Growth of the Hospitality Industry Covid 19

Growth of the Hospitality Industry Covid 19

Growth of the Hospitality Industry Covid 19

Over the last year, the corona virus has made a massive global impact, with many businesses being shuttered.  Few industries have been as affected as hospitality, nationally and internationally.

However, as it has always done, the hospitality industry is rising to the challenge, and growth is slowly taking place. Professionals in Hospitality are finding new and innovative ways to safely serve guests, protect staff and continue to provide exceptional customer care.

(more…)

Remote Chef Recruitment Interviews

Remote Chef Recruitment Interviews

REMOTE CHEF RECRUITMENT INTERVIEWS

In what is becoming the age of social distancing, interviews for hospitality staff and indeed chefs will become remote in many instances. Of course when our restaurants and kitchens re-open, chefs cannot work in isolation, but many businesses will still take steps to minimize contact during the process of attracting and recruiting personnel. Here are some sample interview questions for remote chef recruitment for screening international chefs on Skype, Zoom or phone. The interview questions are broken down into specific areas of job competence.

Position:

Candidate:

Contact Number:

Date:

QUESTIONS FROM CV:

If anything is unclear on the CV, take time to clarify it now. For example gaps in the CV and reasons for leaving previous jobs especially when service lengths are short.

What is your main reason for wanting to leave your current position?

What is your notice period?

Please give details of your current salary package?

What interests do you have outside of your work?

How much do you know about our business? (this is important to see if job seekers have researched your company)

FINANCIAL/ ADMINISTRATIVE/ PROFITS

How involved have you been with the financial / administrative side of the business?

What food percentages are you used to working with?

What steps would you personally take to ensure the profitability of the kitchen?

Are you computer literate? What packages do you work on?

STANDARDS

What standards within your kitchen are most important to you?

How do you ensure that these standards are met?

CUSTOMER SERVICE

Who is your average customer at present?

How would you describe excellent customer service?

INTERPERSONAL RELATIONS

How do you deal with a person who you have to work with that you do not get on with?

What words would your current / last boss use to describe you?

What is your management style in the kitchen? Give me an example

WORKING UNDER PRESSURE

What is the most pressurised work situation you have been in? How did you handle it?

How would you go about balancing quality with volume in a kitchen?

RESULTS ORIENTATION

What motivates you in your work?

What are your work goals and objectives over the next 5 years and how to you aim to achieve those?

What further training do you feel you require in your work?

RELOCATION FOR INTERNATIONAL CHEF VACANCIES

Have you visited South Africa previously?

What steps would you take to ensure you settled down quickly?

Are you able to fund your own flights to South Africa?

QUESTIONS:

What questions do you have for me at this time?

LEADERSHIP DURING CRISIS – COVID-19

LEADERSHIP DURING CRISIS – COVID-19

LEADERSHIP DURING CRISIS – COVID-19

How workplace managers deal with their teams during the COVID-19 pandemic will make all the difference to both the motivation levels and productivity of the team.

In these uncertain times and the global health crisis, even experienced managers who are used to dealing with a level of unknowns in the workplace will be tested. During times of crisis and stress, employees look to their leaders for reassurances and guidance. So how do you as a manager steer your team through these troubled waters?

Communicate, Communicate

In times of crisis, communication is what keeps a team a coherent unit. Where teams have been broken up due to work-from-home requirements, it becomes important to hold regular meetings on Skype or Zoom for your group. For some employees, work-from-home will be quite blissful, however, managers need to be cognisant of the fact that not all people enjoy a happy home life. Some staff may be feeling trapped in unideal home situations, such as an unhappy marriage or screaming kids leaving them unable to concentrate. Others who live alone, may be feeling very detached, isolated and lonely. It is important to check in with individual team members in addition to the group to gain a clearer understanding of the new dynamics of your team.

Remaining Calm

As difficult as it may be, leaders need to remain calm during times of crisis. We can look to our president Cyril Ramaphosa and the way he is dealing with what must be the most stressful time of pretty much any presidency in a fledgling democracy. He is composed, stoic, consistent and very direct with his communication. A panicked leader creates a panicked team that becomes stuck in analysis paralysis. As a manager, stay positive, be consistent and try to keep your team focused on current projects wherever possible.

Openness and Honesty

Whilst this might seem obvious, it is also a natural human reaction within a crisis to withdraw and not deal with the realities. As a leader in a work situation, transparency is essential. With a lack of information, the rumour mill can rapidly run riot within an organization which is counterproductive for all. Be open to your team asking your questions and sharing their concerns. If you are unable to answer their questions, it is fine to say that you do not have the information at this time, or are not authorized to share certain details, however when final decisions have been made they will be the first to know. Maintaining trust with your team now, means greater loyalty when the crisis is over.

Staying Organized

If you’re leading a team through a crisis, chances are you are juggling a lot of balls and have a great deal on your plate. But it is essential that you do everything you can to stay productive and organized during this time to demonstrate to your team that things are under control. Anything less demonstrates to the team that things are not functional as normal which will translate into lowered productivity. Especially teams that are transitioning to a work-from-home scenario, they will be working for the first time without the structure of an office environment including office hours which can be quite destabilizing. If you are a macro style manager, adapting a more micromanagement style for a short time may actually be required until such time as the dust has settled and some kind of structure and rhythm have been restored. This may mean that you need to plan each day for yourself and your team, set daily goals, and check up regularly on the status of all of your projects.

Focusing on What you can Control

There are going to be aspects of any crisis that you can’t control. Remember that only you can control your reaction to a situation. Constantly worrying about the uncontrollable lowers productivity levels, morale, and overall success. No matter what happens during this time, it’s important to remember that this too shall pass. How you lead your team is not only a reflection of you but also your company. See this time as an opportunity to better your leadership by really helping others.

Be positive, be strong, and do well.

SOCIAL MEDIA RECRUITMENT

SOCIAL MEDIA RECRUITMENT

SOCIAL MEDIA RECRUITMENT

So, if you are wondering if potential hospitality recruiters are checking your social media prior to interviews and indeed employment offers, the simple answer is yes, definitely! In fact a recent study found that in fact a whopping 93% of all hospitality employers check candidates social media at some point during the hospitality recruitment process. In the midst of COVID-19 as well as post the pandemic it is sensible to assume that this number will increase. As in many cases, the recruitment process will go remote, employers will feel an even greater need to get a more rounded view of potential candidates.

While LinkedIn is a professional social media site where people post about their careers, other social media sites such as Facebook, Twitter and Instagram paint a completely different story.

So what are the top things that employers do look for and what are the things that will put them off?

What hospitality recruiters are looking for:

Culture Fit

Employers are looking at your social profiles to see if you would be a good fit for their corporate culture. What you say in an interview to describe yourself and what you are posting on your media pages may paint completely different pictures. Do you appear to be outgoing and sociable, do you have good contacts in your profession, is your profile picture appropriate, what are your hobbies and interests? All of these things will give employers a more insightful glimpse of your personality.

Qualifications and Competencies

If for example you say that you have good communication skills, does your social media confirm this? What do your posts say about you? Are you articulate? Does your writing have constant spelling mistakes? You may have said to the interviewer that you have excellent personal relationships, but are you arguing and being belligerent with people on Facebook.

Creativity and Intelligence

For vacancies which may require candidates to be creative and out-the-box thinkers, employers are looking to your social platforms to look at the originality of your postings. Are you witty and innovative in your interactions? Are you intelligent and interested in relevant topics? What are you tweeting actually tweeting about?

Employers do NOT want to see:

Anything explicit or of a sexual nature…. Ever
Photos of you consuming alcohol or passing out. While partying in itself is irrelevant, the fact that you are posting in publicly and perhaps bragging about it will leave a big question mark in an employer’s mind as to if they would want you associated with their brand.
Bad grammar and spelling
The use of profane language
Violent or aggressive content
In short, be sensible and balanced in your postings on social media.. that is ultimately what employers are wanting to see. Ask your hospitality recruitment agency in South Africa for further tips on your hospitality job interview

Read further tips Hotel Manager Job Interviews

Virtual Interviews – Job Seeker Tips

Virtual Interviews – Job Seeker Tips

VIRTUAL INTERVIEWS TIPS FOR JOB SEEKERS

Okay, so the world isn’t quite our oyster under the current global health crisis. However, when lockdown is finally lifted in whatever form that may be, we are all just going to have to “get on with it” in a new normal world. Virtual interviews are becoming increasing popular especially if you are seeking hospitality job opportunities abroad, the most convenient way to interview is via SKYPE o Zoom on the internet.

Fewer international recruiters will travel to South Africa to conduct face-to-face interviews, so your virtual interview may be your only opportunity to sell yourself and your skills set to prospective employers. It is important to prepare for your interview with an international recruiter. Here are few tips you might find useful to make sure your potential employer will be impressed.

Check your internet connection

It is very important that the audio and video on Skype or Zoom will be working when your potential employer calls you. All checks should be done prior to the interview. Sign in earlier and have a chat with your hospitality recruitment agency or a friend to make sure that they can see and hear you clearly.

Look and Dress like you mean it

Dress code during the virtual interview is as important as a traditional interview, so ensure that you make the effort to dress and look the part. Take the same level of care with your personal appearance as you would in attending a face-to-face interview, especially when applying for front of house positions in hospitality and restaurants. Avoid wearing bright distracting colours.

Be aware of what is around you

The camera is not only showing your face but also everything else that is in your interviewing room. Make sure that it looks neat and tidy and that no external noise is disturbing your conversation. Interviewing in a location where a lot of people are distracting you, such as an internet café is not a great idea but sometimes cannot be avoided. Do all you can to find a quiet place with good light. You can control your surroundings and you have time to prepare the location, so make the most of it.

Practice makes perfect

If you are not a Skype expert, practice with your recruitment agent or friends. Make sure you are looking into the camera on your device and are not distracted. Smile and sit up straight to make a positive impression. Body language in virtual interviews is paramount! Speak clearly and with confidence.

Pick the right device

Make sure you are sitting down and your device is still. The best is to have the interview done through a laptop or a tablet which will enable you to sit comfortably and make notes when required. Keep a paper and pen handy!

Also see Remote Chef Interview Questions

HOW TO CONTROL INTERNAL THEFT

HOW TO CONTROL INTERNAL THEFT

HOW TO CONTROL INTERNAL THEFT

Contrary to common belief that restaurant customers steal anything loose, in-depth research indicates employee theft surpasses everything consumers remove “inadvertently”.

Though each loss due to employee theft may be small, cumulatively it costs much more than financial damage incurred by guests.

Surprisingly, many owners and/or managers fail to take appropriate preventive measures. Some experts claim restaurants “inventory shrinkage” (a euphemistic term for theft) costs the industry billions of dollars annually.

White-collar employees can be as bad, and often worse than blue collar or service staff. Managers often discover restaurant property is removed and sold in the open market, or simply consumed on premises. In a few rare cases employees may even entertain unauthorized friends and relatives at their employer’s expense, and the list can be expanded to many more fraudulent practices.
Some purchasing directors and chefs may receive kickbacks from suppliers in form of weekly groceries delivered at home.
Some employees abuse their privileges by punching in for a fellow worker, or punch out for someone who left earlier during the day.
A security employee at the employee entrance can prevent such practice, but costs associated with this may exceed the benefits. It is best to have employees sign in and out at the department head’s logbook.

The higher the rank of an employee the more are the possibilities for dishonesty. Often owners/managers trust middle managers, implicitly failing to install checks and balances within the accounting, and/or other crucial departments.
Minimum-wage employees steal food, detergents, even toilet tissue, just to name a few items. All managers/owners must remember that anything in a restaurant, except major cooking equipment, can be used at home, and most happen to be everyday items in constant use.
A good inventory system can prevent food theft. Handling cash and accounts payable requires stringent controls. A few trusted employees along with controls of the accountant and/or manager must handle cash. All restaurant employees should be bonded and checked for criminal records before being hired.

Purchasing is a difficult department to control, but there are several ways to accomplish the task. Suppliers can be called anonymously for quotes, and prices compared to those paid. Daily newspapers publish produce-reports that can provide sufficient clues to initiate more detailed scrutiny of the purchasing agent.

Receiving requires very stringent controls since price and quality must be verified at the receiving dock. Once the invoice is signed and the title of the merchandise changes, legally any claim can be ignored by the supplier.
Receiving employees incapable of identifying quality and quantity can inflict more damage than some dishonest staffers.
Then of course you must watch for receiving clerks colluding with truck drivers. This is a venue often used, but practically never investigated by management. In many restaurants food inventories are taken monthly, and other equipment once or twice annually. Of late, large restaurant operations stopped taking monthly inventories and treat all purchases received as expense. This is wrong and may cost untold sums, although it may save a few thousand-payroll dollars. Taking inventories of all items from linen, -to paper supplies, to plumbing, spare parts, and detergents, will pay handsome dividends if results are properly evaluated.

Long distance and now e-mail “employer time” fraud can cost millions. How many hours of your time does one of your employees use on the computer checking his/her stock performance, or playing video games?
Accounts payable and receivable staffers must be very well controlled. Systems must be in place so as to avoid fraud.
Computer programmers must also be controlled. Imagine a program diverting from every deposited cheque one tenth of 1%. The bank may never alert you and the accounting authorities may cover up for the culprit.
Most importantly, check your servers and bartenders. Are they claiming many guest complaints about food quality, and cancelling entire tabs? Ask the chef to find out whether food quality has suffered lately, or better yet, spend time on the floor during lunch and/or dinner to verify the efficacy of your operations. Are your bartenders bringing in their own booze and selling it to their regulars at your expense?
Find out for yourself and see where your profits go.