SHS Blog

Experts Agree: Prepare for the Tightening Hospitality Market

Posted on February 6, 2012 by Joe

It’s been four years since we entered The Great Recession.  Now, at long last, optimism about economic growth in Leisure & Hospitality and Food & Beverage is taking root. For operators this means finding leaders who have the skills and proficiency to do the job will become harder and harder.  Sourcing values and character matches will be a monumental challenge.  Operators will need to step up benefits and retention strategies, and salaries will begin to rise again.

Consider the following:

  • Hospitality human resources executives and experts acknowledge that by the fourth quarter of 2012 the labor market is going to be “really, really challenging” in this month’s Restaurant Management.
  • Bureau of Labor Statistics (BLS) data shows that Quits overtook Layoffs & Discharges considerably in 2011, and the gap is widening.
  • The U.S.hotel industry reported increases in all three key performance metrics in 2011, according to data from Smith Travel Research (STR): Occupancy rose 4.4%; ADR was up 3.7%; and RevPAR increased 8.2%.  2011 was the first time since 2008 that the lodging industry ended the year with better than 60% Occupancy and an ADR over $100.
  • The National Restaurant Association (NRA) has been reporting consistently-better data; its most recent Restaurant Performance Index report citing positive same-store sales for the second half of 2011 and operators’ positive outlook for sales growth.
  • Although economists have differing opinions, inflation should ease, overall unemployment stabilize, and US GDP will consistently rise as 2012 should be the first year of consistent quarter-over-quarter economic growth.
Chart showing quits vs layoffs in the hospitality field

The ratio of quits vs. layoffs has been falling dramatically since 2009.

 

Hospitality Employment Historical Predictors

Following the 2001 recession, the economy quickly recovered leading to solid growth and performance for lodging, restaurants, foodservice and travel from 2004 through 2007.  The ratio of Quits versus Job Openings has been falling dramatically since 2009 and will reach 2006-2007 levels this year.  Translation: 2012 will see a swing back to a “candidate’s market” such as in 2006 or 2007.

Ratio of Quits to Job Openings Demonstrates Labor Market Tightening

Ratio of Quits to Job Openings Demonstrates Labor Market Tightening


Invest in Success

If your goal is to acquire the best talent for your enterprise, then the only way to ensure your recruiting efforts are comprehensive is to engage a quality full-service search agency like Strategic Hospitality Search.  Here are just a few reasons why 97% of our multiunit clients are so pleased with our quality and service that they call upon us again and again:

  • We ensure a 360º recruiting effort by providing access to passive-market candidates; the gainfully-employed working professionals who will not see your job postings.
  • We save you time and money by supplying a “short list” of candidates who fit your qualifications and are motivated to work for your company.
  • We work efficiently.  From engagement to offer acceptance, our placement process for management, culinary, multi-unit and sales managers averages four to six weeks.  Confidential mid-level and executive searches take longer, as expected.

Our fee becomes negligible when you consider the impact the perfect fit will make in your business.  Don’t be afraid of success!  Invest in a partner with the values of initiative, responsibility and ethical practice who genuinely cares about your future.  Invest in Strategic Hospitality Search.

 

For a complimentary consultation, contact Joseph D’Alessandro at 630-837-0400, joe@shs.jobs, or @shsagency.

 

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Success Is In the Facts, Not the Feelings

Posted on January 16, 2012 by Joe

This year, listen for how often you hear the word “feeling.”  Listen for how often you hear yourself or your colleagues say “I have a feeling…”

A feeling this manager is the right fit.  A feeling the opening will be a big hit.  A feeling this banquet will run without a hitch.  A feeling we’re on the wrong track.  A feeling (insert the most important objectives of your business here)…

The best leaders work in the truth, and the facts are infinitely closer to the truth than feelings.  I know, I know…having a “gut feeling” about something and running with it is a part of leadership.  But if operating from feelings were always the best way to make decisions, our casino clients would not be nearly as successful!

If you primarily rely on your feelings in your professional decision-making, taking your career to the next level will require a change in your thought process.  Here are five steps you can apply in 2012 that will take you to the next level:

1. Define Your Personal Values

Through several “quiet time” sessions over several weeks, evaluate the five to ten values that define who you are and who you want to be.  These are generally ideals such as trustworthiness, faith, diligence, creativity, sustainability, loyalty, compassion, etc.  Really take the time to refine what these values mean to you.

Next, use your values to create healthy boundaries around your job descriptions.  For example, if your value is trustworthiness and you are a restaurant general manager, one boundary may be that you will never serve a food item if its freshness is “questionable.”  When you live that out your staff will know that freshness is a priority, and you will refine your processes to ensure freshness while controlling costs.  Your reputation for quality will spread in a positive way.

2. Live Out Your Values

Don’t broadcast your values; keep them private at first.  Without the “walk,” the “talk” is worthless.  When challenged, walk the walk.  Your actions will communicate your values without saying a word.

Stay disciplined, especially when holding to your values is the most challenging option.  The first step in real change is always the hardest step.

Getting back to our restaurant GM who is building her value of trustworthiness through impeccable freshness, a major challenge may occur if she becomes aware that every lobster tail in the house has a faint ammonia-like odor.  It wouldn’t be a big deal to just 86 the item from the regular menu, but there is a VIP private event for 30 in one hour and eight guests pre-ordered the lobster tail.  It is 7:30pm and there is no way to procure more lobster in time from the fishmonger.

3. Don’t Hide From the Facts

Most people avoid challenges, but leaders confront them right away.  Your values will provide objective answers when dealing with tough situations.

Our values-driven restaurant GM will never serve tainted lobster, but she and her values-driven team will find a way to satisfy their guests.  Without that value of trustworthiness, she runs the risk of serving the tainted lobster and risking a foodborne illness outbreak.  Even if she did not make anyone sick, she would run the risk of losing a VIP guest, and having 29 other diners telling hundreds of people in the community that her restaurant serves tainted food.

4. Set Challenging Goals

It’s easy to set goals you know you can personally achieve.  But a leader casts vision when goals are set that cannot be achieved alone, but require extra effort from a team that has to commit to growth to achieve the goal.  This takes a dose of faith.  Now faith is the assurance of things hoped for, the conviction of things not seen.  Leaders take their teams to new and unseen heights.

Define the metrics by which you will measure success, and conduct periodic reviews on your team and yourself.  Be open with the reviews, and whenever possible post a chart or graph of your success.  Don’t expect perfection at first, but keep pushing.  Never lose faith.

5. Expect Success

Knowing you are on the right path with a long-term vision will give you the confidence to persevere, especially when the going gets tough.  So expect success, but give your team and yourself the room you need to grow.

Don’t compare your growth as a leader to our current pace of life.  It will not come instantly like responses to a funny Facebook post, or an IM.  Remember that a true leader’s career is marked by successful progression over time.

And that deserved success will ultimately convert to joy.  So many professionals mistakenly believe that a truly joyful life is manufactured from their own feelings.  A great teacher gave me sound advice not too long ago: You’ve got to discipline yourself so that you live not on your feelings but on truth, and off the truth springs true joy.

Time will reveal how closely aligned, or far apart, your employer is from your values and whether you can achieve values-driven success (and joy!) through that relationship.  If you know it is time to make a change, contact us and we will do our very best to place you into a company that is a better fit for your success.

Our searchable job page is updated almost daily: http://www.strategichospitalitysearch.com/search-jobs.php

Have a great year!!

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Healthy Habits in Hospitality

Posted on December 9, 2011 by Joe

You are so much fun to be around.  You know how to host and how to serve; how to cook and how to present. Everyone hits you up for recipes and tips from table settings to the length of oven time their holiday roast requires for perfect medium rare.

What non-hospitality folks don’t understand is how hard it is to work around food all day long!

We asked hospitality professionals around the country what habits to make or break in order to stay healthy and we received a ton of responses and suggestions.  Thank you everyone! 

A handful of testimonies are below, and here is a boil down of the most popular wisdom from your comrades:
• Make time for yourself and get adequate sleep because a healthy mental balance will help prevent eating for “comfort”
• Exercise regularly (So many yogis in hospitality…wow!)
• Eat a healthy breakfast, and reduce flour and sugar intake
• Make the time for several smaller meals as opposed to eating standing up, on the run or at your desk and don’t go too long between meals (actually causes weight gain!)
• When tasting, either taste a tiny portion or don’t swallow (just like when tasting wine)
• Don’t snack or eat just because food is there (e.g.: half-filled hotbox or trays of pastries that come back from an event)

“I used to weigh a lot more than I do now. The hardest thing for me was telling myself that tasting wasn’t eating. We also have a staff meal before shift so that we are sitting down and relaxing before service. This really helped as I lost over 100 pounds. Exercising regularly also has allowed me to eat on a more regular basis.” – Thomas, Executive Chef, Omaha

“…I got a group gym membership for my employeesso we can motivate each other.” – Ronald, AKM, New York City

 “…try to start the day with a heart-healthy breakfast of oatmeal and fruit/yogurt of some type, which helps to keep my eating on track for the remainder of the day.” – Anna, Special Events and Corporate Catering Representative, Chicago

 “I don’t eat everything that I cook, I only taste.” – David, Executive Chef, Las Vegas

 “I try not to snack at work. I make good choices when dining” – Jonathan, Corporate Director of F&B, Boston

“I make it a rule not to eat just because the food is there.” – Tracy, Sous Chef, Ontario

“Yoga, every chance I get.” – Valerine, Catering Company Owner, Ontario

“…rest and alone time is a necessity…” – Patti, Personal Chef, Atlanta

“Enjoy everything you cook! Only do it one bite at a time. Never eat the whole thing.” – BJ, Personal Chef, Atlanta

“For me, yoga has become important. The more, the better. Also I don’t drink as much alcohol as I used to. I save THAT for my nights off!” – Amey, Executive Chef, San Francisco

“BIKRAM!” – Rebecca, Chef/Owner, Milwaukee

“My biggest downfall is NOT eating. That puts on more weight than eating little bits of healthy food all day long.’ – Derrie, Chef, British Columbia

“…eat small meals throughout the day to maintain good weight balance, good energy and a healthy digestive system.” – Joseph, Culinary Consultant, Tampa/St. Petersburg

“…I taste and usually spit into napkin.” – Donna, Executive Chef, Nashville

“…stay away from pastry department!” – Vince, Personal Chef, Greenville, SC

“I eat three meals a day and abstain from flour and sugar.” – Anne, Foodservice Sales Manager, Chicago

“Keep your hands out of the Fry Bowl – smaller portions more often (keeps your metabolism burning). EAT BREAKFAST to start your day; not Coffee, Marlboros and Red Bull. Be sensible about your food intake and remember the food triangle as a kid. How many of us eat the right amount of fruits and veggies?” – John, Chef, Baltimore

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Powerful Interview Questions to Determine Cultural Fit

Posted on November 22, 2011 by Joe

Your interview process is worthless unless it empowers you to hire the best cultural fits for your company.  Though every company culture is unique, screening for the “Five C’s” will reveal most of what you need to know to determine a cultural fit:

• Character
• Competence
• Consistent behavior
• Communication skills
• Community

By implementing some or all of the questions below into your interview process, you will surface examples of how candidates rank in the Five C’s.  These are behavioral questions; which are more open-ended, and designed to reveal the rationale behind a candidate’s decision-making.

Character

• Tell about a time when your trustworthiness was challenged. How did you react/respond?
• Tell about a specific time when you had to handle a tough problem that challenged fairness or ethnical issues.
• Trust requires personal accountability. Tell about a time when you chose to trust someone? What was the outcome?
• Leaders have to make tough decisions. What was the most difficult one you have had to make?
• Everyone has made some poor decisions or has done something that just did not turn out right. Has this happened to you? What happened?

Competence

• How do you schedule your time? Set priorities? How do you successfully “multitask”?
• Provide two examples of things you’ve done in previous jobs that demonstrate your willingness to work hard.
• What was the biggest mistake you have had when delegating work? The biggest success?
• Have you ever been in a situation where you had to bargain with someone? How did you feel about this? What did you do? Give an example.

Consistent Behavior

• Provide an example of a situation where others were intense but you were able to maintain your composure.
• It is important to maintain a positive attitude at work when you have other things on your mind. Give a specific example of when you were able to do that.
• Tell about a time when you took responsibility for an error and were held personally accountable.
• When you have been made aware of, or have discovered for yourself, a problem in your work performance, what was your course of action? Can you give an example?
• Describe the most difficult working relationship you’ve had with an individual. What specific actions did you take to improve the relationship? What was the outcome?

Community

• Give a specific example of a time when you had to address an angry customer. What was the problem and what was the outcome? How would you assess your role in diffusing the situation?
• Tell about a time when you built rapport quickly with someone under difficult conditions.
• Tell about a training program that you have developed or enhanced.
• What are your thoughts about volunteerism?  What experiences do you have with charitable or trade associations?
• How involved in the community should the company be? With what? What role do you see yourself playing in such involvement?

Communication

• Describe a situation in which you were able to effectively “read” another person and guide your actions by your understanding of their individual needs or values.
• Describe a situation where you felt you had not communicated well. How did you correct the situation?
• Describe the most significant written document, report or presentation which you had to complete.
• Have you ever had to “sell” an idea to your co-workers or group? How did you do it? Did they “buy” it? Why?
• What do you do to show people that you are listing to them?

Since you define your culture, you should get together with your team to decide on the acceptable range of answers for each question.  This will keep your interview process objective, and lead you toward discussions through which your candidate comparisons will be truly based on cultural alignment.  Since your brand is your culture and your culture is your brand, your success is exponential when you hire leaders who share your cultural DNA.

At Strategic Hospitality Search, our interview process includes screening for a match for your unique culture as well as skills, experience and education.  Let us help you fill your next key position with the perfect match.  Call Joseph D’Alessandro for a free consultation at 630-837-0400.

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Seven Ways to Ace Any Interview

Posted on November 14, 2011 by Joe

Looking for a job is a job, and a hard one.  The good news is that you are an expert on the subject matter of every interview…you.  You also face the challenges of preparation and logistics.  Here are seven simple ways to ensure your interview is successful. I didn’t promise painless and easy, but it is simple.

 
1. Start Preparing a Week in Advance

One of the first questions many interviewers ask is “What do you know about us?”  If you blow that one, you fail.  Be prepared to discuss operations, locations, products and services, and why you are a fit.

Know the position and job description and be prepared to answer specific questions that will test your understanding of the requirements.  Prepare for situational questions.

Know your immediate, 5-year and 10-year goals.  How are they aligned with the job?  How do they align with the company’s plans?

Review your own career history so you can easily recall examples of leadership from every job.  Bring your memory of accomplishes, achievements and metrics from your long-term memory to your short-term memory.

2. Arrive Early and Dress Appropriately

During a blizzard I had a candidate arrive ten minutes late for an interview that was 30 minutes from his home and he gave himself 90 minutes to get there.  He was rejected for being late.  Harsh?  Maybe.  But it proves that you cannot recover from interview tardiness.  You have to allow time for traffic, time to find parking, and unforeseen circumstances.

 Dress well.  Your shoes should shine like mirrors.  A dress shirt or blouse should be completely free of wrinkles.  Clothes should be tailored to fit, especially sleeves, waist, and chest.  A suit jacket should drape when buttoned, not be tight or baggy.  Gentlemen, don’t forget your collar stays and proper grooming.

3. Engage and Smile

Preparation allows for a clear mind so you can fully engage in the conversation instead of trying to remember what you think you need to say.  Make eye contact.  When fully engaged, your face will reflect the tone of the conversation.  You’ll look sincere when listening intently.  You’ll smile when something is humorous.

Leadership author Guy Kawasaki describes the two kinds of smiles pictured here in his latest book, Enchantment.  The “Pan Am” smile is obviously fake and transparently insincere.  The “Duchenne” smile is genuine and endearing. 

 

Guy Kawasaki's Enchantment - The "Pan-Am" Smile

 

Guy Kawasaki's Enchantment - The "Duchenne" Smile

 

4. Proper Etiquette

For heaven’s sake, leave the cell phone in the car.  There are recent reports of candidates answering calls or texts during an interview.  That is a jailable offense.

Sit up straight, say “please” and “thank you,” and know how to conduct yourself in cocktail and dining situations.  For details, I defer to the experts at Emily Post.

5. Quantify

Quantify your responses using numbers, percentages, and dollars to specifically explain results.  Anyone can say they “lowered the overall cost of labor.”  When you state that you “lowered labor by 11% by implementing three strategies” you bring your ability to lead to life by creating a detailed picture.

6. Be Motivated

It is heartbreaking when a client calls and tells me that a candidate is bright, experienced, and qualified, but they weren’t sure if she wants the job.  An interview is more than a conversation.  It is your opportunity to sell the hiring authority on your abilities and desire to work hard toward mutual goals.

Your energy and enthusiasm are conveyed through voice inflections, facial expressions, body posture and body language.  This week an hotelier picked one of four candidates we presented to move forward because he was “the only one who was sitting on the edge of his seat, pitching ideas, demonstrating his understanding of our unique situation.” 

If you want the job, say so.  As you are escorted out, look the interviewer in the eye and express your eagerness to go to the next level and desire to work for the company.  The last thing she will remember is how motivated you are.

7. Ask Questions

Almost all interviewers ask what questions you have at some point during the interview.  Prepare a list of several good questions.  Even if your questions were answered during the interview, be ready to ask at least two good, conversation-sparking questions.

• Ask about the team you would be joining, the division, and the company. 
• How long has the team been together? 
• What is the company’s vision for the next 10 years? 
• What values drive the business? 
• What are the values that drive the culture? 
• What are the company’s expectations of you? 
• What advancement opportunities are on the horizon?

Never ask questions about the amount of hours or days expected of you, or about salary, benefits or perks.  All of that will be explained to you in due time.  If those questions are top-of-mind for you, you will be considered a clock-watcher.

Entire books have been written on interviewing skills, but if you can nail these seven aspects, you will always have an edge over your competition!

Did this article remind you of a great interview experience?  A horrible one?  We’d love to hear about it.  Post your experience on our Facebook page and you will enter a drawing for a $100 Visa gift card.  We will announce the winner November 30th.

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