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Digg it UP - Restaurant Training - Choosing Your Cast for Restaurant Show Business
Every year as the holidays approach, most jobseekers and career changers make the mistake of halting all their efforts. They believe there is no point in pursuing new opportunities during the holidays, and that nobody is making hiring decisions until January, so “why bother?” Many decide to do absolutely nothing from mid-November to the second or third week in January!Making these kinds of assumptions about the holidays is, again, a huge mistake!When it comes to the holidays, I suggest you become a "contrarian" – and do what all the o
Many industry sectors have abatement professionals and consultants and there are even trade journals specializing in these things. Unfortunately the greatest abatement consultants are so busy that they generally cannot even return phone calls as they travel the world putting out fires and handling crisis management. The issues, which are most pressing are those dealing with multiple reactions caused by abatement procedures in one sector which affect another and the law of unintended consequences which occur.For instance let us take an indust
When you are casting, it is important to place people in suitable roles. The costs involved with hiring an individual should be a strong deterrent to rushing into decisions you may regret in 1 weeks time. Remember, once the casting decision has been made, your entire productions' reviews are going to depend on the various people you have chosen for the performance.
Don't be fooled by first appearances and beware of being overly impressed by what appears to be an excellent Resume. Although these can provide a valuable insight, neither may be truly indicative of whether an individual is suitable for the role you wish to fill.
Obviously the show must go on, but it is important to invest the time and effort needed to get the right person- A well planned approach can go a long way in accomplishing this.
Here are a few casting tips to get you started.
1. Treat every vacancy like an open role in a play. Define the role you are auditioning people for in terms of the part the new cast members must play and how they will have to relate to the other members in the cast. Make people skills and technical knowledge of equal importance in your hiring.
2. Identify the skills needed for the role. Once the interview begins, it's too late to start thinking about what you want to learn. Based on the job description and your knowledge of the role you are casting, what traits or personal attributes do you want new cast members to possess? Friendliness? Courtesy? Optimism? Creativity? How will you judge the presence or absence of those traits to your satisfaction? Focus the various stages of the selection process on the real-world skills demanded by the part you're trying to fill.
3. "Screen test" your applicants. Consider the way applicants treat your staff, which may be a good indication of how they will treat your customers and their co-workers if hired. Try role-playing difficult customer situations with applicants, or posing "what would you do if" questions based on the kinds of situations likely to occur on the job. You don't want to listen just for "right" or "wrong" answers. You can train them to use the right wor
Government regulation and public awareness are external forces that have increased the social responsibility of business. But business decisions are made within the company. Two contrasting philosophies, or models, define the range of management attitudes toward social responsibility; the economic and the socioeconomic model.According to the traditional concept of business, a firm exists to produce quality goods and services, earn a reasonable profit and provide jobs. In line with this concept, the economic model of social responsibility hol
Obviously the show must go on, but it is important to invest the time and effort needed to get the right person- A well planned approach can go a long way in accomplishing this.
Here are a few casting tips to get you started.
1. Treat every vacancy like an open role in a play. Define the role you are auditioning people for in terms of the part the new cast members must play and how they will have to relate to the other members in the cast. Make people skills and technical knowledge of equal importance in your hiring.
2. Identify the skills needed for the role. Once the interview begins, it's too late to start thinking about what you want to learn. Based on the job description and your knowledge of the role you are casting, what traits or personal attributes do you want new cast members to possess? Friendliness? Courtesy? Optimism? Creativity? How will you judge the presence or absence of those traits to your satisfaction? Focus the various stages of the selection process on the real-world skills demanded by the part you're trying to fill.
3. "Screen test" your applicants. Consider the way applicants treat your staff, which may be a good indication of how they will treat your customers and their co-workers if hired. Try role-playing difficult customer situations with applicants, or posing "what would you do if" questions based on the kinds of situations likely to occur on the job. You don't want to listen just for "right" or "wrong" answers. You can train them to use the right wo
25% of reportable injuries in the work place are caused by incorrect manual handling. With more than 25 percent of all reportable injuries in the work place being caused by incorrect manual handling procedures and with an average of 11 working days being lost per injury, this area is one that requires careful consideration, especially when in the UK the total costs of such injuries to employers is estimated at ?335 million pounds…Training required for all staff whose duties include any lifting a few casting tips to get you started.
1. Treat every vacancy like an open role in a play. Define the role you are auditioning people for in terms of the part the new cast members must play and how they will have to relate to the other members in the cast. Make people skills and technical knowledge of equal importance in your hiring.
2. Identify the skills needed for the role. Once the interview begins, it's too late to start thinking about what you want to learn. Based on the job description and your knowledge of the role you are casting, what traits or personal attributes do you want new cast members to possess? Friendliness? Courtesy? Optimism? Creativity? How will you judge the presence or absence of those traits to your satisfaction? Focus the various stages of the selection process on the real-world skills demanded by the part you're trying to fill.
3. "Screen test" your applicants. Consider the way applicants treat your staff, which may be a good indication of how they will treat your customers and their co-workers if hired. Try role-playing difficult customer situations with applicants, or posing "what would you do if" questions based on the kinds of situations likely to occur on the job. You don't want to listen just for "right" or "wrong" answers. You can train them to use the right wo
Return to your advertisement investment. Outdoor advertisement is one of the channel that can bring sure return to your advertisement investment. Here we will discuss about the Exhibition Display System and Flag Poles, which can be place inside or outside the premises and can be use at the Exhibition or places where potential clients walk through.Exhibition guaranteed to attract customers. The display systems are a breakthrough in convenience In the modern era it is difficult to find an advertising channel that can bring maximum Display Syst
3. "Screen test" your applicants. Consider the way applicants treat your staff, which may be a good indication of how they will treat your customers and their co-workers if hired. Try role-playing difficult customer situations with applicants, or posing "what would you do if" questions based on the kinds of situations likely to occur on the job. You don't want to listen just for "right" or "wrong" answers. You can train them to use the right wo
One of the strategies I teach to PULL your business forward, almost effortlessly, is to create a powerful vision for your business. My private clients have found this exercise to be both motivating and inspiring, and I'm certain you will too.Once a year, I take a short retreat to work on revising my vision for my business (and my life). This is an annual break I take away from my business (but with my family, although some of my clients prefer to go it alone, which is perfectly fine) to really think about and decide what I want the next 1 to
4. Use multiple selection methods. Remember test anxiety in school? Job applicants get it too. Instead of sifting all applicants through one coarse screen, use a succession of fine ones to help you differentiate.
5. Ask the right questions. There are questions that can be very effective in determining the general suitability of an individual applying for a role in your show. Following are several that can be adapted to your particular requirements
-What does "great service" mean to you?
-When was the last time you experienced great service and how did it make you feel?
-In visiting the restaurant today, did you feel welcome- did you notice things we could improve on?
-The restaurant business is a people orientated business- What
-Characteristics do you have that you feel are well suited for this role?
-How would you handle a difficult customer?
-What do you like most about being in the hospitality business?
6. Emphasize mutual selection. Applicants need to make as good a selection decision as you do. Just as you want to pick the right person, you gain by helping them pick the right position and organization. If they make a poorly informed decision and discover it only after being on board for a while, you will end up with a competent but unhappy camper.
7. Recruit actively. Good people may not always find you. Sometimes, you have to find them. Where have your best people been coming from? Reward your people for introducing new candidates by paying a bounty for bringing in friends, former colleagues, even relatives who are capable of filling roles in your production.
8. Hire people that are right for the role they need to play. Customer focu
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