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Restaurant Leaders Differ in Strategies

nospam@example.com (Premier Solutions) — Thu, 23 Jun 2011 13:35:24 -0700

As I talk with restaurant industry leaders around the country, I ask them
how they are responding, in terms of growth and staffing, to the current market
climate. What I've discovered is that there are primarily three schools of
thought on the matter. One reaction I'm hearing is some
concepts, out of necessity, are making cuts in many areas to insure they weather the storm.

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Restaurant Recruiter Reveals Best Hiring Practices in a Tough Economy

nospam@example.com (Premier Solutions) — Wed, 20 Apr 2011 12:56:47 -0700

With the current market
negatively affecting the restaurant industry on several fronts, some concepts
are cutting back on their recruiting efforts and many managers are hoping to
ride it out with the concept they are currently with. The perception is often
that the “sky is falling” and neither restaurants
nor restaurant managers should make a move. “In some ways, this is the best
time for a quality restaurant manager to make a change,” says Brian Bruce, a
restaurant executive recruiter
for Premier Solutions in Oklahoma City. “During uncertain times, restaurants
need strong leadership from managers who can produce. My search practice is as
busy as ever because the client restaurants I choose to recruit for don’t want
to waste their time talking to restaurant manager
candidates who can’t produce. Most of those can be found answering ads in the
paper or on the internet.”
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How to Interview a Restaurant Manager

nospam@example.com (Premier Solutions) — Wed, 20 Apr 2011 12:51:34 -0700

I've found that a considerable number of hiring managers are often lacking a
purposeful direction during their restaurant manager interviews as evidenced by the questions they ask. Upon review of a
candidate after an interview, some hiring managers have no concrete fix on
whether the candidate can achieve the results needed in the position. For this
reason, I have assembled the following guide to assist hiring managers to ask
the questions that will leave them with something more than a good or bad
feeling after an interview:

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Why You Must Avoid the Counterproductive Counteroffer!

nospam@example.com (Premier Solutions) — Wed, 20 Apr 2011 12:47:43 -0700

Accepting a counteroffer from your current employer can stifle and even threaten your career. I'm
not talking about the typical give and take of salary negotiations type of
counteroffers. I'm talking about the possible (and even likely) offer of more
money (better schedule, fewer
hours, etc.) made by your current employer to get you to stay in your current
position once you have turned in your notice.

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6 Ways Your Restaurant Recruiter can Help You get a Higher Starting Salary

nospam@example.com (Premier Solutions) — Wed, 20 Apr 2011 12:38:17 -0700

While money isn't everything, planning for salary discussions and negotiations should be an important part of your job search preparation. Your executive recruiter should be walking you through every step of this process. Following are six steps to help you negotiate a higher starting salary.

Step One: Know your worth in the marketplace.

The key to any successful salary negotiation is information, so do
your homework to assess your competitive value. Find out from
your recruiter what salary range the client company is looking to hire within. Do some
research on your own and find out the pay range for the level of
restaurant management you’ve
obtained. Once you know the going salary range, take into consideration
your skills, education, experience and any unique value (are you
relocatable, bilingual, etc?) you bring to the prospective employer to see where you would rank within that range.

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