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Top Companies. Hiring Today.

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Here at PCH we recruit only the top talent. We have two top hospitality businesses on the rise and experiencing expansion with the need for hires from Restaurant Managers to Executive Chefs and more.  The time is now to apply and be part of what will be two of the West Coast’s top businesses in 2014 and beyond.
JOIN THE FAMILY TRADITION : 
Love the old school way of business and time-honored hospitality? A business where each team member is part of the family in spirit and strives in an encouraging, developmental environment?
Founded on the principles of honesty, integrity and hard work, this company is seeking serious team players looking for a long-term career.
With locations in twelve states, this company is well established; rock solid and has great opportunities for career advancement for all management leaders.
And the food? Just like at your grandmother’s kitchen – home-style, special recipes, bold and zesty flavors with a dash of Italian goodness tossed in.

APPLY TODAY

 

EAT | DRINK | CHEER :

Passed down from one generation to the next, this family has been in the hospitality industry for decades and knows what makes the best, simply the best.
An oldie but a goodie, this multi-unit concept is gaining fast traction of growth and expansion with its recent rebranding and new units opening later this fall.  This isn’t your typical pub & grill style establishment, but so much more.  They’re continually keeping a loyal client base, yet attracting new diners to this noted, benchmark of success in the local restaurant industry.
They’re looking for sharp, forward thinking, high integrity, positive attitude people who want to grow with their company.
With a little of both classic and modern style, guests will enjoy a Bavarian – American cuisine specializing in contemporary German fare.

APPLY TODAY

Relocation: What You Need to Know Before You Commit to The New Job & New City

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Are you top talent that is sought after for a top job? Then you may be making the move to a new city sometime soon. What would it take for you to pack up in cardboard boxes and head on out of what is your normal now-a-days?
Employers are increasingly willing to spend money on relocation fees to attract prospective talent, even it if means a significant rise in costs to their business, a new study shows.
In a survey of 2,417 hiring managers and human-resources professionals, one-third of respondents said their companies have paid to relocate employees to their cities in the past two years, according to CareerBuilder.com and Apartments.com. (Inc.com)
But is the compensations for the move worth the hassle and inconveniences of starting life over in a new city worth it? May the leaving of friends, family, home, favorite restaurant and events, can that change be compensated?
Beyond the initial move and shock of a new location, there’s more variables to consider before taking a new job and packing up.
What is where you work now like and how is it going to be at the new place? It is likely the workplace culture will change more than you ever dreamed. You can be doing the exact same job, but the people you work with, report to and manage will be different. What’s the work culture of the new gig? and are you going to like it? If the answer is no, you may not want to relocate and keep looking for a different job.
Avoid potential disaster and research the cost of living. Compare with your current cities rental, gas and necessities pricing. Moving may double your cost of living or cut it in half.
Likewise, what would the differences of the two be geographically, seasonally, etc.  Are you a biker and hiker? Moving to a city with snow 9 months out of the year may not be your best option. Consider the lifestyle you are agreeing to with a new job.  
 
There’s a lot to consider before relocating. What would it take for you to relocate?
 

Relocation: What You Need to Know Before You Commit to The New Job & New City

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Are you top talent that is sought after for a top job? Then you may be making the move to a new city sometime soon. What would it take for you to pack up in cardboard boxes and head on out of what is your normal now-a-days?

Employers are increasingly willing to spend money on relocation fees to attract prospective talent, even it if means a significant rise in costs to their business, a new study shows.

In a survey of 2,417 hiring managers and human-resources professionals, one-third of respondents said their companies have paid to relocate employees to their cities in the past two years, according to CareerBuilder.com and Apartments.com. (Inc.com)

But is the compensations for the move worth the hassle and inconveniences of starting life over in a new city worth it? May the leaving of friends, family, home, favorite restaurant and events, can that change be compensated?

Beyond the initial move and shock of a new location, there’s more variables to consider before taking a new job and packing up.

What is where you work now like and how is it going to be at the new place? It is likely the workplace culture will change more than you ever dreamed. You can be doing the exact same job, but the people you work with, report to and manage will be different. What’s the work culture of the new gig? and are you going to like it? If the answer is no, you may not want to relocate and keep looking for a different job.

Avoid potential disaster and research the cost of living. Compare with your current cities rental, gas and necessities pricing. Moving may double your cost of living or cut it in half.

Likewise, what would the differences of the two be geographically, seasonally, etc.  Are you a biker and hiker? Moving to a city with snow 9 months out of the year may not be your best option. Consider the lifestyle you are agreeing to with a new job.  

 

There’s a lot to consider before relocating. What would it take for you to relocate?

 

Who to Promote and Who to Demote:

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Summer turns the corner and the fall season will soon arrive. Changes to your staffing roster will come as severs head back to school and others take alternative jobs. You’ll have spaces for promoting and demoting to once again create the best team of hospitality individuals.

We’ve outlined a few tips for how to know what traits not to pass up, but rather to promote!

-It’s the hospitality industry, self-serving doesn’t fit. Those who are servers, not self-serving are the ones you want to promote. How do they work with a team- always putting others before themselves and willing to stay late/ come early to get the job done? They’re keepers. People rarely accomplish anything great by themselves – it’s a team of players all working together for one end goal.

Great hospitality companies serve their customers first, always. By serving the customer best, they ultimately serve their business growth.

 

-Attitude is everything, or at least 90% of things. The worst of situations can be made better with a good attitude. Optimist are the ones to promote. Optimist add energy to every situations, pessimist drain it all away.

You’ll find the optimist as the one already doing the job they would once promoted- they don’t wait to be told how to make things better or what can be done for them to succeed. They just see the needs and do them without fear of failure.

 

-Leaders think long-term, not just about today. The one you want to promote gets the big picture and sees the future as positive and with much opportunities for grown and development.

 

-Can they teach others? Then you’ll want to promote them. The best people like to share the knowledge rather than hoard it for their own good. When teaching happens a team is built. A team that is educated the same begins to formulate relationships that are far beyond the J-O-B but are built on a foundation of learning, expanding and development.

BIG PROMOTING TIP: Consistency is a trait to never pass up – when you see consistency, there is nothing like it. Consistency carries teams through good and bad seasons. Consistency is the key to sustainability. Where there is consistency – there is a leader and followers forming right behind. As humans we crave dependability and a continual strand of sameness.

 

Considering a Move? Spokane Could Be Home.

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Life in Spokane.
Known as the Lilac City, Spokane Washington has been ranked as one of the nation’s top places to live. It’s low cost of living standards and location on the Spokane River, there’s a little bit of everything in this Northeastern Washington city.
Spokane can be recognized by it’s unique set of neighborhoods all with a vast variety of culture, food, shopping and living.  From downtown neighborhoods like Riverside and Hillyard, the city of Spokane hosts incredible history and architecture.

Throughout every neighborhood you’ll find a vast variety of restaurants and bars. “Out with the old and in with the new” has been the recent mantra with a stead stream of business development specifically in the hospitality industry – new specialty bars, wineries, high end restaurants and more popping up all over this Northwestern city.

Life in Spokane is heavily influenced by it’s climate and geography – with four seasons, and close to rivers, mountains and lakes, there’s plenty of boating and swimming as well as mountain skiing, hiking and sightseeing.

Spokane is big enough to host many amenities of a larger city, but small enough to support all the best annual events and traditions with a small town atmosphere.

 

For a full list of Spokane Job Openings – Inquire Here. 

Employees Quit – Here’s Why:

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Employee turnover sets every business back for a number of reasons – it’s expensive, but it’s also disruptive to regular operations for the business.

 

Avoid employee turnover by first discovering why employees are leaving – what’s the cause for rapid quitting and can be it changed? Act on those changes that can in the future prevent quitting.

 

On average, the reason employees quit isn’t just for a higher pay. There’s employees all over the world working for less pay because it’s a job they love. Pay rate matters, but it’s not everything.  Seek out the real reasons the employees quit.

Here’s a few reasons we see employees quit:

  1. Boss doesn’t trust his/ her employees

When hiring new employees it is essential to hire people you can trust, in and out of the office. Hiring employees that you can trust creates a value to the relationship and work that is to be completed. When employers can’t trust their employees- everyone is miserable. Employees are hired to do their job, so it’s best once trained that they do theirs, and the boss do his/ hers.

  1. No real time off

As humans we often forget or flat out avoid that reality that we need rest to survive. It’s no wonder in American culture the rate of employees quitting is high – we’d bet mostly from burnout and employees never really having time off work.  Ensure employees receive ample time off each year and reduce the risk of burnout and quitting.

  1. Poison work environment/ co-workers

Half the battle of hiring is finding not only the correct talent, but a good fit for the culture of your business. Apart from the skills needed to perform the job- what type of person would you want working on your backline or serving the front-of-house? Be sure to include those characteristics on the job description as well. Let each interviewee know the style of establishment and how the current employees act. Ensuring the work environment is a good fit for each hire reduces quick quitting.

  1. Lack of flexibility

Balance is key to success with employees – without the ability for employees to take the needed time off for family and personal events, they will quit. Plain and simple, people need to feel like their job enables flexibility.

 

PREP YOUR RESUME WITH THE HELP OF PCH

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Resumes are difficult. And each of us has felt this anxiety: “How do I create the perfect resume?” When you’re looking for a new position, the state of your resume can keep you up at night.

 

Is my resume ready for prime time? Is it good enough to get me an interview?

 

We’ll whip your resume into shape.

 

We’ve recruited for the restaurant industry for years. We’ve hired a small army of good managers for every imaginable position in every conceivable setting.

 

We speak and understand the language.  We know what words to use and what kinds of skill sets hiring managers are looking for. We know what a good hospitality industry resume looks like. Which means we know how to help you describe your education and your skills to meet expectations and get interviews.

 

 

If you hire us to help with your resume, here’s what we’ll do.

  • Prepare your resume for digital and hard copy submission.
  • Arrange your information to showcase your strengths.
  • Describe your work experience and your education for best advantage.
  • Assess your history to determine the best type of resume to submit.
  • Place your contact information where recruiters like to see it.

The Rise of Social Recruiting:

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Hiring today looks different than it did 5 years ago, and will look different for the next 5 years and beyond. In today’s world social media is taking over the way the population as a whole from infancy to elders communicate and take care of life’s business. Likewise, the recruiting and hiring process has changed to meet the needs of an ever-changing digital age.

 

Here’s a few ways we’ve seen the industry change.

Social media is used as a new source for job postings and info. Companies are looking for candidates to hire and have forgone the former ways of advertising via newspapers and ads, but instead are posting up 140 character tweets letting the world know, “Help Wanted”.  There’s social media accounts dedicated to solely posting job openings for companies – leading to connecting candidates with the hottest jobs.

 

The application process has altered from pen and paper to complete digital uploads and questionnaires. Many companies today also require personality test among other studies before an initial interview is even conducted. Technology allows employers to get to know a virtual version of each candidate upfront.

 

After applicants are selected for interviews, employers have also begun hosting online video interviews, rather than a standard live interview. This keeps employers time spent down to the bare essentials or candidates introducing themselves and answering a few short questions to rule out all unqualified candidates.

 

Here’s just a few ways we’ve seen hiring change, what ways have your experienced the impact of the digital world in hiring?