The hospitality industry doesn’t operate in the same manner that other industries do. Hospitality management skills differ from those in other industries. This industry operates 100% on repeat business. If customers are not happy then the restaurant or hotel does not thrive. This has given birth to a new type of manager, the customer-centric manager.
This isn’t a new term. The idea that everything revolves around the customer’s needs and wants is not a new concept. What is emerging in the hospitality industry is a new type of manager that cannot be defined by their education or even their experience.
These people are born life coaches. They are intuitive. They baffle general managers and executives. There doesn’t seem to be any logical reason why they excel, but they can increase a restaurant or hotel’s bottom line.
These intangible personality traits are now becoming some of your most valuable career capital. Hospitality industry wants these people, recruiters need these people, but often, these people do not realize that their skills are marketable.
The typical hiring process works on a series of job interviews that test various aspects of the hospitality management candidate’s skill, abilities, and behavior. Many qualified candidates miss their big opportunity because they are too focused on what they ‘think’ they should focus on, and not what companies are looking for.
In the hospitality industry the majority of businesses rely on headhunters and recruiters. Robert Krzak, owner of GeckoHospitality, was asked what process was typical in the hospitality industry.
“As headhunters, the traditional in person interview does not exist and has been replaced with telephone interviews. This has happened for the past 15 years. Companies still conduct traditional interviews as well as behavioral interviews and panel interviews take place only when it is a V.P. or higher. I hope this helps.” Robert Krzak
A management candidate can waste months rehearsing for job interview styles that are not used in the hospitality industry.
This doesn’t mean you do not need to practice and rehearse your answers. But, follow the advice of your recruiter before wasting time trying to do-it-yourself. The recruiter is your link to jobs you are qualified for. They will also work to help you prepare for the job interview.
It is the recruiter’s job to match the job posting with qualified management candidates. This doesn’t mean that you can sit back and wait for them to call. You are still responsible for building your own career.
One of the big mistakes that management candidates make is to use the wrong too. We asked Robert Krzak whether candidates should use a CV or a Resume.
In the U.S. we prefer a resume. However when in Canada, we receive CV. So I would have to say that the preference lies in the country you reside. To us it really doesn’t matter which we receive but the “resume” is definitely the standard here in the U.S.
Using the wrong format can cost you a job. The CV focuses on your accomplishments and career capital. But even the job resume can be shaped to include those intangible qualities. If you are one of those people who seem to make things flourish when on the job then it may be time to contact a hospitality recruitment firm. Let the professionals create a career path to help you find the next step on your career ladder.
Preparing for the Job Interview
The first step is to ask your recruiter what skills and talents they feel are your strength. Ask them what potential you have, and what questions you need to practice. This will narrow your focus.
A good question to ask your recruiter is whether they fill there are skills and software you should study or learn. There is always a pause between jobs. Instead of letting your career stagnate it is always good to fill the time with volunteer work, study, and upgrading your skills.
Once you have a clear understanding of your career’s next step then you are better prepared to practice for your ‘face to face’ job interview.