Gecko Hospitality
By Hospitality Employment Directory
To listen to an audio podcast, mouse over the title and click Play. Open iTunes to download and subscribe to podcasts.
Podcast Description
Ever want to know what’s it’s like to work at a particular restaurant or hotel before the interview? Gecko Hospitality interviews the hiring managers from the largest restaurant and hotel companies and asks the questions you want to know. “How long is the training? What are the company benefits? What are the salary levels? What’s the company’s growth outlook? What’s the bonus structure, and many, many more? Each podcast is filled with over 2 dozen answers to help you make the decision if the company is right for you.
| Name | Description | Released | Price | ||
|---|---|---|---|---|---|
|
1 |
Restaurant Industry Career Development Essentials | Restaurant Industry Career Development Essentials There are many non-negotiable things for a job seeker wanting to start a restaurant career. Being a very competitive industry, it’s important to first know how to get hired. What do Human Resources managers of restaurants look for? This article will help any job seeker get answers for the burning question “how to get hired to start a restaurant career?” The basic characteristics a job seeker embarking on a restaurant career should possess include: good attitude, professionalism, good grooming, initiative, and loyalty. The reason these characteristics are important is because of the nature of the business. As any capitalist enterprise, the bottom line is profit and profit can only be made if revenues outpace costs. Understanding this simple, overarching principle is crucial in understanding how to get hired. Since we are talking about opportunities in the food industry, good grooming is an absolute must. Preparing and serving food requires hygienic handling processes which can only be achieved through a stringent training period which, in turn, requires dedication and professionalism. Perhaps most importantly, employees in the food industry need to remember why they are being hired: to help contribute to the restaurant’s bottom line. This may be done through becoming established in operational processes of the business. In the food industry, this directly translates to technological initiatives or the need learn the best and latest tools of the trade. Moreover, employees should strive to be the absolute best at what they do in their restaurant career. Creating a niche, for instance, in excellent knife work or through extremely good customer service relations is a great way to make a tangible impact in the workplace. Restaurant workers should strive to make themselves become an invaluable asset to their employers. These are the broad strokes in pursuing, getting hired, staying, and establishing a career in the food and catering business. What binds all this is simply showing initiative to do the best possible job. Understand this and then knowing how to get hired will no longer be an issue – instead, it will be time to focus on growing and flourishing in the industry | 5/21/12 | Free | View In iTunes |
|
2 |
Restaurant Job Seeker Success | Restaurant Job Seekers Success Starting a restaurant career can be a bit rough at the beginning. However, with strategic planning and preparation, a job seeker can nail down a job that might just be the launch pad to a truly successful career. There are three things one should pay particular attention to. These three will serve as guidelines for a current job seeker or someone aiming for a restaurant career in the future. Know that perfect spot. There are plenty of areas one can choose to work in. Before asking how to get hired, job seekers should identify exactly what they want to do in a restaurant. Regardless of whether the ultimate goal is a restaurant manager, a chef or even just a waiter, each position requires specialist skills, and so specific educational programs are available for all. Advancing a restaurant career A restaurant career is just like any other career. In order to be successful, it is necessary to prepare for battle. The competition in this industry can be extremely intense, so a key aspect of knowing how to get hired is showing more determination than anyone else. Education enters the picture. There is no better way to further a career in the restaurant industry than through education---be it formal or informal. There are plenty of options to choose from, depending on the time one is willing to give, and how much money a job seeker would like to invest on their portfolio. A certificate in Culinary Arts takes only six months to accomplish, while a bachelors degree would require 4 years on average. For anyone who is truly serious about their restaurant career and wants to know how to get hired for the best positions available, it’s essential that they grow their skills. Get out there. One thing about restaurants is that youth can be a blessing. Many employers love to give youth a chance, especially when it concerns well-qualified, determined young people. Experts recommend starting out as soon as possible. It need not be a big leap. In fact a job seeker can start small, just to get the hang of how things work in the industry. No restaurant job is too small for someone who is really serious about having a successful restaurant career | 5/17/12 | Free | View In iTunes |
|
3 |
5 Tips To Fast Track Your Restaurant Career | Okay, so for the past three years you finally got the courage to take that leap of faith and put your resume out there and go after the job of your dreams. Restaurants are starting to expand once more and you figure ‘now is the time’ (and in my professional opinion your opportunities couldn’t be more plentiful). You do your homework and target the three restaurant companies as your next ‘home away from home’ and after the two to three week courtship, you accept the best offer, throw in your two week notice and take a weeks vacation to get energized for the next chapter of your life. Sound too familiar? While you’re sipping on your Pina Colada on the warm beaches off of some exotic Caribbean island, now’s the time to start thinking and ask yourself “how do I get to the next level of my career”. Let’s face it; unless you have a crystal ball, that actually works, there is no textbook answer that any professional can offer because every restaurant operation has their own set of rules, culture and beliefs. However, there is one constant variable that is universal no matter what segment of the restaurant or hospitality industry you’re in and that’s people, people, and people. A successful manager knows how to identify, relate and lead multiple groups of people from various backgrounds and genders to a common goal of customer satisfaction. Restaurant professionals need to remember that perception IS reality in the eyes of consumers and your employees play a large role in your success as a manager. If you’re looking to fast track your restaurant career you may want to consider integrating these 5 tips: 1. Share Your Career Path With Your Company. There’s a saying in business that, “If you don’t promote yourself, nobody else will.” Don’t be reserve and keep your goals to yourself when it comes to your desire to move up the company ladder. Share your goals with your immediate supervisor and ask them if they’re attainable. Get your immediate supervisor to “buy in” to your goals and set reasonable time limits to have them completed. By having this “buy in” with your company, you’re demonstrating that not only can you accomplish the goals set by the company, but those that you have set for yourself. 2. Help As Many People As You Can. People develop relationships with those around them when you offer help. The more people you help in attaining their goals, you’ll find that your goals get a lot easier to accomplish. Why? Not only are you investing in the future to those you assist but karma seems to make its way full circle. 3. Be Consistent. As restaurant managers, we make hundreds of decisions each week that, whether good or bad, decide various outcomes. No one person keeps a mental tally of your impartiality, fairness and consistency than your employees and the professionals you surround yourself. Restaurant operations, as well as its employees, are based around routines because each routine is meant to be consistent. From how an employee is counseled on excessive tardiness to loading the dishwasher, each company sets its standards for each routine that must be followed and employees need to be able to depend on its management staff to be consistent. 4. Hire and Retain Quality Employees. Bottom line, quality employees inspire and motivate others by their example and enthusiasm. Good employees will inspire others directly and indirectly toward higher achievement and those around them feel more confident because of that higher level of competency. As hiring quality employee’s accounts for fifty percent of the equation, keeping those superstars happy account for the other fifty. What managers fail to realize is the smallest gestures mean a lot and don’t cost much to keep employees happy. Notoriety for a job well done in the presence of and surrounded by fellow employees is gratification that employees crave. Employees want attention and recognition and are hun | 11/7/11 | Free | View In iTunes |
|
4 |
SO… I Get A Call From This Headhunter! | Lets say You're happy in your current hospitality management position and you receive a call from an executive recruiter who wants to speak to you about another opportunity with a different company. You never know when a management recruiter might present a better opportunity. You'd be wise to learn what jobs are available. As a hospitality manager, you should already know the value of networking with other industry insiders, as most jobs a recruiter searches to fill aren’t advertised, Working with an executive recruiter gives you an avenue of broader exposure to potentially better positions than you cant get on your own. It could result in the discovery of a better opportunity for you. If you’re exceptional at your position, expect to be contacted. As new hospitality management openings increase, experienced managers who excel in their positions can expect to be contacted. If you never get a call from a recruiter, you might not be “recruit able“ management material. Employers traditionally prefer to raid the ranks of the employed, especially those working for competitors. Let me share with you how to handle calls so you remain in a recruiter's good graces without jeopardizing your current position. Number 1- Always take the call. If you don't cooperate, chances are you won't be contacted by the recruiting firm again. One manager rudely refused to speak to a recruiter I work with when he called about an opening for a general manager of a high-volume concept paying $60k base, about $12k more than the manager was currently making. Less than a month later, the same manager's resume arrived at the search firm. He'd been downsized out of his job. Guess where his resume went? Not wanting to talk to a recruiter shows that you do not understand the value of networking -- a definite blow to your future career prospects. Number 2 - Find out more about the firm: If you aren't familiar with the recruiter or the firm, ask for credentials. Get a phone number so you can call back to confirm that the company -- and recruiter -- actually exist. This can assure you the call is not coming from someone within your company trying to find out if you’re looking at other job opportunities. Trust me it does happen! Also, no one should ask you for money. If a recruiter ever asks you for payment, that's when you hang up because that's not recruiting. Never pay for a job. Number 3 - Read between the lines. During your first conversation, you may not be given the name of the hiring company, just a brief description of the opening and its requirements. The recruiter may then ask if you know anyone suitable for the job. Be equally discreet in return. If you're interested, don't fire off your resume. Instead, ask for more information so you can evaluate the opportunity. Your next conversation should probably occur outside your restaurant. If you aren't interested, say so, but offer the names of people who might be. You'll be helping your contacts and the recruiter, which can put you on his or her short list to call next time. The restaurant manager who says, “Would you like suggestions that might lead you to the appropriate people?”, will end up being a friend. Maybe three months down the road, they'll have an assignment that's appropriate for you. Number 4- Be articulate and positive. The fact that you've been called means you have the right background for an opening. Don't assume you're just chatting; the recruiter will be evaluating whether you have the communication skills and other "intangibles" needed for the job. If someone answers my questions with “yeps” and “nos“, I'll probably keep looking for someone who answers in full sentences. A positive, can-do attitude is essential. If you can say, “We had some real financial problems and have been down in sales the past two years, but I've learned so much about how to manage during lean times”, I'm more likely to think well of you than if you run your employer do | 11/1/11 | Free | View In iTunes |
|
5 |
The Great Restaurtant Salary Thaw | Restaurant chains are starting to remove salary freezes in an effort to recruit and retain employees After two years of salary freezes, restaurant chains are starting to increase employee pay in an effort to secure their loyalty, according to a new survey by consulting firm Hay Group and the Chain Restaurant Compensation Association (CRCA). The survey cites a projected median budget increase of 3 percent for all restaurant employee groups in 2011, slightly above the projected 2.8 percent increase in general industry. The salary increase for chain restaurants was 2 percent in 2010, when 30 percent of the surveyed chains reported a salary freeze. None of the 39 CRCA organizations in the most recent survey reported a complete freeze for this year. “The increase is driven by a relatively healthier economy in general and in the restaurant sector in particular in that restaurant traffic and revenue in 2010 is over 2008 and 2009, when the economy was in a historic tailspin. While the 3 percent increase is still behind prerecession numbers—salary increases were 3.5 percent in 2006 and 2007 and 3.1 percent in 2008—it represents a significant improvement over last year and a sign that restaurants are feeling more optimistic after the recession. “If you look 12 months ago, the chain restaurant business wasn’t in as good shape,” “2009 and 2010 were the low points of the last 10 years. So we aren’t fully back to where we were, but at least [the level of salary increase] is heading north from where it was.” “The industry is obviously in competition with other industries for employees, so compensation and benefit levels have to remain competitive.” Still, not every chain restaurant is on board with lifting its salary freeze; none of the fast food chains interviewed for this article had lifted an implemented freeze this year. El Pollo spokeswoman Julie Weeks wrote in an e-mail that the 400-unit chain’s salary freeze will remain in place “as of now … [but] that may change.” Other quick-serve chains might also need to change their position on salary freezes soon; one reason for lifting a freeze is concern among restaurant chains that they will lose employees if they don’t increase their salaries. “A lot of organizations that enacted a salary freeze in 2009 were loath to do that in 2010 and 2011 “It’s much more palatable to have a salary freeze for one year. Companies that are forced to do that two years in a row jeopardize employee engagement levels and really jeopardize employee retention levels.” The prospect of mass quitting may be small, with national employment down 7 million jobs from before the recession. But the labor market is improving—national employment grew by 2 million jobs in the last 14 months—and restaurants once again need to worry about retaining their workforce, says National Restaurant Association senior vice president of research Hudson Riehle. “It is not surprising that industry hiring growth has accelerated and salary levels are increasing as the general economic condition firms up,” Riehle says. “The industry is obviously in competition with other industries for employees, so compensation and benefit levels have to remain competitive.” Before the recession put millions of people out of work, recruitment and retention were the restaurant industry’s perennial top challenges, Riehle says. And as the labor market slowly improves their needs to be “a recognition within the restaurant industry of the importance of developing career paths for employees.” This, in turn, will help the restaurant industry recover from the recession years citing the “strong correlation between length of tenure and increased sales per square foot.” In the here and now, the increased pay for chain-restaurant employees is a sign that the restaurant industry expects sustained, if slow, business growth, at least in 2011. Until then, it serves as a remi | 10/28/11 | Free | View In iTunes |
|
6 |
Basic Tips For The Entry Level Hospitality Manager | Here are some very basic tips for the entry level manager. Those who have designated their career will have this down pat! 1. When writing a resume start with your name at the top! Sounds silly but it is true. Dont put your name at the bottom, side or in a header. Putting your name in a header could be to your detriment. Often resumes are catalogued into an Applicant Tracking System in most corporations. If you put your name anywhere else it will get missed. The header is identified as a picture and overlooked by the system. The ATS system is designed to read the resume and it pulls the first few words as the name. I remember searching for the name and deciding to just delete the resume. Often people will put their name in a cover letter and then no contact information on their resume. Many times these mistakes can be avoided if you just have a friend or family member proof read your resume. 2. Those of you who leave your address out of your resume run the risk of not being contacted. If you leave your address off of your resume to try to widen your reach it may not work to your favor. Companies want to know where you are located. You are trying to target the job that is listed. Instead try to target the company. List your address with a sentence under your location. Open to relocation your value will increase! If you have more than one address and list multiple addresses I would suggest indicating which the primary address is. Leaving it to the guessing game of the person reading your resume could leave your new career in the dust. Also, adding an address that is only the city and state is okay but not much help. Some cities are very big and a commute is near impossible. Add your zip code so that the hiring authority can get an idea of the drive that you would have to make. Most companies care enough that they do not want you driving over an hour to work. It may work to your advantage in your cover letter to state how far you are from the location. If you are close to several locations that a company owns that also increases your value. Many times a person is selected because of their flexibility. 3. Use a proper e-mail address. I could write a book on the e-mail addresses. What does your say? Exclude e-mail addresses that are descriptions of your favorite activity. Do you use a family e-mail address? Do you use your friends e-mail? Does your e-mail address tell a story? Does it tell too much? Many web sites are available where you can set up a professional e-mail address to use for employment searches. The Best addresses are professional. Also, remember that a company may contact you years later to see if you are still looking. They will use your phone number and e-mail address to contact you. So, keep a consistent contact method for the best results with a resume! Next blog..the voice mail message! That is your first verbal connection. What does yours say? | 1/12/11 | Free | View In iTunes |
|
7 |
The Targeted Search | When you go to buy a house, do you just wander around looking at all the houses for sale and then just decide on one? When you need a doctor, do you just go to one because their name popped up in a google search of doctors in your area? When you’re looking for romance, do you just go out with whoever happens to express an interest . . . well, ok, don’t answer that one. The point is, you have criteria, certain requirements, and you narrow your choices accordingly. You want to find the job that will be right for you, not one that’s right for anybody, one that’s right for you. Sometimes you may not have thought about what that is. We can help you do that. Land The RIGHT Job, Not Just ANY Job! Today I spoke with an experienced Chef with high volume Kitchen Manager experience and high volume Chef experience. She said that to be honest, she doesn’t think much of recruiters, because awhile back when she was a younger chef, a recruiter sent her on a job interview with a concept that doesn’t even “cook” their food. And, she didn’t know who she was interviewing with until she got there. She decided to interview with me because of Gecko’s reputation. Period. I opened by asking what she would most consider herself, an Executive Chef or an Executive Kitchen Manager? She appreciated the question and talked about the differences and her preferences. Ultimately, she wanted to look at positions with high volume, well-known brand concepts with from scratch kitchens. Out of my 5 opportunities in her geographical area, 2 were a match. I mentioned them, she was highly interested. I mentioned one other concept that I could check with for her – she was interested in that one as well – and there we were. She now had a targeted search. Her resume will not end up in a computer database with hundreds/thousands of others. Her resume will go directly to the person in charge of hiring within the organizations we discussed. Nowhere else right now, and definitely nowhere else without her prior consent. We are different than other recruiters out there, and our candidates feel the difference. For us, it’s about relationships. For us, it’s about the Targeted Search. Both for our candidates and for our clients. Could she have landed a job by throwing her resume out there and hoping for the best, possibly. Would it have been the “right” job for her? Possibly not. Why take that chance? You don’t with your home, you don’t with your doctor, and what you do with regard to romance – well that’s your own business. Your career? Let that be ours. Targeted Search = The Right Fit. Gecko Hospitality = The Right Recruiter For You | 1/4/11 | Free | View In iTunes |
|
8 |
Why You Want to Use Gecko Hospitality | Now that the hospitality industry is out of the recession (We are out of it but the news media wants to put us back into it again), many of the companies that survived the storm are companies who know who they are, and why guests return again and again. They offer value in the way of a product and service level that is congruent to the price they charge. Value is not always the lowest price. I can get a cup of coffee at a gas station for $.99 but I would rather go to Dunkin Donuts and get a great cup of coffee for $2.00. Why, because it’s worth it. A hamburger at McDonalds is $1.00, Five Guys is $4.99, Four Burgers in Cambridge is $7.00 (grass fed beef) and at Ted’s Montana Grill it runs around $10.00. Is a burger at Ted’s worth 10 McDonald’s burgers? In my book it is. So where am I going with all of this? I was at the National Association of Personnel Services meeting in Saint Louis over the weekend when an associate approached me about an idea that they heard a company was doing. This company would sell a client 20 resumes for $600. I instantly thought about the McDonald’s Hamburger. I often review well over 100 resumes of candidates every night and many times not one of them is a fit for my hospitality clients. Why, because they aren’t the quality candidates that my clients are looking for. It’s easy to get resumes. Place an ad on a website or in a newspaper and the resumes and spam start flowing into my in-box. What’s hard and time consuming is finding the right candidate that has the background and personality that my clients are looking for. At McDonald’s you can be served your hamburger in 30 seconds. At Ted’s it takes time as the Broil Cook opens the meat drawer, reaches in to grab a handful of fresh ground beef or bison, forms the patty and then grills the burger with a lid on top because it is so thick. When my clients are looking for the right candidate, they call me knowing that I will take the time to find them the right candidate rather than just simply sending them 20 resumes in hopes that one sticks | 12/29/10 | Free | View In iTunes |
|
9 |
Hospitality Recruiting – It’s all About Listening | Are we Hospitality Recruiters or psychologists? I stop myself sometimes and wonder about this…..What makes us be successful in our industry? What sets up apart from the others? We are taking care of 100’s of companies with their management needs. We educate the candidates about these jobs, give them choices, see if they are qualified and inform these candidates about the companies; the pros and cons of these positions. For the client we see what their needs are, what criteria they are looking for in these candidates, and how they would like to set up interviews, etc… But the more I do this job, the best way I do it is by listening. I’m listening to the clients about their job needs are and who would be a perfect fit for them. Also included as a Hospitality Recruiter is listening to the client’s day, about their families, what meetings they have, how they are going to get it all done today for their boss……I believe that 80% of my business is listening to their problems, their days, and how I can help them. Also on the candidate end, listening is a big key……listening to their background, their problems, their goals, their experience…..I can find out if this candidate is a good match for our companies this way. The clients and candidates also like when I call back and ask them about one of their problems…if they resolved this issue….(you always get a thank you for asking on this one! ) Did you know that over 50% of people are not listeners? They don’t like to listen! This opens up many opportunities for the listeners out there! This business is a relationship business and if you are not a listener, you are going to have a tough time. Your referrals are coming from great relationships with your clients and your candidates. You are known for being the caring recruiter. One that will find you the right candidate; or for the candidate, he or she calls you because you are the caring recruiter that has many contacts 8 options for his or her job search… I can’t tell you how many calls being a Hospitality Recruiter I get that are from referrals. Some are from referrals from other referrals…….The candidate had a friend that had a friend that you helped and they said to call you for great contacts/ services! Or I like the client referral….if they can’t help a candidate (that wasn’t mine) , they referral them to me…….that speaks volumes! Or when your client talks to another company contact he knows and refers you…..that speaks volumes also! So if you are a great listener, this may be a great job for you! If you are not the best listener, try it for you week at work and at home……I bet you’ll find it is growing your relationships with the clients, your candidates, and home too! This will mean success for your business and your home life! The sky is the limit for great listeners in this great industry we call Restaurant Management Recruiting | 12/23/10 | Free | View In iTunes |
|
10 |
Reasons Why Hospitality Management Professionals Are Giving Notice Surprises Many | The economic downturn has certainly wrecked havoc on the U.S. economy and no industry has felt the wrath more than hospitality. However, as the economy struggles to make improvements, there are evident signs that the worst may be over for the millions of employees that call the hospitality industry home. Within the last six months there has been a resurgence of restaurant and hospitality companies struggling to replenish the management professionals that make up the heartbeat of their operations. Shockingly are the reasons why managers are leaving their present organizations for greener pastures. Gecko Hospitality, a national recruiting firm specializing in the placement of management professionals, surveyed over 425 hospitality managers who recently had left their current employer and asked them, why? Money, which is thought to be the primary reason why anyone would leave their present job, is surprisingly NOT in the top five. However, many managers will tell you that they have accepted salary concessions, longer hours and in many cases lost vacations to help stay off the recession. “If my company isn’t growing, I’m not growing” said one General Manager of a McDonald’s franchisee located in Atlanta, Georgia. “I want to get to the next level in my career and I can’t achieve that if my employer can’t secure the financing to grow”. “Managers within the hospitality ranks have sacrificed a great deal in order to prove their loyalty to their present employer but - where does it end,” commented Robert Krzak, President of Gecko Hospitality. “Companies that have the dollars to expand are the same companies candidates want to talk with first. If after the first few interviews the candidate suspects the company (presently interviewing) is not in growth mode, they will pull themselves out of contention. The risks are too high to leave their present employer for a ‘what if ‘or ‘maybe’ and add more unnecessary real estate to their resume,” exclaimed Krzak. When it comes to money and of the managers surveyed, 22% were offered an increase in salary with their new organization. As our earlier survey statistics demonstrate, money was not a motivating factor but was still offered, possibly, as an incentive to ensure there would be little chance of losing their prospect to a counter offer. Smart Move! Surprisingly, 18% of the managers surveyed had reluctantly taken a decrease in salary due in part that they were unemployed at the time the interview process had begun. While the experience and salary ranges varied, a majority of the managers having to accept a decrease in salary were senior level General Manager and Multi-Unit operators. While money may not be the deciding factor in luring a candidate from one company to another, it’s clear that hospitality managers are hungry for opportunity and growth. The scares, left by the recession, in which hospitality managers had to endure are beginning to heal and heal quickly. Organizations need to understand that it will soon become a “candidates market” and the goal of Keeping Good People will come at a price. | 12/21/10 | Free | View In iTunes |
|
11 |
Ideas for Acing a Interview | You want the job? Ideas that will impress hiring managers Many people will arrive at a job interview unprepared. Do you want to stand out to the hiring managers? Read on….I’ll give you a few ideas that you may want to take with you. Idea #1 Study your resume. Take out the trusty highlighter and highlight power words that you used in your resume. Keep your resume on your person at all times. This will serve as your guide when you get that phone call that you have been waiting for! Pull it out of your back pocket or purse. Any you will feel more prepared. Idea #2 Know your accomplishments. What groups have you been associated with? How have you helped increase sales? How have you directly reduced costs? Take credit for any associations, community service, and accomplishments. This is your time to shine! Companies want to hire people who are involved in their community and active in organizations. Think of yourself as an ambassador of your company. Always speak highly of the company that you are leaving. There may have been a disconnect and that is why you are leaving but that is okay. Even if you have left your company, write down the reason and evaluate it. Answer that question of why you are leaving in more depth than “It was just time to move on.” Sometimes it is a simple answer, lack of growth, new management, buy outs or lack of direction. People are not perfect and if we accept responsibility for our mistakes we are a step ahead. It shows that you will not repeat the same mistake. Idea #3 Do not try to make friends in an interview. Trying to make a connection with the interviewer is one thing but trying to make friends is another. You are not there to make friends. You can not believe how many times I call to interview someone and they will tell me “Oh, you are just the recruiter, I can tell you this but I would never say this in the interview.” Each time I always spend more time qualifying that individual. I think to myself “What else will they reveal with a little coxing?” Idea #4 Research the company that wants to interview you. A good recruiter will ask you if what you know about the company that you are interviewing with. Know the answers. What is the mission statement? Who is the president? Is it a company or franchise? Are they publicly held? What is their stock price? What is the history? What is the growth potential? What is their sales volume? How can you contribute? What can you do to help immediately? All good questions. Keep it simple. Be prepared. You have been studying your whole career for this moment! Good Luck | 11/24/10 | Free | View In iTunes |
|
12 |
The Culinary Rock Show Interviews Victoria Epstein | Victoria Epstein, Franchise Partner for Gecko Hospitality rocked away with Philadelphia's The Culinary Rock Show with Chris Michaels this past week. The live broadcast includes information how hospitality management candidates can apply with Gecko Hospitality and an overview of the interviewing process with several clients Gecko Hospitality serves. The Culinary Rock Show is hosted by Chris Michaels and can be heard on WIFI 1460am in Philadelphia and South Jersey. Please check out their website at http://www.theculinaryrockshow.com for more schedules and times. | 9/17/10 | Free | View In iTunes |
|
13 |
Bertuccis Executive Chef Tapped By Michelle Obama to Lead Campaign | Bertucci's Executive Chef Stefano Cordova was chosen, as well as other chefs, by First Lady Michelle Obama to participate in her program which calls on the nations chefs to adopt a school in an effort to help educate kids on food and nutrition. Chefs- Move To Schools Chef Stefano is interviewed by award-winning journalist Callie Crossley of WGBH in New England. Earlier this month, Chef Stefano was invited to the White House to kick off the campaign. | 9/16/10 | Free | View In iTunes |
|
14 |
Ruby Tuesday Podcast | Rob Leboef, Chief People Officer and Bethany Pope, Human Resource Manager are interviewed by Robert Krzak, President of Gecko Hospitality. Ever Want To Know What It's Like To Be A Manager At Ruby Tuesday's? Do you Possess Gracious Hospitality? Learn Why This An Important Management Trait At Ruby Tuesday. Is It True Restaurant Managers Receive Free Medical Insurance? How Many Hours Will I Work A Week? What's The Company's Growth Outlook? What Traits Do Ruby Tuesday Look For In Management Candidates? This podcast is filled with over 2 dozen answers to the questions restaurant and hospitality managers need to hear to get that competitive advantage during the interview process. Come and listen to the opportunities that await you at Ruby Tuesday | 2/2/10 | Free | View In iTunes |
|
15 |
Houlihans Podcast | Thuan Nguyen, Director of Recruiting with Houlihan's Restaurants is interviewed by Wendy Gawlik, Franchise Partner with Gecko Hospitality. Ever Want To Know What It's Like To Be A Manager At Houlihan's? How Long Is The Management Training Program? What Can I Do To Impress The Recruiters at Houlihan's? How Long Is The Training Program? What Is The Growth Outlook For Houlihan's? This podcast is filled with over 2 dozen answers to the questions restaurant and hospitality managers need to hear to get that competitive advantage during the interview process. Come and listen to the opportunities that await you at Houlihan's restaurants | 1/19/10 | Free | View In iTunes |
|
16 |
Lawrys Prime Rib Podcast | Carolyn Goldsberry, Vice President of Human Resources is interviewed by Wendy Gawlik, Franchhise Partner with Gecko Hospitality. Ever Want To Know What It’s Like To Be A Manager At Lawry’s ? How Long Is The Management Training Program? What Company Benefits Does Lawry’s Offer? What Are The Salary Levels? What’s The Company’s Growth Outlook? What’s The Bonus Structure? This podcast is filled with over 2 dozen answers to the questions restaurant and hospitality managers need to hear to get that competitive advantage during the interview process. Come and listen to the opportunities that await you at Lawry’s ~ The Prime Rib. | 1/11/10 | Free | View In iTunes |
|
17 |
McAlisters Deli Podcast | John Drummond, Vice President Of Human Resources is Interviewed by Robert Krzak, President of Gecko Hospitality. Discover The Exciting Management Oportunities At McAlister's Deli! How Long Is The Interview Process? What's The Bonus Program? What's New and Exciting At McAlister's Deli? What Kind Of Quality Of Life Should I Expect? Get the answers to the questions you need to know before stepping into that interview with McAlister's Deli. What's the secret to McAlister's growth? Listen and find out | 12/8/09 | Free | View In iTunes |
|
18 |
Lettuce Entertain You Podcast | Lisa Langfeldt, Recruiter for Lettuce Entertain You Enterprises is interviewed by Robert Krzak, President of Gecko Hospitality. Discover The Management Opportunities At Lettuce Entertain You What Is The Interview Process at LEYE? How Long Is The M.I.T. Training Period? What Are The Bonus Opportunities? What Is The Typical Work Week At LEYE? This podcast is filled with over two-dozen answers to give you the inside track to the excellent management opportunities at Lettuce Entertain You Enterprises. | 12/7/09 | Free | View In iTunes |
|
19 |
Millers Ale House Podcast | Susan Pastine, Director of Recruitment and Training for Miller's Ale House is interviewed by Robert Krzak, President of Gecko Hospitality. Discover What It's Like To Be A Manager With Miller's Ale House! Why Miller's Ale House? What's The Lexus Bonus Program? How Many Stores Is Miller's Scheduled To Open? How Many Hours Will I Work Per Week? This podcast is filled with over 2 dozen answers to help give you the inside track into the exciting opportunities that await you at Miller's Ale House. | 12/2/09 | Free | View In iTunes |
|
20 |
Red Robin Podcast | Scott Barshay, Regional Recruiting Manager with Red Robin Gourmet Burgers is interviewed by Robert Krzak, President of Gecko Hospitality. Ever Want To Know What It's Like To Be A Manager At Red Robin? · How Long Is The Management Training Program? · What Are The Company Benefits? · What Are The Salary Levels? · What’s The Company’s Growth Outlook? · What’s The Bonus Structure? This podcast is filled with over 2 dozen answers to the questions restaurant and hospitality managers need to hear to get that competitive advantage during the interview process. Come and listen to the opportunities that await you at Red Robin. | 12/2/09 | Free | View In iTunes |
| Total: 20 Episodes |
Listeners also subscribed to
- Hotel Interactive Radio Show, This Week in Hospitality
- Hotel Interactive Network
- View In iTunes
- Hotel Business DESIGN™
- Hotel Business DESIGN™
- View In iTunes
