- Skill Devlopement

Management Candidate: Are You a Good Hire?

In today’s economy many managers and executives are willing to take a job that they are not suited for, without taking into account the long-term consequences. You may land a job a few months earlier, or in an area you currently like working in, or with ‘hindrances’ to employment – but at what long term cost?

Career Development

The hospitality industry doesn’t fit the typical business mold. It is a relationship-based business where the ‘product’ is the customer’s experience. A good restaurant manager or hotel manager builds a strong but fluid environment that can cater to individuals needs and wants.

It takes time to learn how to bring all the pieces together to create customer satisfaction and loyalty. One bad job placing can set back your journey to General Manager or Director years. Each job should have a purpose:

  1. Will this job posting advance my skillset?
  2. What notable accomplishment will I leave this job with?
  3. What can I learn from this management team?
  4. Will my next employer be impressed with my updated resume?
  5. How much advancement does this position offer?
  6. Is there a natural ‘next step’ for this job in my career path, or does this job description have a low ceiling?

Each job posting needs to be viewed as a stepping stone in your career development path. Common sense, but we often overlook it in our quest for a job. The job-hunting mentality is short term. We want a recruiter to get us a job. Often, we act like all the control is in the employer’s hands.  This mindset can have a detrimental effect on how high up the corporate ladder we can climb.

I’ve asked managers if they expect to be job hunting within five years. Many of them assume they will out grow their current job and need to move to a new company.  When asked if they are preparing for their next job hunt, both financially and through upgrading, most deny they are making any preparations.

Having a recruiter working on your side is a good idea for any manager in the hospitality industry, especially restaurant managers. But this is only a first step. What will you give that recruiter to work with? What can you show? A recruiter cannot help when you say you are a hard worker, but your resume shows nothing beyond day to day tasks being done. Your resume says you are ambitious, but there are no continuing education, workshops, conferences, or projects on your resume.

You cannot be a good hire if you are taking a job ‘for the paycheck’, and have nothing to offer, and expect to build nothing while there.

Corporate Culture

It doesn’t matter whether your are a restaurant manager for a family owned restaurant, or the general manager of a worldwide hotel chain, if you don’t fit the corporate culture then you will not be a good hire.

Is the company goal oriented or relationship oriented? Are decisions made on a process where all departments win, or does one department make decisions and everyone else needs to try and ‘make it work? Is there a collaborative, problem solving environment, or is it more confrontational?

All this matter when looking for a job. You may have a job in a current collaborative environment. You may have increased employee retention 20%, and decreased training costs 80%. You may have increased productivity through streamlining and delegation. But, your best intentions will be wasted if you are hired into a goal oriented, confrontational (win-lose) environment where your great ideas will conflict with the corporate culture.

Even a manager’s personal style can make them a great hire in one restaurant, and a disaster in another restaurant. For example, let’s say you are highly emotional, your form of agreement is general, you work on group consensus, and you are a low risk taker. You leave your current job for one with double the team, double the pay, and in a highly respected restaurant chain. However, their corporate culture is one leader taking full responsibility. They prefer a direct communication style that focuses on specific details, given in a formal manner.

Both the restaurant manger, and the company are working under highly effective workplace models. Unfortunately, they are incompatible. This manager will not achieve the same results they did in their last job placement, they will probably leave the job before their contract ends, and they will walk into their next job interview without any shining accomplishments to help them stand out from the crowd.

These are only two ways that a manger can determine whether their current job hunting process is designed to help them land the right job for their skillset

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