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Spice Up Your Resume So You Can Spice Up in the Kitchen

April 4, 2014 by PCHblog

It’s a first impression – your resume is who you are without ever meeting the recruiter looking to place candidates. So it’s essential whether you’re writing your first resume or revising it for a mid- career job search that you avoid the most common pitfalls.

Typos and grammatical errors

Your resume should be grammatically perfect. Employers will instantly see the mistakes and read between the lines to assume your lack of detail or level of commitment to excellence. Alter your resume to be perfect – spelling, punctuation and formatting.

Highlighting duties, rather than accomplishments

It’s easy to comply list the start and end dates of each job you’ve held- but employers don’t care so much about what you’ve done, but rather what activities/ projects you’ve accomplished.

Outline big projects of events you’ve worked to accomplish. Include details on the scope of work and skills required to complete those. What makes what you did above the rest of those applying? Tell that.

Don’t miss the specifics

Employers need to understand what you’ve accomplished and how you’re experienced. For example:

Worked with employees in a restaurant.
Recruited, hired, trained and supervised more than 50 employees in a restaurant with $1 million is annual sales.

Both of these tell the same person, yet one states details, and details matter.

Choose verb actions with care

Avoid using the phrases “responsible for”, instead, use action verbs like “resolved”, “developed”, “managed”, etc.

Include all information

It may seem logical to eliminate odd jobs held while in school or in-between jobs. But those are important too – they show a variety of skills you hold and may directly relate to the position you’ve applied for. Don’t be afraid to list the odd ends of your career path- in come cases, variety is attractive to hiring companies.

Get your contact information correct

What would be the point of submitting a resume if your contact info was incorrect? Your resume may be incredibly strong, but if you can’t be easily contacted, you chances of getting an interview decrease.

On the Road and Back with Hires In-between:

March 19, 2014 by PCHblog

Over the past month, Pacific Coast Hospitality, has attend elite career expos at both Washington State and Cal Poly Pomona. There we have worked to recruit and hire graduating students along with alumnus who have attended the nation’s top hospitality management schools obtaining the skills and experience needed to lead a lasting career.

Our invitation to hospitality career expos like these with the top skills and training is what makes Pacific Coast Hospitality the best recruitment service for all pacific coast hospitality hires.

Firing for Cultural Fit

February 25, 2014 by PCHblog

It is tough to admit, but in reality, team members hired day one are not always the right people to grow your business to the next level. Sometimes these people are not ideal fits for “fast growth culture” writes Ilan Mochari for Inc.com. Other times the vision of a company is redefined or the needs shift. Hiring for cultural fit is common practice, firing is necessary as well. Mochari offers 3 great tips for firing an employee who is not a cultural fit:

Tip 1: Systemize the culture throughout your organization.

Mochari points out in the beginning of his article that if cultural mismatch is the main reason for firing, you must have quantifiable reasons for the mismatch. Vague answers such as ‘This isn’t a good fit’ or ‘This is not going to work out” are not strong. If you “codify cultural fit into your human resources processes” you will have something tangible; you will have clarified what it means to be a fit for the company. In the long run, this will give you firm ground to stand on if you have to let someone go.

Tip 2: Draw attention to the long-term success of the employee.

Firing a hard working employee is not ideal. But, if you emphasize that they will be happier elsewhere, it will make the blow more bearable. Often times the employee will be grateful for their termination as they will realize they can be more successful, and ultimately happy in a different environment.

Tip 3: Help the employee search for a better job.

After dismissing and employee, ignite an enthusiasm to search for a better job by helping them find a better position. Though it may sound odd, it is a common practice. Mochari quotes a recent poll by SmartBlog which found, “a whopping 67.5 percent of business leaders help by making introductions or offering guidance”. In return, you may see long-term effects of improved retention practices as current and former employees may be less hesitant to speak out about dissatisfactions.

EVENT: Hospitality Career Expo

February 6, 2014 by PCHblog

We’ll be joining at the Hospitality Career Expo this month! If you’re interested in a new career in hospitality management, we want to meet you! We continually have a variety of job openings and recruit for the nations top restaurants. This time we’re recruiting those students attending the nations top schools obtaining the skills and experience needed to lead an exceptional career. Recruiting candidates with top skills for top jobs, that’s what makes Pacific Coast Hospitality the best.

Here’s all the details on the Expo!

Date: Thursday, February 20, 2014

Time: 10:00 AM – 2:00 PM

Location: Collins College of Hospitality Management (Bldg. 79)

What: At the Cal Poly Pomona Hospitality Career Expo students will be able to speak to a variety of hospitality employers to learn about employment opportunities with individual organizations, different career paths, and how to prepare for the world of work in the hospitality industry.

The Hospitality Career Expo will provide you with a forum to network with employers, many of whom are Cal Poly Pomona alumni, and to learn what employers seek in job applicants. The Collins College and the Career Center encourages you to participate in our services and programs that can prepare you for the ever changing workplace.

For more info, check here.

Dressing For An Interview

December 4, 2013 by PCHblog

No matter the industry you are interviewing for, dressing professional tops any list of important interview tips. If you are interviewing for a restaurant manager or chef position, it’s important to remember that these positions hold the primary day-to-day responsibilities of a business. Interview candidates who look the part will be treated as such, as a professional. It is important that you look the part. Show that you have experience, education, and knowledge through your dress. You must remember, looks are important. An employer will be more likely to believe that you are ready and capable to execute excellent work if you appear in professional attire.

Here’s a few of our Do’s and Don’ts for interview dressing:

DO dress for success!

DO wear dark pants/skirt.

DO wear a tie (red is an excellent choice).

DON’T wear a short skirt.

DO shave facial hair.

DO pull back long hair.

DON’T over apply make up.

DON’T wear heavy perfume/cologne.

DO limit jewelry.

DON’T drink or smoke before the interview.

DO dress to cover your tattoos.

DON’T wear cooking attire.

You only have one chance to make a first impression. Make it the best you can!

RESUME TIPS: What to Keep and What to Not

November 11, 2013 by PCHblog

One of the first steps in applying for a job is creating a resume of all previous work information, contact information, skills, etc. First impressions through a resume are a large determining factor for whether an employer will reach you to set up an interview or not. Creating a resume is a process and its entirety should be planned out as well as edited frequently to ensure it’s continually up to date.

We’ve outlined a few things we frequently see on resumes from candidates, that should always be avoided:

Too big of an objective:

What’s the objective of your resume? Keep it simple- list your contact info, previous work info, personal skills and a few references. Simplicity is key here in all descriptions of previous jobs and projects completed- get to the point quickly and leave small details for further conversation during an interview.

Irrelevant Job Experience:

Once your resume is created, it will need editing to cater to each of the job positions you are applying for. Highlight any previous work experience that is directly related to the desired position. Avoid listing jobs on your resume which were extremely short-lived or negative.

Physical characteristics:

During an interview an employer will see your psychical appearance, there is no need to include personal details of hair color, height, weight, etc. on your resume.

Strange hobbies:

It’s ok to have outside extracurricular activities- but keep them outside your work life. As exciting as some may be to you, an employer does not need to know about your full Star Wars collection or Michael Jackson music obsession. You resume is to be about work related content.

Private matters:

Private matters can include, but are not limited to; personal life, relationships, hiring and firing of other positions, marital status, finances, social security numbers, living situation, etc. Keep the personal matters for another conversation when appropriate- it’s never a good idea to share your personal life before an interview.

Bad grammar and obscure words:

Along with keeping your resume simple, avoid big or unneeded wording. Likewise, use spell check and have someone look over your resume before submissions to ensure no grammatical errors are present.

Unprofessional contact info:

You might have had an email years ago like “starballplayer@gmail.com” or “Lovergirl89@yahoo.com “….. These are unprofessional and it’s time to create a new email contact with just your name or possibly your name and a few numbers. Similar, make sure your voicemail greeting is professional and up to date.

GET IN TOUCH WITH PACIFIC COAST HOSPITALITY FOR YOUR IMMEDIATE STAFFING NEEDS:
write to us: askus@pacificcoasthospitality.com
give us a call: 503-720-5174

How to Get a Restaurant Management Job Fast

October 17, 2013 by PCHblog

The job of a restaurant manager is never dull, but exciting and a great opportunity to advance your career and expand your leadership skills. Managers must be quick and able to deal with sudden change, handle stress and express excellent customer service skills.

Often times in the beginning of a job search, restaurant managers find themselves frustrated by the lack of response from blindly submitting their resume to online ads or hiring sites hoping to get a call for an interview. Even when your resume is fully stocked with experience and expertise at the most well sought after positions, your resume likely will sit in a pile of other applicants.

It’s been said; it’s all about whom you know—this couldn’t be any more true to your job search. Building relationships with those hiring is essential to any potential career.

But how to you build relationships with those hiring?? We suggest finding a company like Pacific Coast Hospitality to develop relationships with and continually watch for job openings. Submit your resume and fill out an online portfolio on recruitment websites that display your expertise and abilities to adequately manage each position. Gather glowing references from previous employment and study your prospective employer to be fully prepared for an interview.

Preparation is key after building relationships with hiring agencies and heading for an interview- you can out do all other candidates just by your keen attention to details throughout the entire process from applying, to interviewing to negotiating an offer.

Job searching can drain you and leave you frustrated and hopeless- grab a friend to encourage and help you through the process until you find your next great position!

Check out the hiring opportunities with PCH here.

6 Tips for Motivating Your Restaurant Service Staff

October 11, 2013 by PCHblog

What do teachers, coaches, parents, and restaurant managers have in common? They all use motivation to help those they interact with succeed. In the food service world keeping the team moving forward means success. To learn the art of motivating you could take a class at Northeastern University with Professor Leonard J. Glick. But if you want quick tips you can begin to implement today, check out the tips he gives FORBES to keep people “smiling and producing.”

Build Ownership Among Your Crew

Glick explains that company personnel must feel responsible for what the customer is buying. If you can achieve this, your employees will feel that they own the place, not just work there. Glick suggests that you allow your employees to bring their ideas for improvement and have people rotate responsibilities from time to time. When people feel like something is “mine” they don’t want to fail or dissatisfy the customer.

Trust Employees To Leave Their Comfort Zones

If we were to be honest, few employees want to do one specific task over and over. Glick encourages you to grant them new responsibilities. This will promote growth and confidence. It also will provide a sense of value. If this makes you nervous, Glick adds, “to me the bigger risk is having people get burnt out or bored.”

Keep Your Team Informed

As a leader, you have a clearer perspective on the bigger picture than your employees. It is crucial that you tell those under you what’s going on. Don’t fall in to the trap that something is “common knowledge.” Take the time to share with your employees. It will strengthen the feeling of importance as a part of the organization.

Treat Your Employees as Adults

Not everything that happens in food service is positive. At some point you will have to give bad news to individuals or the organization as a whole. Deal with tough situations in a straightforward and respectable manner, Glick says.

Be a Consistent Boss

Glick is very blunt in this section of the article. Ideally, he writes, you want in open relationship with your employees but not a peer relationship. “I think the work thing is to pretend you’re peer . . .it’s the inconsistency . . . which is the bigger problem.” You are the boss, and you may have to act like it, sometimes.

Money and Perks Matters (But Not As Much As You Think)

Glick encourages employers to find a salary that will allow your employees to feel they’re being paid fairly. Don’t bend over backward to lowball them. If the salary is in place, “the motivation comes from . . . the opportunity to learn [and] the opportunity to contribute,” Glick adds.

Perks are on businesses radars because of large companies offering lavish perks to their personnel. Glick cautions writing, “like money, these things tend to be less powerful motivators.” You must understand that these perks are no substation for in-job challenges and feeling of being a part of a quality team.

Check out the full article here.