Hospitality Certifications to Boost Your Career to the Next Level

Unlike industries like law and medicine, there are no formal certifications or credentials required to work in the hospitality industry. But that doesn’t mean there is no value in pursuing these advanced qualifications. 

For those serious about their careers, a hospitality certification proves that you have some industry skills. And just as important—it shows that you’re willing to invest in your future. Whether you’re just starting or have years of experience under your belt, here are some valuable certifications and credentials that you may want to add to your resume and skill set. 

Entry-Level Hospitality Certifications

Start your career on the right foot with an entry-level hospitality certification. Most of these credentials don’t require any real-world experience as a prerequisite, so they’re perfect resume-builders for those just starting. 

Certificate in Hospitality Management

A hospitality management certificate prepares you for the day-to-day decisions you’ll have to make as a leader in the hospitality industry. This type of certification is offered by several online and in-person schools and industry groups, so you’ll have plenty of options. Look for a program that covers a wide range of topics including customer service, finances, and team building.

Entry-Level Hotel Position Training

Through the American Hotel & Lodging Educational Institute (AHLEI), you can get certification for many specific entry-level hospitality positions, including front desk representatives, guestroom attendants, and maintenance. This training can help you to excel in your first role and may make it easier for you to progress to the next level in your career. 

Certificate in Hospitality Marketing 

Certificates in hospitality marketing or hospitality digital marketing are available from many schools and certificate programs. This credential shows that you are adept at promoting a hospitality brand, often through social media and other online sources. It also shows that you know what metrics to track to measure a successful marketing strategy.

Mid-Level Hospitality Certifications

After a few years in the industry, you may be ready for additional training. These mid-level hospitality certifications show that you’ve progressed beyond the introductory phase of your career, and are ready to demonstrate greater proficiency in your work. 

Certified Hospitality Supervisor

The Certified Hospitality Supervisor designation from AHLEI is available for supervisors and managers who lead departments of two or more people and are responsible for scheduling, training, and other leadership activities. This certification can show that you’re prepared for a larger department or greater responsibility.

Certificate in Leadership for Hospitality Professionals

Mid-level hospitality managers quickly learn that their most important responsibility is leadership. So anyone looking to excel in this role will need to hone their communication and strategic management skills. Leadership certifications are offered by many organizations and post-secondary institutions. 

Certified Hospitality Revenue Manager

Certification in hospitality revenue recognizes those experts who can maximize a hotel’s earnings. Through forecasting, analyzing inventories, managing room blocks, and more, these financial experts help a hotel property to stay profitable and successful. Certificates are available through AHLEI (Certified Hospitality Revenue Manager) and Hospitality Sales & Marketing Association International (Certified Hospitality Revenue Management Executive), among others.

Upper-Level Hospitality Certifications

Executives and upper-level managers still have more to learn. Through advanced training and certifications, even the top rungs of the hospitality ladder can improve their leadership and management skills.

Certified Hotel Administrator

The Certified Hotel Administrator certification offered by AHLEI is for general managers, assistant general managers, lodging owners/operators, and corporate executives. The program covers topics like financial management, marketing and sales, and revenue management to help leaders build more financially sound hospitality operations.

Certified Destination Management Executive (CDME)

The Certified Destination Management Executive credential is offered by Destinations International to recognize senior executives in the tourism industry. This advanced program explores the unique challenges and opportunities that come with destination organizations, whether those are city chambers, event and expo groups, or travel boards.

Certificate in Strategic Leadership for Hospitality Management 

Strategic leadership is about building a collaborative organization that moves together toward the same goals. With a Certificate in Strategic Leadership for Hospitality Management, senior leaders and executives will work on systems and strategies that lead to more successful hospitality operations. This certification is offered by eCornell, one of the leading providers of online hospitality certifications.

This is by no means a comprehensive list of all of the certifications that you can earn along your hospitality journey. When you know exactly where you want your career to take you, you can choose the right courses and exams that will get you closer to your goals.

10 Habits to Ditch Today if You Want to Work in Hotel Management

We all have habits – it makes us who we are. Some of our “good” habits help us get through the day by accomplishing routine tasks without much effort or thought. However, some “bad” habits can affect how others see us and can influence future success. In a work setting, habits have an impact on how productive we are and can make or break an opportunity for advancement.

Becoming aware of your habits is the first step. After all, they’re habits – we don’t always know we’re doing them. James Claiborn, a psychologist and co-author of The Habit Change Workbook: How To Break Bad Habits and Form Good Ones, has a few suggestions:

  • Try to become “hyper-aware” of your habit. That means trying to focus on the habit when you’re doing it. One way to accomplish this is to keep a journal or a checklist to figure out how often you’re doing it and when it happens, under what circumstances.
  • Instead of focusing on what you’re not going to do, focus on your goal of what you are going to do. You are trying to replace your “bad” habit with a positive one.
  • Take some time to think critically about the habit you want to change and come up with alternatives. You’ll be better able to “call yourself out” and hold yourself accountable.
  • Focus on your environment. Can you make some changes to your workspace that will encourage new behaviors? Remove triggers and make it harder to continue your “bad” habits.

Work habits worth changing

Melany Gallant and her co-authors in the TalentSpace Blog, discuss the top bad work habits from the perspective of managing talent and employee performance. If you hope to move up into hotel management, these are some of the habits you’ll need to address:

1. Being unable/unwilling to make changes: Change makes some people very uncomfortable. If you have the habit of resisting change, you’ll need to find a way to get around your fear. Change is inevitable and to move ahead in your career, you need to embrace new ideas and processes when they come along. Don’t get left behind because you feel uneasy about change.

2. Choosing not to participate or socialize: Isolating yourself by never attending a social function with co-workers or meeting them for lunch makes it hard for you to build relationships and collaborate. Being personable and taking the time to interact with your team members shows that you have good manners and are a friendly person who likes people.

3. Having a negative attitude:  Being a “negative Nancy” is no fun for anyone, especially for your co-workers. Bad vibes spread quickly and can become a recurring habit. If you can turn this one around and be a more positive influence by handling adversity with a smile, you’ll be recognized as someone who can handle yourself and is ready to move up.

4 Being disorganized: One of the most important traits of a good hotel manager is organization. If you can never find your “stuff” and are always late, you’re not going to be in line for a promotion anytime soon. Figure out a way to organize your day so you can be more productive and efficient.

5. Shirking work: This bad habit causes you to shy away from trying new things or taking on a new task. If you’re always explaining why you can’t do something, you’re not learning and you’re not stepping up for your team. You need to project a good work ethic and get noticed for the right choices.

6. Not sharing your skills/knowledge: If you’re in the habit of keeping all your information or abilities to yourself to avoid competition, you’re on the wrong track. Managers need to mentor others and sharing your experience is another way to demonstrate you’re ready to move up. It shows you understand how to support your team and stand out as an “expert” in what you do.

7. Being dishonest: If you tend to be unable to “fess up” when you’ve made a mistake and you find yourself spreading the blame around, you’re failing to exhibit another important leadership trait. We all make mistakes and not taking responsibility is a character flaw that doesn’t inspire loyalty or commitment. If your co-workers don’t trust you, they won’t follow you, either.

8. Gossiping: This is a time-wasting habit that can come back to bite you. Spending time dishing about your teammates, the boss, or the company can set you up for a fall later on. Steer clear of the lunch crowd that gossips and ditch this habit.

9. Taking things personally: Feedback is all about getting better… it’s not a personal attack. Learn to take criticism as constructive input and aim for improvement. Having an attitude of always looking for ways to improve is the best way to move up into management.

10. Procrastinating: This one can really be your downfall when it affects your job performance. Putting off tasks until it’s nearly too late and then rushing to get them done at the last minute makes for sloppy work and a lot of pressure – not only on you, but it can affect your whole team. Time management is a skill that you’ll need to cultivate if you plan to become a hotel manager.

What can you do to make some changes?

No matter how ingrained your habits are, you can change. Just because you’ve done things a certain way in the past doesn’t mean you can’t change your path. As mentioned above, changing habits means substituting another (more positive) behavior for the one negative routine you’re dropping. It takes time and commitment, but once you recognize the benefits, you can make it work. 

The Stages of Career Growth

Planning out your career path can seem like a daunting task, especially if you are just starting out in the career world and not sure where you see yourself in a day, much less 5 or 10 years.

It helps to break down your trajectory into stages based on the general skills and salaries for each stage. This gives you an idea of what you will need to master to move into each stage and also the types of job titles associated with those stages but leaves room to change departments or goals as you grow.

Stage 1: 

This stage is for entry-level jobs, or the job you have when you are first starting your career path. A few jobs that would fall into this stage can be:

Depending on what title and career path you choose, the salary range in this stage is generally $40,000 and lower. Some positions may also get tips. 

At this stage of your career, your success is defined by your ability to follow directions and form relationships and connections with guests. This includes cleaning the rooms according to the company’s standards, maintaining the proper attitude towards guests, and learning the right programs and software. 

In order to move into stage 2 of your career, you define and accomplish your tasks without being told to by a manager – demonstrating your observation and autonomy skills. For example, if you are a front desk agent and a long-time guest of the hotel is planning to arrive that day, can you pre-plan room service based on their previous stays? As a server, if you see the salt and pepper shakers are low, fill them before being told to. 

Stage 2:

Stage 2 is your ability to see and solve problems. Continuing that practice of observation and autonomy. This is where you start to create steps and plans in place to get you and your team to a goal. 

Jobs in stage 2 include: 

Generally, salaries in this stage are between $45,000 – $60,000

Stage 3:

Stage 3 is a bit of a change from the previous 2 because this stage is when you must learn to rely on others again. This stage is about asking other department leaders for their input and expertise to make well-educated decisions. 

Jobs in this stage include:

Salaries in this stage typically range from $65,000 – $100,000

In order to get to stage 4, you have to be able to surround yourself with a team and not be afraid to ask questions or more information if you are unsure. 

Stage 4: 

Stage 4 is normally the director level where you will be managing a larger team or individually contributing at a higher level. To be successful at this level, you have to be comfortable with resolving conflict. 

You don’t put off difficult conversations, or pass along the responsibility. You will interact with a lot of people who think differently than you do and you need to be able to keep those conversations on track to reach a resolution or goal. 

Jobs in this stage include: 

A typical salary range for jobs in this stage is $105,000 – $200,000

Stage 5:

The final career stage is jobs in the executive suites and leadership teams. Usually vice presidents and higher. This stage is all about getting buy-in and creating champions for your ideas. 

Jobs in this stage include: 

Salaries in this stage typically range from $205,000 and higher. 

This stage also requires a lot of future thinking. You manage budgets and a vision for where the company is or needs to be heading.

Know Your Strengths and Ace the Job Interview

When you can recognize your personal assets, which set you aside from all the rest, you automatically place yourself at an advantage in the job selection process. The most common question asked during an interview is, “What are your strengths and weaknesses?”

There are three categories of qualities foodservice and hospitality employers are seeking: Background Experience, Personal Attributes, and Marketable Skills.

Before your next interview, identify which ones you have, and determine which makes you the best candidate for the position.

  1. Background Experience: Includes education, training, and previous work experiences.
  2. Personal Attributes: Determine what makes a person easy to get along with. How you behave in different situations is determined by your personality, since often your attitude about life is reflected in your work. Therefore, employers are interested in items such as your sense of humor, charisma, passion, patience, and creativity.
  3. Marketable Skills: Includes teamwork/interpersonal skills, communication skills, work ethics (motivation, ambition, effort, stamina, enthusiasm, etc.), problem-solving, logic, and organizational/planning skills.

Flexibility

In the fast-paced food service & hospitality business, being able to adapt to change and think fast is essential whether you are applying for a hotel job or a restaurant job. If this is one of your strengths, be sure to highlight it during your interview. if you’re applying for a guest facing role, highlight how quickly you can think on your feet to problem-solve or create a wonderful experience.

Put Your Best Foot Forward

To validate your strengths, give examples of specific situations where you demonstrated these skills. Your prospective employer will be interested in knowing how you maximize and apply your strengths on the job.

Be Original

Remember, you aren’t the first candidate this employer has interviewed and you probably won’t be the last. That’s why it’s important to avoid sounding redundant. Say something unique about yourself that will stand out positively among all of the other hospitality interviews. Truthfully style your answers to sound original, while maintaining your professionalism. An example might be, “My strong technical skills allow me to build solid customer relationships by using my knowledge to break down information to be more user-friendly.”

Tweak the Weak

Demonstrate growth in your interview, by showing how you have transformed weaknesses into strengths in the past. This will reflect that you can be honest about shortcomings and are always looking for ways to improve. For example, you might share a minor weakness, and then tell the interviewer what you are doing to work on that weakness to show that you are aware of the problem and are working towards a solution.

Steer clear of sounding dishonest by making comments such as, “My weakness is that I work too hard” or “I am just too friendly.” These types of ‘weaknesses’ will cause the employer to be more skeptical of your character overall. Also, a common weakness shared during interviews is ‘I am a perfectionist. This may or may not be a weakness depending on who you ask, but it is often given as an answer to avoid sharing their true weaknesses and can raise a red flag about your credibility.

Proceed with Caution

Hold off on naming weaknesses that will disqualify you from the job altogether. Focus on qualities that will not hinder your performance in this particular position. For instance, if you are on a hotel interview instead of saying, “I tend to get impatient easily,” name a modest weakness that won’t impact customer service directly such as, “I don’t speak Spanish, but I would like to enroll in a mini-course.” Being able to admit shortcomings can actually be a positive attribute in the eyes of your prospective employer.

Whether your next interview is for a nursing home job or a waitress job, keeping these simple tips in mind will instill confidence and certainty in you that will leave a lasting impression.

So, the next time you walk into an interview and are asked, “What are your strengths and weaknesses?” look your prospective employer confidently in the eyes and outline the strengths that make you shine and the weaknesses that have made you stronger.

How to Tell if You’re on the Right Career Path

Career unhappiness is real, and it can be birthed by unrealistic role expectations, demeaning employers, poor skills match, or uncertainty about your career path.

To be honest, there is no magic recipe for experiencing career happiness. The only secret to career happiness is for you to find a great team or a job that you enjoy doing every day.

In today’s blog post, we will show you simple signs that point out that you are on the right career path. Are you ready to find out if this hospitality career is the one for you? 

Five signs that you are on the right career path

Sign #1: You have no regrets

You will know that you have found the career of your dreams when you have no regrets. Even when you are going through a rough day, or couple of days.

Regardless of what made you kickstart a journey on this career path, if you enjoy every experience that comes your way, with no regrets lurking in the background, you’re good to go!

Think about it for a minute, do you regret choosing a career in the hospitality industry?

Sign #2 You Always Feel Valued & Respected

Considering the effort you put into your daily work routine, it is natural to expect some level of respect from your coworkers & peers. 

In the midst of this uptight setting, if you feel valued and respected in your career, you’ve most likely found the right career path for yourself. This is because when you are surrounded by fellow hospitality professionals who admire your work and respect you, your confidence is bound to inflate and you are likely to experience career happiness.

Sign #3 You are never sad to jump out of bed each morning

Getting out of bed morning without feeling dejected or stuck on the job (at least the majority of days) is a good sign! If you genuinely enjoy your hospitality career, you look forward to getting to work more than you dread it.

Sign #4 You don’t see work as “work”

The moment you realize that you are on the right career path, work will become fun for you. The workload, tasks, and challenges that accompany the job will stimulate joy in you. And each time you complete a task, your heart will be filled with an abundance of joy.

So, if you do not see your hospitality work as work but fun, you are in the happy lane!

Sign #5 You don’t hunt for new jobs 

It is a special feeling when you eventually stop searching endlessly for new job listings. It is always a relief to finally find a job that gives you peace.

When you find comfort, peace, and happiness in your hospitality career, you will care less about moving to a new career.

In a world where self-actualization is a big thing, it is important that you find your perfect career path and stick to it. We are certain that these signs will help you find out if hospitality is the right career for you.

New Year, New Salary? How to Ask for a Raise

Timing is important. If you’re performing at your best and are a valued employee, you may want to consider asking for a raise in the new year. Great timing is asking for that raise after your company has had a big financial boost from the holiday rush.

Hopefully, you’ve kept track of the projects, special events, and other contributions you’ve made and are in a position to ask for more money for your increased workload and/or superior performance. 

If you have agreed to take on additional responsibilities in the new year, now’s the time to ask, before you begin the work. Once your boss has become accustomed to your new role, you may lose some leverage.

When you do approach your boss, here are some tips to keep in mind:

  • Check similar positions online in your geographic area to see what others are paying. A good resource for finding the compensation figures you need is PayScale.com as well as the Department of Labor. This will give you a ballpark idea of what’s realistic for your unique skills and experience.
  • Present solid evidence that what you do is contributing to the company’s revenue and share your notes of what projects you’ve run, classes or certifications you’ve taken, and any other new tasks you’ve taken on.
  • Never mention your personal financial troubles, if any. Whether your rent has gone up, your partner has been laid off or you’ve had an unexpectedly large expense, it’s not going to help your cause.
  • Don’t lead with how long it’s been since your last raise. That implies that you feel you deserve one simply because you’ve stayed on the job. Don’t make this request all about you.
  • It doesn’t help your cause to bring up what your co-workers are making. Even though it’s not unheard of that you and your team share that information, you don’t win any points by whining about any inequities. You likely don’t know all the details about their education, experience, certifications, etc.
  • Don’t make threats… if you deliver an ultimatum about getting a raise “or else,” you need to be prepared to back that up. Unless you have another job offer in hand, this is pretty risky. Your boss may not have room in the budget right now or may need to consult with others before he can offer you a raise. No one likes to be backed into a corner.

If the answer is “no,” and there simply isn’t room in the budget for an increase right now, you might start paving the way for the next appropriate time by asking:

  1. What additional responsibilities can I take on to continue to grow and advance my career?
  2. What certifications or education would help me get ahead in the coming year?
  3. I have continued to go above and beyond my regular duties to help out the team and gain additional and varied experience. How can I leverage that this year?
  4. Are there any other opportunities or positions that will allow me to move into another role?
  5. What other perks are available if the budget is fixed and there’s no room for a raise? Can I negotiate for more flexibility in scheduling?… a coveted assignment?…a bonus?

Whatever you do, focus on your accomplishments and overall value to the company. Make sure you can quantify those and be sure to keep track throughout the year. You don’t want to forget specific achievements when the time comes to ask for a raise. That’s when you’ll be able to demonstrate how you impacted the company’s success.

4 Avoidable Salary Negotiation Mistakes

Not every employer wants to negotiate salaries, but hotel or restaurant job seekers with extensive experience and good credentials shouldn’t have to take poor compensation, even in this economy. Many times, failed salary negotiations come down to one of these simple failures.

1. Not researching the job position

It’s important to understand what to expect based on the average salary for the job title and location you are in.

A job seeker who fails to research the job position will demonstrate ignorance of the job and inexperience by asking for unrealistic compensation; they may even allow themselves to be shortchanged by negotiating something too low.

2. Relying on oral communication

Always keep a paper trail!

Get everything in writing, whether in emails or in your contract. That way, if you ever need to have proof to back any argument up, you will have it!

3. Immediately talking about salary

You will likely be asked in your first interview what your salary expectations are. If there is a salary range in the job description, you can say something like “Based on the range you provided, we are in alignment.” If there is no range listed, you can answer something like, “Before we discuss salary specifics, I would like to continue learning more about the position and the team.” This will leave you room to adjust your range if necessary.

You can also say “I am interviewing for positions offering $XXXXX.” Even if you are not, this will give them the impression that you will have options to choose from and they won’t want to lose out on you.

Try to never be the first person to address salary during the interview phase. It can give them the impression your priorities do not match theirs. Employers know that salary and benefits are the most important thing to job seekers, if it weren’t for money, most of us wouldn’t work!

4. Accepting the first offer

Never accept the first offer without negotiating!

Even if they offer you what you were hoping for, you could end up getting more money or benefits! Once you receive an offer, let them know that you appreciate the offer and are excited about the opportunity, and then ask how long you have to look over the offer.

Build out your negotiation response including:

  • The skills you will bring to the company
  • The results you’ve gotten at other organizations
  • The number you are hoping to get

If they decline the salary increase, you can negotiate other things as well, including:

  • 401K options
  • PTO days
  • Commuter benefits
  • Health care coverage
  • Child care options
  • Remote work for corporate positions
  • Job title
  • Professional development opportunities

Know that employers set salaries based on what they currently pay people to fill similar roles and what they believe competitors are paying. They may also have a certain budget or a predetermined range. Information is power in negotiation so the more you know about the job the better. Remember to always do your research.

5 Tips to Manage Your Friendships at Work

Forming friendships at work can make any job more satisfying and productive. In fact, many career professionals confirmed that having friendships at work superseded most job benefits, after their paycheck.

But in addition to the benefits, there are potential pitfalls to growing too close with work friends. Examples include close-knit relationships that can be perceived as gossipy or exclusionary and outside disagreements that seep into the workplace.

In this blog post, we will share with you five tips to help navigate your workplace friendships.

How to navigate friendships in the workplace

Establish clear boundaries

One of the cornerstones of any friendship is the ability to confide in personal information and build trust. It’s important to establish agreements with work friends about keeping this personal information private and outside of the workplace. Avoid getting into deep discussions about personal matters at the office, and keep conversations professional. This will help compartmentalize your relationships with colleagues during the day and as confidantes after work hours.

Be inclusive

This isn’t high school, so don’t behave like it is. Be collegial with everyone on your team. Not only will this help avoid resentment, but it will also work toward quashing any suspicions that you and your friend are gossiping about your coworkers behind their backs.

Keep your actions and discussions professional

The office is no place for juvenile shenanigans. It’s okay to share a chuckle with work friends once in a while, but keep your actions and conversations suitable for the workplace. Refrain from using nicknames or discussing anything you did after work that might embarrass you or your coworkers.

Don’t give preferential treatment

If you’ve been promoted and find yourself managing your friend, treat the person as you would anyone else. Don’t single him or her out from the rest of the team with a lighter or heavier workload. Grant the same level of respect you would anyone else when giving criticism, and ask yourself if you’re being harder or more lenient because the employee’s your friend.

Un-friend with class

Invariably, some friendships end. Whether you had a falling out with your work friend or you feel as though the relationship is no longer mutually beneficial, don’t let that affect your job. Be polite and professional, and always take the high road. Squabbling with a coworker reflects poorly on you and shows your manager that you are incapable of handling a difficult situation.

Having friends at work can make all the difference in how you approach your job. Work friendships boost positivity and productivity and can turn into lifelong relationships. As long as you proceed with caution and always remember to be professional, work friends are people with whom you can share valuable and meaningful experiences for years to come.

Do You Know What Proper Office Etiquette Is?

Although the majority of hospitality professionals work directly in the hotel or restaurant and are guest-facing, there are still plenty of corporate opportunities! 

Whether you’re new to the corporate world, or coming back into an office after working from home for many years, it’s great to know what to expect and how to act professionally in an office setting. 

Post-COVID-19, many offices have become more casual and relaxed, which can also make it more confusing to know right from wrong in this environment. Here are some tips you can use to set a good impression and form strong connections! 

Limit looking at your phone

Our phones are a powerful tool, and a lot of us use it to keep us organized and successful. But, when you have work to get done, being on your phone for too long or too often will keep you from getting your work done on time, or even well. 

We all need brain breaks during an 8+ hour work day but make sure to not let it become too much of a distraction. If your manager or coworkers notice you on your phone too much, it may result in a bad performance review or even some type of write-up. 

When you are in meetings, whether in person or virtually, silence your phone and put it face down so you and others in the meeting are not distracted. 

Take phone calls in private 

We all get the occasional personal call at work. Maybe your child isn’t feeling well and needs to be picked up, or your prescription is ready, or your friend is going through a crisis. We’ve all been there. But your coworkers don’t need to hear your conversation. 

Step outside, or find a meeting room where you can have your conversation. 

Don’t gossip about others 

People ALWAYS find out what you say. No matter how frustrated you are, or if your other coworkers are doing it so you feel like they’re trustworthy, don’t take the chance. If a coworker walks up to you to gossip, let them know you are not comfortable being part of the conversation or change the subject completely. If you walk into a conversation where coworkers are gossiping, it’s best to excuse yourself and walk away. 

We all need to blow off some steam or talk about something that upsets us at work. If you need to, save it for outside of work and talk about it with people who will never be involved in your work life. 

Also, NEVER gossip about a coworker on Slack or Teams (or whichever platform your work uses) or in an email. You never know who will be able to see your chats. 

Knock before entering 

If you need to go ask a coworker a quick question or have a meeting with your boss in their office, it’s polite to knock before entering a room or a cubicle. This way, the person can wrap up their thought or what they are working on and give you their undivided attention. 

Stay home if you feel sick 

We’ve all done it… you wake up feeling a fever coming on but you don’t want to use a PTO day so you pull yourself together as best you can and go into the office. However, COVID taught us that if you ignore how you’re feeling and go in anyway, you can end up getting your entire team (or office) sick. 

Give your boss a quick call or email and see if you can work from home instead until you feel better, or if you have the PTO days to take off, take a rest day! 

Dress professionally 

How you dress can be a fun way to show off a bit of your personality, or even creativity, but keep in mind that you’re still at work and not the club on Friday night. 

Match the style of dress your coworkers have. If everyone wears jeans, t-shirts, and sneakers, then you can do the same, but if everyone wears suits or dresses with dress shoes, don’t show up in jeans and a hoodie. 

Don’t bring fish for lunch 

We’ve all heard horror stories, or maybe even dealt with a coworker who really enjoyed a tuna fish sandwich. You should of course enjoy eating your favorite foods, but try to keep in mind that you’re sharing a space with your coworkers, and not everyone wants to smell egg salad during lunch. 

Personal References: Why Some Employers Ask For Them And Who You Should Pick

Table of Contents

  1. The ‘Why’ of personal references
  2. The ‘Who’ of personal references

You’ve made it to the final round of interviewing, and have a good feeling about getting that offer, but there’s one more step you’ll likely go through – giving references.

You’ll likely get asked for a couple of professional references, like coworkers, or former managers, but you may also get asked for personal references. So who do you ask?

Let’s dive into references.

The ‘Why’ of personal references

There are many reasons why today’s hospitality industry employers might ask for personal references, but most of them boil down to the same core motivation–hiring managers are looking for the most complete, multi-dimensional impression of each candidate that they can get.

For a number of different reasons, traditional job-related references sometimes don’t offer hiring managers the ideal way to get to know a candidate. Due to increasingly stringent legal requirements and liability concerns, many employers are unable to provide references that go much beyond confirming the dates of employment and eligibility for rehire.

In contrast, personal references offer hiring managers the opportunity to get a much more complex picture of each candidate. Although it was once widely believed that personal references weren’t as objective as professional references, a growing number of hiring managers in the hotel and restaurant industries now take a more nuanced view of the issue. While personal references usually aren’t afforded the same weight as professional references, they still play an important role in the decision-making rubric for some hiring managers.

The ‘Who’ of personal references

These days, the resurgence in the popularity of personal references has made it much more likely that you’ll be asked to furnish some in the course of your hotel, food service, or restaurant job search. So, what should you do if you’re asked to supply the names and contact information of a few friends and associates before your next job interview? Here are some guidelines to help you pick the very best personal references.

  • Avoid references that are too personal: Sure, hiring managers are looking for in-depth insight into your personality—but that doesn’t mean that they want to talk to your significant other or one of your parents. People who are very close to you are unlikely to be able to offer a balanced portrait of your skills and personality. Avoid using personal references who are related to you or with whom you have an intimate relationship.
  • Aim for a diverse array of references: Since hiring managers are looking to personal references as a means of getting a multi-dimensional sense of your personality, try to avoid using references from only one area of your life. Instead, compile a good mix of different references that will accurately represent your varied activities and interests. For example, a personal reference list that included a teacher, a volunteer coordinator, a landlord, and a community leader would represent a satisfactory cross-section.
  • Make sure you’re on good terms with your personal references: Hiring managers look to personal references to get a sense of each candidate’s personality and background, but things can start to get complicated when you add personal relationships into the mix. Professional references often feel constrained by propriety to comment only on an employee’s job performance when they are contacted by a hiring manager. However, this is not always the case with personal references, so make absolutely certain that each person you select will be able to vouch for you wholeheartedly and without reserve.
  • Choose people who are easy to contact: The hectic lifestyles that are an all-too-common part of life in the 21st century make the occasional game of phone tag inevitable. But while some people are always on the go, others rarely stray far from home. In order to facilitate the process, it’s probably best to choose personal references that are more likely to be available to take a hiring manager’s call.
  • Keep your references timely and up-to-date: Although it’s important to choose personal references that represent a broad cross-section of your life, it’s more helpful to focus on people who have known you well within the last several years. If a reference hasn’t been in close contact with you for several years or more, they probably won’t be able to offer a very compelling narrative when the hiring manager contacts them.

Don’t be intimidated if your prospective employer requests personal references. In fact, if you choose them carefully, your personal references can really help boost your professional prospects and help you land your next hospitality industry job!