer. Few restaurant management candidates learn how to do this. Don’t focus on the information you see online that is written for job hunters. Instead, learn what is taught to Human Resources Personnel, the interviewers.
If you learn how to view a job interview using the same metrics as the interviewer, then you’ll approach the job interview process entirely differently.
Small and Steady vs Big Successes
Interviewers are taught to look for people who value small, evenly spaced gains over those who aim for the major successes. This is because small and steady gains come with less risk. They are also more common. It can be years between each major victory in the hospitality and tourism industry.
An interviewer will approach this backward. They may ask what major successes you had in your last job, or what was your greatest achievement. The job hunter instinctively tries to find the most impressive achievement.
Take a moment to think this through. You may have saved the company $10,000 a year by reorganizing the kitchen or adding more tables without crowding the restaurant. But if you do your homework before the interview you may realize the ‘no toxic communication’ incentive that you implemented lowered turnover, decreasing the hiring budget by $40,000 over five years.
It’s All About Relationship
Do not be vague when in a job interview. Mention people by their first name. I’ve read too many resumes where professionals state that they are team workers, and good with people. But, in the job interview, they act like they cannot remember people’s names, or how many people worked on a project.
This inconsistency may cause me to put your resume on in the “I will think about it” pile.
You are Paid to Take Risks
No one wants a manager who plays it safe. I hate reading ‘was responsible for day-to-day management tasks.’ What that says to me is that this management candidate wants to play it safe. I would rather read, ‘implemented a strategy to increase revenue by .05% each month.’
The ‘catch 22’ is that you are not paid to be uncomfortable and push your limits. You are paid to successfully tackle hard projects and successfully execute the restaurant’s long-term plans. If you don’t succeed, then you are of no use to the investors or board of directors. This brings us to the next point.
You are Paid to Learn
Today’s employers expect managers to continually expand their skill set and increase their knowledge base. Listing courses you took and books you read on your resume is a great way to prove your commitment to self-improvement.
Neglecting yourself leads to burnout, depression, and poor performance. Specifically, a manager who cannot handle their own stress cannot handle their team’s stress. Poor personal management skills and low self-awareness filters down through an entire team.
While you do not want to invest too much time discussing your self-care routine, it may be a good idea to add this aspect to your website, or even your LinkedIn account.
Develop a Job Hunting Team
The hospitality industry is dependent on recruitment firms to find qualified management candidates. But it is not their job to ‘sell you’. They can only promote the product you give them. That product is you. It takes a team to build a strong job hunting brand and playbook.