News Briefs...
Employers: Beware of the Deep End
Recent changes in the U.S. economy have indeed increased the number of applicants in the talent pool. While this news can be comforting to employers looking to fill key management and executive positions, be sure you are sticking to your long-term hiring objectives and standards. Said Kelly Sullivan, director of human resources for 17-unit upscale operator King’s Seafood Co., “Even though the labor pool is getting deeper, that may not mean it’s filled with quality people.”*
*Quote from October 6, 2008 issue of Nation’s Restaurant News
Interviewing Tip: The Thank You Note
The thank you note is an often-overlooked formality that leaves a lasting impression when done correctly. By its very nature, this is a simple expression of thanks for the time given to you by the hiring authority. Whether hand-writing or using a business letter format, keep your note formal and brief. Post out or electronically, send no later than 24 hours after the interview.
Discernment: Critical Thinking in the Interview Process
One of the hallmarks of a successful career is consistent progression. Employers appreciate this attribute because is reveals perpetual discernment throughout a candidate’s career. We are all faced with opportunities every day, and it requires a critical thought process to “pass” on opportunities that may take us from consistent progression in our careers. This can mean turning our backs on enticements such as increased compensation, elevated title, or even fame.
If you discuss this topic with human resources and operations executives they will concur on several important factors:
- Jobs taken for a sharp spike in pay will not last, and in the long-run will cause more harm than good to your career.
- Jobs taken for a fast-track to a higher title seldom work out because the candidate most often lacks the experience to effectively handle the leadership and management skills required.
- Jobs taken to increase one’s status will not focus on the team but on the individual, and that can be very destructive.
To overcome these snares, candidates and hiring authorities should tailor their decision making to ensure there is a strong culture fit before committing to work together.
For candidates, it is very important to use critical thinking skills at all times – not just when seeking out a new position. Putting the following procedures into practice will help ensure you are always making the best decisions for the long-term:
- Write down your goals and review them at least annually. You should always know your goals for the next year, 2-3 years, five years and ten years. You should know your ultimate career goal…and why it is your goal.
- Ensure your next position is in line with your long-term goals. Every job change, whether within your current company or not, should be a step toward your goals.
- Consider your career a company with you as the CEO. With the decision you are facing, consider whether your stock price would rise or fall based on the long-term goals.
- Seek wise counsel and hold yourself accountable to others. Form your own personal advisory council of colleagues who have gone before you and have progressively solid career paths and fruitful lives. (If you lack connections such as these, get more involved with trade organizations which provide access to business leaders.)
- Resist the temptation to apply for or accept a position in which you will “skip” a career level or in which the compensation would be excessive to your experience level.
- Work “through” each position, so that you have an in-depth understanding of the position. This practice provides you with genuine wisdom and leads to a true understanding of your industry.
- Avoid rash, emotional decision-making. Your career is a marathon…not a sprint.
- Maintain amicable relationships, especially when it is time to transition out of your current company.
For employers, ensure that your hiring process includes policies that empower your staff at every level and determine whether candidates are culture fits. Consider the following aspects of a well-rounded recruitment and interviewing strategy:
- Ensure your front-line recruiters are coached to discern during resume and application review. They need to know the attributes your company needs most in candidates for each position.
- Ask poignant questions during interviews to discern whether the candidate is equipped with the skills, behavior and experience necessary for the position.
- Expose candidates to the demands and expectations of the position – the schedule, tasks, procedures, travel, etc. When the position comes to life before their eyes and they are able to interface with others in your company, the reality of their potential future should be crystal clear.
- Check references thoroughly.
- Implement behavioral assessments as a tool to determine a candidate’s tendencies when faced with the demands of the position.
- Remain in close touch with your new employees and communicate often with their direct supervisors to ensure the fit is solid. If the new hire is not working out, issues should be addressed as soon as possible for the sake of both parties.
When a candidate’s planned career path intersects with the right employment opportunity, there is a shared chemistry between both parties that is unmistakable. It just feels right. This is the chemistry or “gut feeling” that occurs.
To increase your success, it takes critical thinking which will lead to the creation of good habits. If you commit yourself accordingly, you will steer clear of destructive snares and enjoy more success, stability, happiness and work-life balance.
Helping Prepare the Next Generation
We believe in consistently giving back to the hospitality community. Over the past several weeks, Strategic Hospitality Search president Joseph D’Alessandro has invested in the next generation of hospitality leaders in a number of ways.
At the Technology Center of DuPage’s School of Culinary, Pastry Arts and Hospitality, D’Alessandro is helping design a two-day curriculum on interviewing skills. Under a very talented and committed faculty staff, this acclaimed program exceeds the standards of the National Restaurant Association’s ProStart program and provides ACF certification, putting whisks as well as textbooks into the hands of eager high school students.
Serving as an appointed member of the advisory board to the American Culinary Federation (ACF) Windy City Professional Culinarians chapter, D’Alessandro works with members and chapter officers toward fulfillment of the chapter’s mission to enhance the professional development of local chefs and to help prepare the next generation through scholarship and mentorship.
D’Alessandro gave a presentation to 75 wonderful soon-to-be chocolatiers, bakers and pastry chefs at The French Pastry School, the nation’s finest “only art of pastry” program which uses the centuries-old European artist-apprentice teaching model. Topics of discussion included interviewing skills, proper resume creation and writing effective cover letters.
September 2008
Strategic Hospitality Search Embarks on Expansion Initiative
Agency will fill more than 75 positions within the next several months
Strategic Hospitality Search has recently hired three new recruiters to keep up with the increased demand for their specialized placement services. Though generally the business sectors served by Strategic Hospitality Search are facing recessionary times, clients continue to count on them to source the talent needed to move their businesses forward.
These hires empower Strategic Hospitality Search, led by founder Joseph D’Alessandro who has almost a decade of experience conducting searches in this specialty niche, to continue to create and manage growth. “Our clients demand the finest,” said the veteran headhunter, “and I need talent on my team to deliver the talent to theirs!”
Jamie Boccuzzi is a recruiter who specializes in the fulfillment side of the search process. In this role, she uses a myriad of resources and techniques to identify, qualify, interview and reference candidates. Jamie interfaces with clients, processing candidate presentations, scheduling interviews and negotiating employment offers.
Erica Farina is a recruiter with a focus on corporate positions and lodging accounts. Collaborating with hiring managers, she develops aggressive recruiting plans and successfully attracts high quality candidates.
Joshua Zenner is a recruiter specializing in candidate relations in the restaurant industry. With his corporate training and operations management experience, Joshua is instrumental in assessing the skill sets of candidates and matching them with client needs.
Restaurant veteran Jeffrey Bauer and administrator Denise Kobus are delighted to welcome the new players. Strategic Hospitality Search has also hired another researcher who will support the company’s internal team as well as candidates and clients.
Rachel Whitehouse is an administrative and research assistant with 13 years of administrative experience. Rachel is responsible for bookkeeping, database administration and supporting the operations staff with the latest market intelligence.
September 2008
Retention and Longevity – A Shared Responsibility During Recruitment
Employers call it “retention.” Employees call it “longevity.” In the context of employment, the two words have almost the same meaning. However, the goal of retention and longevity is achieved only when both parties accept responsibility for its success. If longevity is the tower of one’s career, then the foundation is the recruitment process.
This mutual first impression indelibly sets the tone for the relationship, and both employer and candidate must make well-thought-out decisions throughout the process. Many factors contribute to the creation of a successful foundation.
August 2008
Strategically Green Initiatives
While the logo has been green for some time, Strategic Hospitality Search continues to get greener. Read about the ways the company is developing sustainable business practices.
Implemented in 2005, the use of Bullhorn (the company’s integrated database management system) significantly reduces paper waste and ink consumption. With this state-of-the-art internet-hosted software we are able to view, store and send resumes and documents via e-mail or e-fax without printing. Considering that Strategic Hospitality Search routinely processes over 200 resumes per day, this is a significant impact.
In late 2007, the company changed from a centralized office to a telecommuting work environment, reducing gasoline consumption and emissions. Administration and management personnel, who all live within a five mile radius, report to the company’s offices daily.
The operations team stays connected daily through a morning huddle using Cisco Systems’ WebEx technology, and minute-to-minute via instant messaging, telephone and e-mail. Semi-monthly staff outings and meetings keep us on-track to exceed our clients’ expectations, as well as our company and personal goals.
In September, the company began sending all signature-required documents as web-based “smart forms” through Recombo Inc.’s Agreement Express. This technology requires electronic signature rather than a “wet ink” signature so there is no need to use paper or ink in the process.
Strategic Hospitality Search strives to deepen its commitment to environmentally-sustainable practices and will continually research ways to improve in this area.
JULY 2008
American Culinary Federation National Convention
President's Ball, July 16, 2008
MGM Grand, Las Vegas
(from left to right) Michael Garbin, CEC, AAC; Heather Chlebana; R. Andrew Chlebana II, CEPC; and Joseph D'Alessandro celebrate Chef Chlebana's victory in the ACF Pastry Chef of the Year competition
Joseph D'Alessandro (right) with legendary executive search consultant Art Ritt, CFE
ACF Chicago chapter board members Joseph D'Alessandro (left), Linda Rosner, CEC and Robert Walter, CEC (back)
MARCH 2008
Kendall College, Chicago
ACF 2007 Associate Member of the Year
Joseph D'Alessandro (5th from left) accepts his ACF 2007 Associate Member of the Year Award with (left to right)Michael Howe, CEC, CHE, MBA; Linda Rosner, CEC, CHE; Matthew Southard, CCC; Scott Bross; Michael Garbin, CEC, AAC and Jose Luna, CEC, AAC.