How Skype & Digital Technology are Advancing Hospitality Hiring

How Skype & Digital Technology are Advancing Hospitality Hiring

by | May 9, 2016 | Business Toolkit, Management

Choosing hospitality as a career has some great benefits, but, in the past, the hiring process and HR in general has not been a strong point. However, that’s all changing with the advancement of digital technology specifically made for the industry.

Take Skype for example, which is being utilized to conduct interviews remotely helping job seekers to apply for more jobs and allowing businesses to expand their talent network.

Skype is the most accessible video communications technology on the market and it’s making interviews possible from any distance. One of the benefits of working in the restaurant and hospitality industry is the ability to find work in any city across the world. In any given month,

In any given month, workers who are willing to relocate are looking for these job openings, but the holdup is not being able to get in front of managers.

Skype is changing that by making it possible for hiring managers to conduct interviews with prospective applicants at any time and from anywhere.

The interview is critical in any industry, but especially in hospitality, where workers not only have to get along with co-workers but also interact with patrons.

Skype enables decision makers to assess potential hires in real-time. Not to mention, it can be used from a desktop, laptop, smartphone, or tablet.

As Skype is creating an innovative solution for interviewing, Sirvo is using technology to streamline the application process.

Sirvo is a premium recruitment service for the hospitality industry, where finding qualified applicants and choice companies to work for has never been easier. If you’re interested in learning more about our service, please contact us today at [email protected].

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Good Terminating Practices For Restaurants

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Not only is terminating someone always hard on a personal level, but there are laws that must be followed regarding the firing process. So, how do you do it in the most tactful, lawful and useful way?

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9 Types Of Intelligence: Which Are You?

9 Types Of Intelligence: Which Are You?

by | Apr 8, 2016 | IndiNews

If math or linguistics came easily to you, school was probably a far more enjoyable experience for you than others…

After all, these two types of intelligence are the primary focus of our educational systems. Other types of intelligence, like the ability to discern sounds or visualizing the world in different ways, are typically thought of as softer skills.

Not according to Howard Gardner. In his 1983 book Frames of Mind: The Theory of Multiple Intelligences Gardner posited that in addition to linguistics and logical-mathematical intelligence, there are seven other types:

  • Bodily-kinesthetic intelligence
  • Musical
  • Naturalist
  • Interpersonal
  • Intra-personal
  • Spacial
  • Existential
Check out the infographic below for descriptions of each.
the types of intelligence

While it’s certainly possible, and probable, that you have at least some of each type of intelligence, you most likely excel in one or two specific areas.

So, if those areas aren’t either math or language, does it mean you aren’t an intelligent person?

Of course not.

We tend to think of things like musical ability, sports prowess and even math and language, to some extent, as skills — things that can be learned. That may be true, but people are complex and can have natural aptitudes and different types of intelligence in any or all of these areas.

A person with great intra-personal intelligence, for example, has a good understand of self, what they feel (and why) and what they want, as shown in the infographic above. Those with high bodily-kinesthetic intelligence are good at coordinating body and mind; these are your professional athletes, Olympians, etc.

Still, many argue that Gardner’s 9 types of intelligence aren’t really indicative of intelligence at all. Rather, they’re considered softer skills — things that can be learned, not natural abilities or aptitudes.

This article was originally published on BusinessInsider.com.

Tips for Hiring & Retaining Talented Service Employees

Tips for Hiring & Retaining Talented Service Employees

by | Apr 5, 2016 | Business Toolkit, Management

Recent economic trends have led more and more talented individuals to seek employment in the service sector, which is great news if you’re looking to hire employees for your service-related business. Nevertheless, turnover in the industry remains high, which means that even if you score great talent, it’s likely they’ll leave within the year, but not if you know how to pick them, and keep them satisfied on the job. These are the tips to do just that.

1. Think long-term

You might need a restaurant hostess right now or a concierge for your hospitality business, but what will you need in the upcoming months or next year? Thinking more long-term, like investing in continued education and promoting from within, can help you hire someone who can fulfill the position you need right now and then move into another position later on down the road.

Talented employees, whether they’re working in a restaurant, hotel or corporate office, need to stay motivated not only with a sense of purpose but also mastery.

They’ll stay at the place that provides this; where they have a chance to work towards a goal, learn new skills, and grow professionally. So, next time you’re hiring, do so with the intention of future promotion and make it known that this is what you’re seeking in potential employees.

2. Offer good benefits

Many people look at service jobs as just that- a job, not a career. That’s because some employers don’t offer crucial benefits that more traditional offices and career-focused places do. If possible, provide high-level employees with health care, retirement savings, or, if you’re a public company, stock options, so they can remain in the industry instead of going corporate out of necessity.

If you can’t do any of these things, at least not right now, then think about what else you can offer for benefits because these perks can make all the difference. Paid time off, extra pay for holidays, or even a shift meal can make your place of business more appealing than the others down the road.

3. Define your culture

Workplace culture, from how a business looks to employee attitudes and communication, reinforces how an organization operates. It’s a fundamental element that can have a huge impact on the satisfaction of not just your customers but your employees as well.

Even the best employees are nothing without a supportive work environment.

Those who want to build a career in the industry will look to work somewhere that has clearly defined values, priorities and communication, otherwise known as an attractive and inviting culture. So, if you haven’t already, work on building a positive workplace culture that will improve customer experience and employee satisfaction.

4. Ask your best employees for references

Great employees probably surround themselves with people who have a similar work ethic. Take advantage of this, and make the most of your employees’ networks when hiring next. Ask your best employees if they have any references or know anyone looking for a job. This will show your staff that you trust them, value their opinions and could lead to an exceptional hire.

5. Appreciate your employees

Employees talk about their jobs, so it’s going to be well-known if you’re a gracious employer or a hellish one.

Keep your reputation rock-solid by showing your appreciation.

Hosting company events, giving praise publicly and even just being understanding when mistakes are made can go a long way in expressing gratitude.

Beyond what your employees say, customers can tell the difference between a well-treated staff and one that’s under-appreciated. If it’s the former, service will be great, customers will be happy and business will be good. If it’s the latter, at the very least, you’ll have some pretty bad yelp reviews to deal with.

Hiring is one of the most difficult aspects of the service industry, which is why spending the time to source talented employees and dedicating resources to maximize job satisfaction is crucial to the success of your business. And, we’re here to help. Find more info and tips in our Management section.

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New Overtime Rules Are Coming Faster Than You Think

New Overtime Rules Are Coming Faster Than You Think

by | Mar 30, 2016 | Business Toolkit, Management

Restaurants could be forced to change the way they pay managers in just a few months as the federal government moves forward on new rules that dramatically expand who is eligible for overtime.

Earlier this week, the U.S. Department of Labor sent its final set of overtime rules to the Office of Management and Budget, a mandatory step that precedes publication of those final rules.

“The OMB has 30 to 90 days to review the rules, after which they will be published,” said Elizabeth Washko, an attorney in Nashville, Tenn., with the Ogletree Deakins labor and employment firm. After that, employers will have 60 to 90 days to comply.

Add it all up and restaurants have three to six months to figure this out.

However, it will most likely be closer to the three-month mark. According to Washko, “they’re pushing to have that done earlier than expected.”

The rules do not require an act of Congress, but there is an incentive for the Labor Department to get the rules out sooner rather than later – the prospect that the November election could usher in a new administration that stops the change.

The final rules are not yet known. But, as proposed, they would dramatically increase the weekly pay threshold for those who can be classified as exempt, from $455 per week to $970 per week, or from $23,660 per year to $50,440.

That would make the lowest paid 40 percent of the workforce eligible for excess pay if they work more than 40 hours a week.

The rules could have a significant impact on employers’ costs and management strategies. The National Retail Federation has estimated that it would cost retail and restaurant businesses $745 million to comply with the new regulations.

“I think it’s going to cost money in the long run for most restaurants,” Washko said. “Some restaurant companies will handle it more effectively and mitigate costs.”

In a note this week, Piper Jaffray analyzed several restaurant and retail companies and listed their average pay for store managers, based on numbers from Glassdoor. The analysis listed several chains that pay their unit managers less than $50,000 a year, on average.

Those chains or their franchisees, which include Dunkin’ Donuts, Burger King and Noodles & Company, could be required to hike pay for managers for them to qualify as exempt from overtime rules.

On the flip side, companies like Del Frisco’s Restaurant Group Inc. and Ruth’s Hospitality Group Inc. that operate upscale concepts would be less affected because their managers are paid higher wages and would be exempt under the rules.

Washko said that companies could reclassify unit managers as non-exempt and then pay them overtime wages. The problem with that is that unit managers work a lot of overtime.

“Exempt managers work hard, and they work hard for good reason, because of incentives, bonuses and things to make the restaurant more successful.”

“They’re either going to have to bump them up to the new minimum or reclassify them as non-exempt, which may result in overtime,” she said.

The National Retail Federation expects that the new rules will affect 2.2 million retail and restaurant workers, and that 32 percent of those would actually be converted to hourly.

But 21 percent of the affected workers would have their base wages lowered to reflect the number of hours they work, so even though those employees will get overtime, they won’t be paid more.

Washko believes that such a move could impact a restaurant’s morale. “It feels like a demotion,” she said. “You’re having to clock in and out and watch your hours. It could affect morale.”

Another potential concern is that the final rule could say something about the type of work that managers do.

Washko said the final rule could include a “duties test” that would govern how much basic labor managers are doing. The idea, potentially, is that managers must spend most of their time managing and not cooking food or serving customers.

“It’s hard to know anything concrete until we know the final rule,” she said.

Still, in the meantime, operators can prepare for the rules by getting a sense of what managers do, their job descriptions and what they do during a typical day. She also said restaurants should collect data for exempt managers and figure out how many hours they work in a typical week.

This article originally appeared on Nation’s Restaurant News.

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5 Interviewing Tips for Smart Hiring in the Hospitality Business

5 Interviewing Tips for Smart Hiring in the Hospitality Business

by | Mar 9, 2016 | Business Toolkit, Management

The world is saturated with advice for job seekers in the hospitality industry about how to come out of interviews ahead when seeking new employment, and as any manager who has held more than one round of interviews can confess, that shows. However, smooth talk and instant likability during the interview don’t always translate to the workplace. So how can management see past the shine to choose the best possible person for a position? We’ve got the answer…

Here are five tips for smart hiring in the hospitality business:

 

Determine whether or not the candidate has done his or her research

Hiring managers often begin an interview by telling the candidate about the business, both its history and current positioning in the industry. Instead of going traditional, break the mold and ask the candidate to explain what he or she knows about the company.

Candidates who have put in the extra work to learn as much as possible about the company prior to the interview are more likely to go above and beyond when it comes to time to work. Not to mention, it’s a good sign that the candidate is interested in actually working for you and not just finding a job.

Ask interview questions about job-specific tasks

Hospitality is sometimes unpredictable, so it’s essential for employees to show overall good judgement, quick decision-making, and flexibility. However, a large portion of any hospitality job is predictable, which allows you to get a glimpse at how candidates would approach their daily tasks.

Start by asking general questions that touch on part of the position for which the candidate is interviewing. After a few of these, move on to more specific questions having to do with the same topic.

You’re not only testing their ability to handle the job, but also their sincerity by opening up the opportunity for inconsistent answers.

For example, part of a general manager position is firing employees, so start by asking questions about handling conflict in the workplace. Then transition to specific questions about firing responsibilities and handling confrontation.

If a candidate is either unable to answer your questions or inconsistent in their responses, it’s unlikely they’ll thrive in the position.

Test the candidate’s industry knowledge

Even the most experienced interviewers can’t weed out all unqualified candidates solely based on resumes, so count on some slipping through the cracks. Most often, these are enterprising problem solvers desperate for any job at all who have no prior experience in hospitality.

Thankfully eliminating these candidates can be as simple as quickly quizzing each person who sits in the interviewee chair on basic industry knowledge.

For example, nearly anyone will be able to explain what a server does during service, so skip to what’s behind-the-scenes. Ask about the post-service tasks to gain decidedly more insight about the candidate’s true level of industry know-how.Discuss industry trends

 

Discuss industry trends

Another type of candidate to look out for is the person who does have industry experience and is qualified, but who does not want a career therein for the long-term. While it may be more difficult to ascertain this than other factors, it’s an important piece of information. So how to tell?

A candidate who is serious about a successful future in the hospitality industry should be able to speak about current trends and latest news.

Ask which of latest industry innovations he or she is most excited about. But don’t stop there. Also inquire about what trade publications or events the candidate has found to be the most and least helpful in his or her career and which connections have been the most fruitful.

Someone who is unable even to name a trade magazine, for example, probably does not view hospitality as his or her permanent field. Finding this out now will save the company time and money on repeating the hiring and training processes in the future.

Ask Other Staff For Impressions

It is natural that every job candidate do his or her best to make an excellent impression during the actual interview. However, good behavior doesn’t always extend to the waiting room or with other employees not conducting the interview.

Asking other staff members who had a chance to interact with candidates before or after the interview can therefore provide valuable insight. This alternate perspective can reveal what would otherwise remain unknown and lead to more informed hiring decisions.

 

It is never possible to completely eliminate the risk of hiring someone who turns out to be ill-suited in the long-run. But, by following the tips above, every hiring manager can make the most of his or her time with each candidate and increase the likelihood of choosing the best possible person for the job.

 

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