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JUNE 2002
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For the Food Professional
This month: Want to work as a foodservice professional or
work for a new restaurant company? What do foodservice
recruiters and restaurant human resource professionals look
for specifically in a food professional's resume?
Have you ever sent your resume out and thought, "Why haven't
they called?" Perhaps it was that your experience truly
didn't fit the employer's criteria.
Or, perhaps it was just your resume.
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Previous features:
Restaurant Design
Get Your Soup or Product
into Supermarkets |
We interviewed two human
resource professionals who have reviewed thousands of
resumes to find out what types of resumes get the interview.
Before founding TK Search, Inc. in 1992 Terri Krauss spent
over five years with Lettuce Entertain You Enterprises
working in both operations and corporate positions (Human
Resources Manager, Recruiting Manager and Director of Human
Resources.) Terri also has an MBA from the University of
Chicago's Graduate School of Business. TK Search, Inc.
specializes in all levels of hospitality recruiting, from
unit level managers and chefs to Director and executive
levels. Mary Kate Scandone is currently the sole management
recruiter for Mimi's Café, a casual upscale family
restaurant with locations in California, Arizona, Texas,
Colorado and Nevada. Mimi's Café is currently expanding
throughout the United States at a growth rate of 20%.
RestaurantBeast: Let's go right to the meat and
potatoes. What would you say is the most common mistake you
see on potential candidates' resumes?
Terri: Spelling errors, poor grammar and inaccurate
or disconnected phone numbers are always a problem. Other
common mistakes include: lack of attention to detail. All of
these things are red flags.
Mary Kate: Having an unorganized resume. Meaning, not
having your resume in chronological order of employment and
listing dates. The information should be clear and concise.
RestaurantBeast: I know this may differ from person
to person, but what is the very first thing you look at when
reviewing someone's resume, and why?
Terri: Longevity. (That is,) how long the candidate
remains employed with past employers. Many times that alone,
is a sign of a great candidate. Longevity shows loyalty,
integrity and passion for themselves and their job.
Mary Kate: Their last employer. I want to know their
current achievements and record. Also, if I am familiar with
their last employer, I like to know what part of their
culture they may bring with them and how it may fit in or
clash.
RestaurantBeast: What does an ideal candidate look
like on paper?
Terri: An ideal candidate has an organized resume
that is easy to read. The resume should have accurate dates
of employment and it should not have any exaggerations. The
candidate must take pride in each word that they write.
Remember, a written piece of paper is your first impression.
Mary Kate: My ideal candidate on paper is well
written, legible and currently employed by a similar
concept. They have been with their current employer for more
than 3 years with no gaps of employment between jobs. They
graduated with honors from a top university and are involved
in their community.
RestaurantBeast: Let's say there are some red flags
on a candidate's resume. For example, let's say they've had
many short stints of employment with several different
employers, or their resume shows downward mobility (e.g.
went from a Regional Manager position to a Manager position
with a new company etc…) Is it a good idea for them to give
explanations for anything? For example, if their employment
ended due to a restaurant closure, should they include that?
Terri: Yes, that always helps, but in the situations
you mentioned above, it is mostly about what choices that
individual has made for his or herself. A candidate who is
confident and excited about their career path would not take
a position below their capabilities.
RestaurantBeast: The irony is that some of the best
employees that have worked for companies for many years and
worked their way up may never have written a resume before.
Similarly, some people are not good at bragging or listing
their achievements. What would your advice be to these types
of foodservice professionals? Where should they start?
Terri: They should use a resume template from their
word processing program and give it their best shot. They
should also seek assistance from someone who has had
experience in writing resumes. Writing a resume takes time
and should be done with care. It is a reflection of you so
it is very important to do it right. You only have one
chance to make a first impression so it must be a good one!
Mary Kate: Let me start by saying that interviewing
and finding a new job is tough for everyone. Remember it's a
job finding a job. So be disciplined and make this your high
priority project. Set goals, make to do lists, network, and
talk yourself out of any negative feelings you have towards
your current status. If writing a resume is new to you, ask
someone who has written one recently. Go to the library or a
career center. Resume template(s) can be helpful. If you do
not know how to use a computer, I highly suggest you take
advantage of your "time off" and enroll in a basic computer
class. It will only add to your qualifications!
RestaurantBeast: Here some words and phrases. For
fun, please respond with the first word or phrase that comes
to your mind.
Cover letters
Terri: Keep it short.
Mary Kate: A plus.
Pictures
Terri: Forget it.
Mary Kate: Turnoff.
Fonts
Terri: Simple and easy to read.
Mary Kate: No italics.
Terminated
Terri: Be honest.
Mary Kate: Red flag.
Resume Templates
Terri: Yes.
Mary Kate: Helpful.
Resume Writing Services
Terri: Helpful, expensive.
Mary Kate: Some good, some bad.
Posting your Resume on the Internet
Terri: Time consuming, but a very good resource.
Mary Kate: A must these days.
Using a recruiting company to find your next employer
Terri: Always.
Mary Kate: Sometimes needed.
Change
Terri: Jumping around.
Mary Kate: Inevitable.
Interviewing
Terri: First impressions are very important.
Mary Kate: I'd love to!
RestaurantBeast: What is your advice if say a
candidate works in one spectrum of the foodservice industry
such as casual dining but wants to move into fine dining (as
just one example)?
Terri: Be yourself, be honest; take a lateral
position in management to set yourself up for success.
Mary Kate: Try to reach a GM position or above within
your current company. Research and educate yourself with the
difference between your current knowledge and experience and
what you will need to know and learn in a different spectrum
of the industry.
RestaurantBeast: What advise would you have for a
candidate that is applying for a position that doesn't match
their current title? For example, he/she is applying for a
Training Manager position but they currently hold a Manager
title that has included lots of training experience.
Terri: Take a job with a company that you want to
work for, a company that you are excited about and that
shares the same philosophies about the business. Cream
rises, so if you are qualified for the position, you will be
noticed.
Mary Kate: Focus your accomplishments and
achievements in your current position that can be applied to
the position you want. Include any extra curricular
activities and classes that also may be applicable.
RestaurantBeast: Is it a good idea to have several
different types of resumes? That is, is it a good idea to
tailor or customize your resume to suit the position and/or
employer?
Terri: No, always tell the truth. Integrity is
everything.
Mary Kate: Yes, it shows that the candidate is not
just sending their
resume to anyone.
RestaurantBeast: If you know someone within the
company, is it a good idea to give them the resume to pass
along?
Terri: Yes, networking is an excellent way to find
out about job opportunities. Be sure that you can trust that
individual to keep things confidential.
Mary Kate: Yes, that way the recruiter may be able to
get a character reference from the current employee.
RestaurantBeast: Any last important piece of advice
you would add regarding resume creation that we haven't
touched upon?
Terri: Keep it simple, but detailed enough that after
whoever reads the resume feels confident about your
explanation regarding your past positions. If you accomplish
this, the next question is all about chemistry between the
candidate and the employer.
Mary Kate: When listing references keep them to past
employers. I know your best friend and mother will give you
a glowing reference, but that does not tell me about your
work performance.
Article submitted by Restaurant Beast
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