7 Things to Negotiate Other Than Your Salary

So you nailed the interview, and now you have an unread email in your inbox titled job offer. You’ve been thinking about the salary and are wondering, “Do I want to negotiate a higher salary?”

Did you know there are other things you can negotiate (besides salary)?

Learning how to negotiate builds confidence, shows your new employer what you value, and helps you move up the corporate ladder. You’ve worked hard to get where you are, so don’t let potential benefits and hidden perks slip through your fingertips!

In this blog post, we will show you other benefits you can negotiate for besides your salary. So if you want to find out, keep reading.

7 things to negotiate

Paid annual leave

Rather than negotiating for a higher salary, you can request an extra week or two for that holiday you’ve been dreaming about. Although it doesn’t directly increase your take-home pay, having the additional annual leave gives you extra time to unwind and unplug from work. 

Working hours

One suggested strategy is to say to your future employer that you plan to be in the office full-time for the first few months to familiarize yourself with the business, before moving to a flexible hours situation.

Working from home

Working from home is really popular, but remember, it is not an entitlement. Make sure you negotiate Working From Home days appropriately, framing it in terms of the benefit to the business.

Professional development opportunities

If you’re interested in professional development, it can be worth asking if your company would be willing to offer a stipend or reimbursement for training, certification, membership dues, or industry conferences. Professional development is important for one’s own career goals. Not only can you benefit by upskilling, but these development opportunities can also benefit the company you are working with. 

Parental leave

It’s worth asking about paid maternity or paternity leave policies and seeing what could benefit you in the future. Also good to ask if the organization has any support with childcare.

Gym memberships, standing desk, or other health and wellness benefits

You can negotiate for new and upgraded amenities that help improve employee wellbeing, plus you can make a case that this could also extend as a benefit to the rest of the staff. Other ideas include office yoga or lunchtime personal training, healthy breakfasts, snacks, or meditation facilities.

Work phone or laptop

You might need technology to get the job done. Think about what devices or technologies (programs) will help you be more productive.

Having to work in a non-toxic, considerate work environment where you have access to all the perks that could make your hospitality career grow is a dream come true. When next you get a job offer or need to speak up in your current workplace, do not hesitate to negotiate confidently.

Understanding Employee Turnover: Key Reasons Why Talented Individuals Resign

Employee turnover is an inevitable aspect of the workforce, but understanding the underlying reasons behind employee resignations is crucial for organizations aiming to retain their top talent.

In the hospitality industry, where the role of a hotel manager, hiring manager, and human resources (HR) professional is pivotal, addressing the root causes of employee turnover is essential for maintaining a skilled and engaged team. In this article, we will explore four to five common reasons why employees resign and offer insights on how organizations can mitigate these challenges.

  1. Lack of Career Development Opportunities: Talented individuals are driven by a desire for professional growth and development. When employees perceive a lack of opportunities to enhance their skills or advance in their careers, they may begin to feel stagnant and unfulfilled. To address this issue, hotel managers and HR professionals can implement robust training programs, mentorship initiatives, and clear career progression paths. Providing employees with a roadmap for advancement within the organization fosters loyalty and commitment.
  2. Inadequate Work-Life Balance: In the demanding hospitality industry, maintaining a healthy work-life balance can be challenging. Employees who consistently feel overworked and stressed are more likely to consider resigning. Hotel managers and HR professionals should prioritize creating a supportive work environment that encourages a balance between professional and personal life. Implementing flexible scheduling, promoting time-off policies, and fostering a culture that values employee well-being are essential steps to prevent burnout and retain valuable team members.
  3. Ineffective Communication: Poor communication within an organization can lead to misunderstandings, frustration, and ultimately, employee dissatisfaction. Hiring managers and HR professionals must establish transparent communication channels to ensure that employees are informed about company updates, policies, and expectations. Regular feedback sessions, open-door policies, and accessible communication platforms can contribute to a positive and transparent work environment, reducing the likelihood of employees feeling disconnected and ultimately deciding to resign.
  4. Lack of Recognition and Appreciation: Employees thrive on acknowledgment and appreciation for their contributions. When organizations fail to recognize and celebrate the achievements of their team members, employees may start to feel undervalued. Hotel managers, in collaboration with HR, can implement employee recognition programs, such as awards or regular appreciation events, to highlight and reward outstanding performance. Acknowledging and valuing employees not only boosts morale but also fosters a sense of loyalty and commitment.
  5. Unsatisfactory Compensation and Benefits: Compensation is a significant factor influencing employee satisfaction and retention. If employees feel that their compensation and benefits are not competitive or do not align with industry standards, they may explore opportunities elsewhere. Hotel managers, hiring managers, and HR professionals should regularly review and adjust compensation packages to remain competitive in the market. Additionally, offering attractive benefits, such as health insurance, retirement plans, and employee perks, can contribute to overall job satisfaction and retention.

Addressing the reasons behind employee resignations requires a collaborative effort from hotel managers, hiring managers, and HR professionals.

By proactively addressing issues related to career development, work-life balance, communication, recognition, and compensation, organizations in the hospitality industry can create an environment where employees feel valued, engaged, and motivated to contribute their best.

Ultimately, investing in employee retention strategies is not only cost-effective but also vital for maintaining a high-performing and dedicated workforce.

How Should You Handle a Low-ball Offer?

Securing a job in the competitive hospitality industry can be both exciting and challenging. However, what do you do when you receive a job offer that falls below your expectations? Handling a low-ball offer requires finesse and strategic thinking.

  1. Understand Your Worth: Before reacting to a low-ball offer, take the time to understand your market value. Research industry standards, average salaries, and benefits for your role, considering factors such as experience, location, and the specific demands of the job. This information will empower you to make a compelling case for fair compensation.
  2. Express Gratitude and Enthusiasm: Even if the initial offer is not what you anticipated, express gratitude for the opportunity and enthusiasm for the position. Maintain a positive tone in your response, emphasizing your excitement about contributing to the success of the team. This sets the stage for a constructive negotiation process.
  3. Seek Clarification: Politely seek clarification on the components of the offer. Understand the benefits, perks, and any potential performance bonuses. Sometimes, employers may offer lower base salaries but compensate with additional perks or benefits. Knowing the full picture will help you make informed decisions during negotiations.
  4. Articulate Your Value: Compose a thoughtful response highlighting your skills, experience, and achievements that make you an invaluable asset to the team. Emphasize how your contributions align with the organization’s goals and values. Showcase specific examples of your past successes to reinforce your value proposition.
  5. Counteroffer Professionally: When crafting a counteroffer, be professional and concise. Clearly state the salary range and benefits you find reasonable, supported by your research. Use a collaborative tone, expressing your eagerness to find a mutually beneficial agreement. This approach encourages open communication and demonstrates your commitment to the organization.
  6. Be Prepared to Compromise: While negotiating, be open to compromise. Understand that employers may have budget constraints, but seek ways to achieve a balance that satisfies both parties. This may involve negotiating other aspects of the offer, such as additional vacation days, flexible work arrangements, or professional development opportunities.
  7. Know When to Walk Away: If the employer remains unwilling to meet your expectations and the gap is too significant, consider whether the position aligns with your career goals and financial needs. Sometimes, it’s necessary to walk away and explore other opportunities that better suit your requirements.

Handling a low-ball offer in the hospitality industry requires a delicate balance of assertiveness, professionalism, and strategic thinking. By understanding your worth, expressing gratitude, and negotiating with a collaborative spirit, you can increase the likelihood of securing a fair compensation package that reflects your skills and contributions to the organization. Remember, effective communication is key to building a successful and mutually beneficial working relationship.

The Bartender: Hotel Bars vs Restaurant Bars

Remember Sam Malone, the consummate bartender who owned TV’s most famous pub, Cheers, “where everybody knows your name”? His patrons were treated like family, and he created an environment where locals made his bar their “local”.

A successful bartender is no mere mixer of drinks or inventor of the next big cocktail. Whether in a hotel bar, restaurant (chain or independent), or pub/tavern, the bartender is an important focus of food service operations.

“It’s very one-on-one,” says Bill Leger, who runs the Frigate & Firkin, part of the North American Firkin Group chain, and who started in the hospitality industry when he was 13 and became a bartender at 21. “You have to put on your game face as soon as you get to work. All the customers at your bar don’t care about your day. You have to be happy and cheerful, make them feel welcome and at ease, so they become regulars.”

Bartenders have the following key responsibilities:

  • Provide customer service
  • Prepare beverages using a proper bartending technique
  • Prepare common drinks, may also prepare drinks suggested by the patron
  • Practice responsible alcohol service
  • Clean and maintain the bar area and wash glassware
  • Maintain/control inventory of bar stock and supplies

Whether working in a restaurant or hotel, bartenders dispense drinks directly from their bars but also supply the serving staff with orders for individual tables. Bartenders receive tips directly from drinkers at the bar and share gratuities (the arrangement differs according to the establishment) with servers (and sometimes other staff).

What it takes to be a bartender

You can learn the basics of bartending – mixing drinks, the ins and outs of local legislation, setting up and maintaining a bar, and being part of a restaurant or hotel team – through courses offered at bartending schools and hospitality institutions. But, as chef consultant Gary E. Miller points out, these are the technicalities. More importantly, good bartenders must possess a special personality.

“A bartender with any experience believes he or she can invent drinks,” says Miller. “To a degree, they’re creative and there’s a flair to their job. It’s not just knowing how to mix a drink, but a good bartender has to have the moves — ballet behind a bar. They need to be able to mix the drinks while also carrying on a conversation with customers, and that part is imperative. I’ve been to bars where the bartender is good at mixing drinks and is good-looking but doesn’t know how to engage with the customers. Quite often customers are sitting at the bar and they’re alone. They want some interaction.”

Restaurant and hotel bars – the differences

“My assumption going into a hotel bar is that it is more professional, stricter, more outfitted, and has more international knowledge as well as local information than a private bar in a restaurant or pub,” says Michelle Hunt, a partner in The Martini Club International, professional mixologists, and caterers. “A hotel bar is a much more form an experience.”

She notes other differences: in a hotel bar, often someone sets up your bar for you, while in a restaurant, you are responsible for your bar area. Most private bars open only in the evening; hotel bars open as early as 11 a.m.

Hotel bars require a dress code, as do many restaurant chains, but dress code in many bars, especially in independent restaurants, can be “anything goes.” A very important difference is that a restaurant bartender bears much more responsibility for the sobriety of the patrons than a hotel bartender, many of whose customers are simply returning to their rooms after a few drinks during business trips.

Adds Bill Leger of the Frigate & Firkin, “A hotel bar is very different. In my experience (working at both restaurant and hotel bars), it’s important to have restaurants and bars in a hotel to get your rating as a hotel vs. a motel. Without these or banquet rooms, you’re not really a hotel. The restaurant is very important, but it’s not the main concern. A lot of money is made through the hotel, but 80+% or more is made through the rooms.”

In a restaurant, staff, including the bartender, are expected to upsell both food and drinks. The hotel experience is more relaxed, and the staff is less focused on the “upsell.”

How to decide which is for you

While bartending tends to be a young person’s career, age is not as much a factor in hotel bartending because hotel bartenders tend to be less involved in running the bar. But bartending for both restaurants and hotels can be a rigorous job requiring lifting and reaching the bottles behind the bar.

A key factor to help you decide where you’d like to bartend is whether you enjoy the idea of developing a long-term, first-name relationship with the clientele. While some regulars do patronize hotel bars, the majority of guests are just passing through, so you don’t get that “Cheers” experience, where “everybody knows your name.”

Nail Each Phase Of A Job Interview

The hospitality industry is known for its dynamic and customer-centric nature, making the interview process for hospitality professionals unique and demanding. To excel in this competitive field, it’s crucial to approach each phase of the interview process with diligence and preparation.

In this article, we will guide you through the key strategies to succeed in each phase: before the interview, on interview day, and after the interview.

Phase One: Before the Interview

  1. Research the Company:
    • Understand the company’s values, mission, and culture.
    • Familiarize yourself with the specific role and responsibilities you are applying for.
    • Identify recent news or achievements related to the company.
  2. Polish Your Resume:
  3. Prepare for Common Questions:
    • Anticipate questions related to customer service, teamwork, and problem-solving.
    • Practice your responses to behavioral questions with specific examples from your experience.
    • Showcase your ability to handle high-pressure situations.
  4. Dress Appropriately:
    • Choose professional attire that aligns with the company’s dress code.
    • Ensure your appearance reflects the industry’s standards of cleanliness and grooming.

Phase Two: Interview Day

  1. Arrive Early:
    • Plan your route and aim to arrive at least 15-20 minutes early.
    • Use this time to observe the environment and gather your thoughts.
  2. Demonstrate Strong Communication Skills:
    • Maintain eye contact and speak clearly.
    • Showcase your ability to communicate effectively with both customers and team members.
    • Listen actively to the interviewer’s questions and respond thoughtfully.
  3. Showcase Customer Service Skills:
    • Emphasize your commitment to providing exceptional customer service.
    • Share stories that highlight your ability to handle challenging situations with grace and professionalism.
  4. Be Ready for Scenario-Based Questions:
    • Prepare for situational questions that assess your problem-solving skills.
    • Provide detailed responses that showcase your ability to think on your feet.

Phase Three: After the Interview

  • Send a Thank-You Email:
    • Express gratitude for the opportunity to interview.
    • Reiterate your interest in the position and the company.
    • Mention specific points from the interview that reinforced your enthusiasm.
  • Reflect on the Interview:
    • Evaluate your performance and identify areas for improvement.
    • Consider any new information you learned about the company or role during the interview.
    • Use this reflection to refine your approach for future interviews.
  • Follow Up Appropriately:
    • Respect the timeline provided by the interviewer for a decision.
    • If no decision is communicated within the given timeframe, send a polite follow-up email expressing your continued interest.

Success in the hospitality industry requires a combination of skills, enthusiasm, and a customer-centric mindset. By meticulously preparing for each phase of the interview process, hospitality professionals can set themselves apart and demonstrate their suitability for the role. Remember, every interaction is an opportunity to showcase your passion for delivering exceptional experiences, both for customers and potential employers.

Resume Keywords: What You Need to Know

Keywords are words or phrases that describe the specific skills and attributes the hiring manager is seeking in a job posting. Because hiring managers often receive hundreds of resumes, they scan for particular words/phrases that indicate you have the specific skills and experience they want.

Many companies employ an Applicant Tracking System (ATS) that uses a computer to scan for those keywords and rejects resumes that don’t mention them… so the hiring manager may never even see your resume.

Also, the location and frequency of the keywords in your resume matter. Typically, the better you match your resume to the job description, the higher you’ll rank in the ATS.

Using keywords effectively means you’re more likely to get in front of a human being for an interview; helps you focus on what’s most important to the hiring manager for this position; and shows that you’re savvy about conveying your specific skills and qualifications.

Finding the Right Keywords: 

  • Take a good look at the job posting for the skills and experience they want – employers lay out the criteria for a strong candidate.
  • Look at other companies’ postings for similar jobs and see what keywords they’re using – pick out the top keywords and phrases used and see which are the most commonly used.
  • Check the “About Us” page on the company website to see how they describe themselves – see how the company reflects their brand and values and use those keywords to show you’re a good fit.
  • Take a look at postings one level above the job you’re looking for at this time – discover any common skills you already possess that are listed and add those to your application to set yourself apart.

How to Use Those Keywords:

  • Use a variety of words that mean the same thing – find synonyms and acronyms for keywords to account for a range of words the company might be scanning for.
  • There may be location-based keywords – this job may be in a specific city or region, so be sure to mention your city and state on your resume. 
  • Hard skills should be listed based on the job posting – soft skills (people skills) are better identified in an interview, but hard skills should match what you’re bringing to this job. ATS filters can be programmed to prioritize hard skills.
  • Make sure not to overuse or underuse the keywords throughout your cover letter and resume – stuffing your resume full of keywords will hurt you more than help. Use them only when it makes sense and doesn’t read as forced.
  • Be specific by using keywords that are as closely related to the specific job as possible – the more specific you are, the better the match.

Keyword Examples

These are keywords to use for our top 3 most popular job titles on the Hcareers website!

Front Desk Agent

– Communication
– Interpersonal skills
– Adaptability
– Empathy
– Problem-solving
– Attention to detail
– Patience
– Teamwork
– Time management
– Flexibility
– Conflict resolution
– Positive attitude
– Customer focus

General Manager

– Leadership
– Strategic planning
– Communication
– Relationship building
– Decision-making
– Problem-solving
– Adaptability
– Financial acumen
– Conflict resolution
– Innovation
– Emotional intelligence
– Team collaboration
– Customer focus

Housekeeper

– Attention to detail
– Time management
– Dependability
– Adaptability
– Teamwork
– Communication
– Initiative
– Organization
– Physical stamina
– Problem-solving
– Discretion
– Positive attitude
– Customer focus



Top 10 Worst Job Interview Habits to Drop Now

Congratulations! You got the interview. It can be nerve-wracking, but it brings you one step closer to getting the job. So, how can you make the most of this opportunity? Start by taking a hard look at some bad personal habits you have that you might not even be aware of. They may be working against you and keeping you from being the candidate they choose.

Here are 10 “Bad Habits” you want to drop right now:

1. Ignoring the Staff

Be aware that everyone you meet on the property, even before the interview begins, is important. Make sure you are pleasant and respectful to the security guard, the receptionist, other candidates, and anyone else you come into contact with before the interview starts. You might be surprised to find that the hiring manager may ask them what they thought about you.

2. Fidgeting, Nervous Behavior 

You may not even know that you tend to twirl your hair, tap your fingers or jiggle your knee when you’re nervous. These behaviors can be very distracting and demonstrate that you’re not comfortable interacting with people you don’t know. In the hospitality industry, you need to be calm, and approachable, and enjoy meeting guests from all over the world.

3. Lying

This is an obvious deal-breaker in any interview. Don’t ever embellish, lie or fabricate a skill or experience. If you make a false statement and are asked to explain further, you may slip up and will come across as dishonest. Tell the truth.

4. Bad Body Language  

Sit up and pay attention. Pay attention when you’re slouching, hunching over, not making eye contact, or being stiff. You don’t want to appear lazy or inattentive and that’s exactly what this body language is saying to the hiring manager. You’re showing him/her that you are disinterested. Try not to cross your arms either, this gives off the impression that you are closed off to the interaction.

5. Interrupting

Even though you’re excited, stop trying to finish the interviewer’s sentences or inserting your own story before they can even finish what they’re saying. It’s rude and frustrating to the person speaking, and a definite no-no in the customer service business. Guests want to know that you’re actively listening and managers want to know that you can listen long enough to follow directions. Take a breath and stop thinking of what you want to say next. Just listen and respond when it’s your turn to speak.

6. Being Overly Familiar 

While you want to come across as confident and relaxed, the interviewer is not your friend. If you’ve done your research, you may have become familiar with their social media profile and been impressed with what you see. Do not try to joke with them or bring up topics that aren’t relevant to this position. Of course, you also don’t want to use any foul language, too many buzzwords, or act “cute” when asked a question. Keep it professional at all times.

7. Not Dressing Appropriately  

You want to make a great first impression. So, be sure you’re dressed for the job you want by looking neat and clean, wearing appropriate shoes, and ensuring your hair is groomed and you’re attired based on the overall “tone” of the hotel or restaurant you’re entering. It also goes without saying that you don’t “touch up” your hair or make-up in public – head into the restroom to complete any final touches before the interview.

8. Being Negative  

No one likes being around someone who complains all the time and has nothing nice to say… especially if you’re bad-mouthing your current/former boss and colleagues. In customer service, you want to project the image of someone who enjoys their job, loves working with people, and is happy to help.  Smile, be friendly, and show some enthusiasm.

9. Not Being Prepared 

It is job #1 for you to have done your homework and know about the company, the job, and the duties required. If you are showing up without any prep, it looks as though you’re not interested in this particular job or company. Take the time to review the company’s website, check out the LinkedIn Profile of your interviewer, and know the facts about this job. Prepare some insightful questions ahead of time to demonstrate that you’ve thought about the position and are interested in knowing more.

10. Smoking or Drinking  

Never smoke or drink before your interview. While you may think that will help calm your nerves, the interviewer will smell it on you. Alcohol may dull your responses and you run the risk of not presenting yourself as a sharp, intelligent candidate.

5 Bad Habits Interviewers Need to Break

First impressions are crucial and the role interviewers play in that is crucial. Job seekers are getting more and more comfortable with interviewing the interviewers, and focusing on finding a position and company that will help them grow and develop in their career.

As much as job seekers need to break certain habits that they have for interviewing, interviewers also need to make sure to break themselves of habits they have picked up.

If you have any of these habits, consider the effect they can have on a potential candidate.

1. Lack of Preparation

One of the cardinal sins of interviewing is arriving unprepared. Interviewers should thoroughly review resumes, cover letters, and any other relevant documents beforehand.

Review the job description itself as well so that you can answer any questions the candidate will have about the role itself.

2. Poor Communication Skills

Effective communication is the cornerstone of successful interviews. Interviewers who fail to articulate questions clearly or actively listen to candidates may miss vital information.

Clear communication fosters a positive candidate experience and ensures that both parties understand each other, setting the stage for a successful working relationship.

3. Overlooking Cultural Fit

While skills and qualifications are essential, overlooking cultural fit can be detrimental to team dynamics. Interviewers should gauge not only a candidate’s technical abilities but also their compatibility with the company culture. Some questions you can ask to figure out their culture fit includes:

  • Can you describe a work environment or team that you thrived in and enjoyed working with?
  • How do you handle stressful situations or high-pressure scenarios in a team setting?
  • Can you share an example of when you went above and beyond to provide excellent customer service?
  • How do you adapt to changes in policies or procedures within a workplace?
  • What values are important to you in a workplace and how do you ensure your actions align?
  • Can you share an experience where you contributed to creating a positive work atmosphere or team culture?
  • What do you know about our company culture, and how do you see yourself contributing to it?

Ignoring this aspect can lead to high turnover rates and a disjointed work environment.

4. Relying Too Heavily on First Impressions

It’s natural to form an initial impression, but relying solely on them can be a mistake. Remember to give the candidate some grace, especially on a first-round interview. They may be nervous, or overly excited about the opportunity.

Remain open-minded and evaluate candidates not only based on the first impression, but also on their skills, experience, and potential.

5. Dominating the Conversation

An interviewer’s role is to assess the candidate and to do so, you have to give them the room to tell you about themselves and their experiences.

Make sure not to interrupt or cut them off when they are talking, and listen to truly understand what they are saying to you rather than listening to simply respond.

If a candidate feels like their voice can’t be heard during an interview, they’ll likely think working at the company will be the same experience.

6. Neglecting to Sell the Company

Interviews are a two-way street. While evaluating candidates, interviewers should also take the opportunity to sell the company. Highlight the organization’s strengths, values, and growth opportunities.

Share your own experience at the company. What made you join it? Why are you still working there? What have been some of your favorite projects or moments while working there?

A well-rounded interview should leave candidates eager to be a part of the team.

7. Ignoring Diversity and Inclusion

Diversity and inclusion are vital components of a thriving workplace. Interviewers should be attuned to their biases and strive for an inclusive hiring process.

Failing to consider diverse candidates can result in a homogeneous team that lacks the innovation and creativity that diversity brings.

By recognizing and rectifying these common bad habits, hospitality employers can elevate their interviewing processes. A thoughtful and inclusive approach to interviews not only attracts top talent but also contributes to a positive and thriving work environment in the hospitality industry.

Strategies to Secure a Hospitality Job When You’re Underqualified

Embarking on a job search can be a daunting task, especially when you feel you may be underqualified for positions that are available or that you are interested in. 

In the dynamic and competitive field of hospitality, where experience often takes center stage, it’s crucial to adopt strategic approaches to stand out and secure that dream job. 

Emphasize Your Transferable Skills:

  • Identify Relevant Skills: Take a close look at the skills you possess and identify those that are transferable to the position. Communication, adaptability, teamwork, and problem-solving are universally valued skills that can make a significant impact and are transferable across many departments, levels, and roles.
  • Highlight Achievements: Showcase specific achievements from your previous experiences that demonstrate your ability to excel in hospitality. Some great types of achievements to highlight are guest reviews specific for you, results with data attached to them, for example, you increased reservations by XX%, or programs/employee resource groups you created. 

Customize Your Application Materials:

  • Tailor Your Resume: Customize your resume for each application by aligning your skills and experiences with the specific job requirements. Use language from the job description to demonstrate your understanding of the position and how your background is a fit.
  • Craft a Compelling Cover Letter: Write a persuasive cover letter that goes beyond summarizing your resume. Use this opportunity to convey your passion for the hospitality industry, your eagerness to learn, and your commitment to contributing to the success of the organization.

Leverage Networking Opportunities:

  • Attend Industry Events: Actively participate in hospitality industry events, job fairs, and networking functions. Building connections with professionals in the field can provide valuable insights, advice, and potential job leads.
  • Engage on Social Media: Utilize social media platforms to connect with industry professionals, join relevant groups, and participate in discussions. Online networking can broaden your reach and expose you to hidden job opportunities.

Demonstrate a Willingness to Learn

  • Highlight Ongoing Education: Showcase any relevant coursework, certifications, or workshops you’ve completed. This signals to employers that you are committed to continuous learning and staying updated on industry trends.
  • Express Enthusiasm in Interviews: During interviews, express your passion for the industry and your eagerness to learn and grow within the role. Communicate a genuine interest in the company and how you see the position as an opportunity for mutual growth.

Seek Feedback and Iterate

  • Request Feedback: If you face initial rejections, don’t hesitate to request feedback from recruiters or hiring managers. Although they may not answer, if they do, you’ll get some useful information. You can also ask a trusted friend or mentor to look over your resume or help you practice your interview skills, and have them give you feedback.
  • Iterate and Improve: Apply the feedback received to enhance your application strategy. Continuous improvement is key, and showcasing your ability to adapt and grow is an attractive quality to employers.

Securing a hospitality job when you feel underqualified demands a proactive and strategic mindset. By emphasizing transferable skills, customizing your application materials, leveraging networking opportunities, demonstrating a willingness to learn, and seeking feedback, you can enhance your chances of standing out in a competitive job market. 

Remember, it’s not just about what you lack on paper but what you bring in terms of potential, enthusiasm, and a commitment to contribute to the vibrant world of hospitality. 

With persistence and a thoughtful approach, you can turn the challenge of being underqualified into an opportunity for growth and success in your career.

Personality, Skills, or Experience: What Matters Most

In the competitive realm of the hospitality industry, job seekers often find themselves trying to figure out what employers value most—personality, skills, or experience. We’re going to shed some light here! 

The Dynamics of Personality

In hospitality customer service is paramount, and personality can play a pivotal role in determining a candidate’s suitability for a position. 

A warm and engaging personality can create positive guest experiences, making it an invaluable asset for roles like front desk agents, bartenders, and servers. Recruiters may look for qualities such as:

  • Empathy 
  • Communication 
  • Being level-headed

Example: A boutique hotel seeking a front desk agent might prioritize a candidate with a friendly and approachable demeanor over someone with more extensive experience but lacking in interpersonal skills.

The Importance of Skills

While personality is undoubtedly crucial, the specific skills a candidate brings to the table are equally significant. 

In the hospitality industry, where roles vary widely, possessing a relevant skill set can be a key differentiator. For instance, culinary skills are vital for chefs and kitchen staff, while event planning expertise may be a top priority for those in managerial roles within the hospitality sector.

Example: A luxury resort looking to hire a head chef might prioritize candidates with a proven track record of culinary excellence and creativity, valuing skills over a charming personality or extensive experience.

Weighing the Impact of Experience

Experience often serves as a reliable indicator of a candidate’s ability to navigate the complexities of the hospitality industry. While not the sole determining factor, a solid track record can instill confidence in hiring managers, particularly for leadership roles or positions requiring a deep understanding of industry nuances.

Example: A high-end restaurant aiming to hire a general manager may prioritize candidates with a wealth of experience managing upscale establishments, appreciating the nuanced decision-making and operational expertise gained over the years.

Striking a Balance

The ideal candidate strikes a harmonious balance between personality, skills, and experience. To maximize your chances in the hospitality job market, emphasize your unique combination of interpersonal strengths, relevant skills, and past experiences. 

Tailor your application and interview responses to highlight instances where you’ve successfully demonstrated sought-after qualities in a hospitality context.

Ultimately, the emphasis on personality, skills, or experience can vary depending on the specific requirements of each hospitality role. Recognizing the nuances within the industry and tailoring your approach accordingly is key.

As you embark on your job search journey, remember that showcasing a blend of personality, skills, and experience will position you as a well-rounded candidate, ready to contribute to the dynamic and customer-centric world of hospitality.