Hospitality Careers: When to Hire a Recruiter

The Hospitality industry relies heavily on recruitment firms. Most career driven managers have a long-term relationship with a recruiter.  Most new management candidates in the restaurant and hotel industry rarely understand the importance of finding a hospitality recruitment firm, and working with them, until it is too late.

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What is a Hospitality Recruitment Firm and Why Do I Need One?

A hospitality recruitment firm offers more than a job bank of restaurant, hotel, and casino job postings. They are more than resume writers and distributors. A recruiter’s job is to put the right person in the right job. Their goal is to increase the chances that a Candidate wills stay in a position ‘long term’. In fact, if you leave before finishing one year, it negatively impacts a recruitment firm.

The hospitality recruiter knows the employer. They are familiar with the needs of the company, but more important they understand the preferences of the Human Resources Department. They will know whether you have a good chance of landing a job, or not.

This is where people become confused when working with a recruitment firm. They do not ‘blast’ their client’s resumes to every job post. If they did the clients wouldn’t hire them. The recruiter only sends 2 or 3 perfect matches. This saves the client money and resources, making it invaluable working with a recruitment firm.

What Can a Hospitality Recruiter Do for Me?

When most people think of a recruiter they have 2 perceptions. The first is that the recruiter will write their resume for them. The second is that the recruiter will be ‘beating the pavement’ trying to sell their services.

Both are wrong. A recruiter can only ‘sell’ what you bring to them. Yes, they can help fix mistakes in your resume, but in many cases, they cannot promote you above your skill set. They may also need to wait until they find a ‘matching job’ which in today’s economy is not an everyday occurrence.

If you are thinking of changing jobs in the future then a recruiter can tell you what skills are in demand. What personality traits make a good manager. And whether you are in the right job. A Hotel manager doesn’t need the same skill set as a restaurant manager.

A recruiter can help you determine whether you need to join an association, or advance your education. If you approach a recruiter with a ‘dream job’, let’s say you want to be a restaurant manager. You define what type of restaurant manager you want to be, from general manager to kitchen manager. The recruiter can tell you the ‘real’ restaurant manager salary expectations. They can tell you who lands the job, and who doesn’t. More important, they can tell you why. They can help you create a career path. Maybe your expectations are too high for landing a job right now. Discuss with the manager what might be a good job to take, and which types of jobs will ‘dead end’ your career.

A Restaurant Management Candidate

The recruiter can help you turn yourself into a viable candidate. They can help you brand yourself so that you can sell yourself. Because, no matter what the recruiter does for you, it will be you, and only you in the job interview.

10 Tips To Help You Create The Ideal Tech Resume

  1. Focus on your accomplishments. Instead of focusing so much on your job duties from your previous jobs, spend more time covering your actual accomplishments and emphasize tangible results as much as possible (developed software that led to a 10 percent reduction in cost, increased revenues from app sales by 20 percent, etc.)

 

  1. Quantify your results. Don’t say things like “reduced bugs,” “increased company profits,” or “improved customer satisfaction.”  Instead, offer provide quantifiable metrics to show how the work that you did helped your company improve customer service, reduce costs, save money, etc.

 

  1. Target your resume. The days are long gone when you sent out the same generic resume to hundreds of different companies.  Target each resume to one specific company and job listing.

 

  1. Don’t get overly technical. Acronyms, sales and marketing jargon and technical terms might be used commonly at one company but sound like a foreign language to hiring managers or recruiters at different companies.  Make sure that your resume will be universally understood through using terminology that is commonly recognized in your industry and explaining anything that may confuse recruiters.

 

  1. Be concise. We are familiar with the stats that talk about how many hiring toss resumes that have only one typo.  Tech companies do have a tendency to be more forgiving, however there isn’t any excuse for submitting a misspelled, grammatically incorrect, or otherwise badly presented resume.

 

  1. Have a well structured resume and be clear. When you are creating your resume, try to think the way that a recruiter would.  Provide the information that recruiters are looking for so that your resume isn’t thrown away in the garbage can.  For instance, if you have worked a leading company like Intel or Microsoft as a software engineer, stress the name of company instead of your job title, since it will impress the recruiter more.   Here are some good tips.

 

  1. Eliminate the objective. Only add an Objective to your resume if you just graduated from college or would like to draw attention to your desire for transitioning into a new role (for instance moving into sales from a software engineering position).  At times an Objective may be a drawback since the position that you state you are interested in (e.g. mobile software developer) may convince the recruiter that you would not be interested in some of the other rewarding and lucrative positions (Web developer, user interface engineer, etc.) that they need to fill.

 

  1. In your summary, don’t be vague. If you are using a Summary section, make sure it is full of key accomplishments (with hard numbers to back them up), instead of vague statements about your strong work ethic, detailed-oriented personality, etc.  Some individuals rename the section and call it “Key Accomplishments and Summary.”

 

  1. Emphasize accomplishments rather than duties. Although your work experience is one of the key components of a good resume, it should’t include a comprehensive list of every job you have ever had (particularly if you have had many job or worked within the industry for many years).  Detail the most important positions that demonstrate you are qualified for the job to the hiring manager.  Give the greatest amount of detail for either your most recent or current job (or the position that is most applicable to show you are qualified for the position).  Make sure you are listing accomplishments, instead of only job duties.  Think about what things the hiring manager will want to see in order to convince her or him to call you for an interview.

 

  1. As you continue to gain experience, minimize your education. Within the tech industry, education matters less than professional experience does.  However, it is still important for your Education section to describe your educational background effectively.  If you hold a nontraditional degrees that might be unfamiliar to recruiters, make sure to offer a one- to two-sentence describing your major.  Recent college graduates shouldn’t list their GAP unless it is at least 3.0 out of 4.0 (although leaving your GPA out might be a red flag for recruiters).  Any awards or college activities should also be listed by recent graduates that they think help them land a job.  However, they shouldn’t include everything they did in school.  As a rule of thumb, as you continue to gain experience, your Education section should continue to shrink.  It will eventually only include the basics like, name of the university, locations, degree earned, dates attended, etc.

A job in tech is a good career as you can see from this piece from Capita IT resourcing and these tips should help you.