Tag Archives: hospitality industry

How to resign in a professional manner.

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There’s plenty of advice out there on how to land a great job, but what about how to resign professionally? Whether you’re unhappy in your current role, have found something better, or simply feel it’s time for a change, resigning can be a stressful experience.

While the idea of dramatically announcing your departure may be tempting, it’s essential to remain professional. Taking the high road with a courteous resignation letter ensures you leave on good terms, preserving relationships and your reputation – something you’ll be grateful for later in your career, trust me!

Even if you don’t intend to return to the company, remember that your paths could cross with your former manager or colleagues at different companies in the future. Keeping your exit as professional as possible helps maintain your credibility, even if you’re leaving under less-than-ideal circumstances. Resigning with professionalism is key to safeguarding your reputation within the industry.

Here are some professional resignation tips from Daly Recruitment:

Having the resignation conversation can be awkward, but maintaining positive relationships with former colleagues is invaluable. These connections can be a valuable resource down the line, whether you’re seeking references or looking for opportunities at companies where former managers may have moved.

First, check your contract or employee manual to understand the required notice period—whether it’s two weeks, a month, or more. Honoring these guidelines is not just a contractual obligation but a matter of professional courtesy. It’s more than good manners; your termination benefits could depend on it. No matter how eager your new employer is for you to start “ASAP,” you have a commitment to your current company to fulfill your notice period. How you treat your current employer will be a reflection of how you might behave with your new one. If you leave your current employer in the lurch, your new employer may question your reliability. Remember, if they truly value you as the “right person” for the role, they’ll be willing to wait.

Before you have that conversation, make sure you’ve signed your new employer’s contract and confirmed your start date. Never resign without the proper paperwork in place.

IMPORTANT: If your new job is with a competitor, make sure you are not violating any clauses in your contract. If you choose to proceed with the new job despite any potential conflict, be aware that you may be asked to leave your current position immediately.

 

Telling your manager – Always do face to face

Show courtesy by telling your boss first, and face to face never just send an email or text.

Request a meeting to say that you’re leaving, following up immediately after with an official resignation letter (or bring this along). Do this before you tell others within the company, and it reaches your manager from another source. This is never good and shows lack of respect.

Use this meeting to clarify any points, such as your notice period and leaving date, how you will inform others (colleagues or external clients, contacts and suppliers).

Be courteous

During your resignation meeting, always make sure to take the opportunity to thank your boss for the experience and the opportunity you’ve had at your current job. In hospitality everyone knows everyone!

Keep it professional and positive

Never complain to co-workers about your dissatisfaction at work. NEVER bash your current job or bosses during an interview with a potential new employer. And never, ever, ever criticise your current job/manager on social media. Even after you’ve given you’re notice and moved on, refrain from public declaration about how excited you are to get out of there.

When asked why you are leaving, the ideal answer is “for a better opportunity.” If you don’t have another job lined up, you may have to be more honest, but always put a professional spin on it: “This isn’t the right environment for me” sounds a lot better than “I hate working here!”

Keep your resignation short and direct. Be confident about your decision to move on, you have gone through the selection and interview stage to get here, be appreciative of the opportunities you’ve had.

Notice period

Maintain professionalism and courtesy with everyone until your last day and beyond.

Make every effort to ensure that your colleagues, replacement, and clients are well-prepared for your departure. Avoid leaving loose ends and ensure there is a proper handover to your replacement or manager.

 

How do you write a good resignation letter?

Always keep a resignation letter simple, courteous and professional. You don’t need to mention your reason for leaving – especially if it reflects negatively on the company. Instead, focus on thanking your manager for the knowledge and skills you have received during your employment.

Tips for writing your formal resignation letter

  1. Address it to your direct manager. When writing a resignation letter, ensure you address it to your direct-line manager, rather than an HR manager.

Start by saying something along the lines of:

“I am writing to formally give notice of my resignation from my post/position/role as (job title) at (name of employer).

    2.  Include your leaving date. Before you hand in your resignation letter, make sure you are aware of your responsibilities in terms of the company’s notice periods ‒ you’ll often find your notice period listed in your employment contract. It is important to list your leaving date in your resignation letter as it will act as your formal written notice.

Say something like:

According to the terms of my contract, the notice period is (length of notice period) and my final working day will therefore be (leaving date).”

    3. Keep a professional tone. Despite taking on a new role, you may need to contact your former employer in the future for references. Adapt a positive, professional tone in your letter and avoid any negative language towards the company, your managers or colleagues.

  4. Always say thank you. You may need to leverage this position in the future, so you want to avoid burning any bridges. Thank your manager and the company in your letter, telling them you appreciate everything you’ve learned while in your position. That way you can move to your new job and maintain the industry connections you have at your old one.

Say something like:

“I have enjoyed working here and particularly appreciate/would like to thank you for … “

You can also mention your appreciation at being able to work in a great team or to develop your knowledge of the industry, for example.

  5. State your willingness to hand over

If you are currently in the middle of a task at work, it is favourable to include a brief handover action plan in your letter.

You could include something along the lines of:

“I will do my utmost to complete existing tasks and to assist where possible in the hand-over process.

Yours sincerely … “

Where you can, complete a full handover with replacement or manager.

Letting colleagues know of your decision to move on:

In addition to informing your closest colleagues in person, you may wish to send a brief email to others in the company. Be sure to discuss this with your manager beforehand.

Keep the message concise and professional, such as:

“As you may know, I’ve made the decision to leave the company to pursue new opportunities (in [industry/role]) and take the next step in my career.

It’s been a pleasure working with all of you, and I hope our paths cross again in the future.”

ALWAYS, remain calm, professional and courteous to all.
Hospitality is a small industry and you don’t know when or where you will meet your current team along your career journey in the industry!
Trust me on this! 

 

If you are a candidate of Daly Recruitment, we will mentor and assist you with any concerns you may have throughout this stage of the process. 

 

 

 

 

The recovery journey – The importance of investing in specialised recruitment

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As we now look towards emerging out of lockdown, many businesses will be focusing to recruit and attract strong management and teams to help them bounce back quickly. 

It’s a fact that hospitality has lost a substantial number of its people to other industries throughout the past year. The biggest challenge the industry is facing now is to attract this talent back. At Daly Recruitment our passion & mission is to assist you (employers) in the reemployment of talent back into our industry & target the talent who have moved away from hospitality to entice the exceptional skilled talent back.

Based on my ongoing research I have completed over the past number of months, the key message that keeps coming back from  candidates is that a job description or social media post isn’t enough to draw these candidates back into our industry. They want to feel they will be valued and appreciated. Now more than ever, it’s time to reach out to ourselves at Daly Recruitment who specialise in luxury hospitality management recruitment to have conversations about upcoming requirements. Behind the scenes throughout lockdown, we have been compiling a database of highly professional and experienced hospitality candidates that are willing to come back into our industry to hit the ground running for the right opportunity.

A number one client question we get asked at Daly Recruitment is  “Why did candidate X not apply to us directly and came via Daly Recruitment?”.
The answer is simple, a specialised recruiter headhunts on your behalf, following the brief they are provided. Hospitality is a small industry and everyone is well connected, many candidates (as I’ve established) now want to have a middle person to ask questions and speak with the employer on their behalf.
Moving roles, or starting a new job is a big step and individuals will want to get back into a stable job that suits them and will grow their skillset. It’s important candidates trust the guidance and direction they are given.

Reasons why you should invest and work with a specialised recruiter like Daly Recruitment:

  1. Daly Recruitment holds extensive knowledge on the industry & its people. We work in this area permanently and can quickly identify the matching of skills, people and cultures.
  2. Daly Recruitment has direct fast access to candidates, in the market and those who have left.
  3. Daly Recruitment has a proven greater reach than a post on social media and job board.
  4. We are now in a market where management candidates prefer to have a middle person to act on their behalf.
  5. Daly Recruitment take the hassle out of your search and narrow down the search based on our conversations.

Daly Recruitment has established a reputation as a leading recruiter representing leading luxury industry employers and take great pride in all our work and delivery. Providing a five star personable service to both our clients and candidates at all times.

Money spent on good recruitment is money well spent and an investment to your business!

Did you know?:
Daly Recruitment was awarded Best Luxury Specialised hotel management recruiter for UK and Ireland for 2020 by LuxLife Magazine.

We are ready to help and undertake any management / executive recruitment searches you may have across the following areas:

Hospitality | Tourism | Events | Hospitality Trade Suppliers.

To speak to Daly Recruitment about any of your recruitment requirements across the Island of Ireland and UK, please contact us on:

E: Nichola@DalyRecruitment.com

 

SURREAL is the only word that can be used to describe the last 10 months.

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As everyone has adapted to the new world of COVID-19 restrictions since March 2020, no one could have anticipated that we would still be in the position that we are currently in, almost one year later.

We are now adapting to a new way of life; we have stopped and started so many times throughout those months due to this ever-evolving devastating pandemic. But sudden and recurring closures and re-openings have brought many businesses to a complete halt; many into debt; and many questioning how much longer they can continue to survive in this climate – myself included.

Managing a business has its challenges in normal times but navigating it through a global pandemic & lockdowns has, without doubt, been very challenging. Although from my own point of view, it has equally enabled a time of huge personal development.

While many businesses have been able to adapt and innovate to generate alternative revenue streams at this time, many have had no other and, regrettably, some have been unable to do so. I admire and love to hear and read these stories – adaptability and resilience is what the world of hospitality is renowned for.

The hospitality sector is evident of innovations with many restaurants offering take away or ‘cook at home’ options which appears to have been a huge success for many. Like any successful idea, with more competition coming to the market, it dilutes the demand and means restaurants etc. are regularly changing their offerings to stimulate further demand.

It’s a tough market and, let’s not forget, many people in this current climate are unable to financially afford dining out or ordering in luxuries. Each opportunity presents its own challenge, and I wish the best of luck to all who continue adapt and evolve – if you can support these businesses, please do.

While Government support is available to businesses, the longer it continues I’m left asking if it is enough to enable businesses to survive in the long term? Furlough for example, which many believe is the lifeline to saving jobs and businesses, is not the reality for many. Furlough still presents an additional cost to the employer with paying pension, national insurance and holiday contributions.

While this may appear minimal, any cost when there is no revenue coming in is significant. The additional financial support that has been provided is not sufficient to cover many overheads that businesses have to occur on a monthly basis.

Based on this, and without additional support coming from the government, it would be naive not to expect further jobs losses in the coming months as businesses run low on funds to meet the costs still presented. Large or small, continued costs without sufficient support is unsustainable. Couple that with the uncertainty of reopening timescales, ever changing restrictions, and lack of clarity in strategy, it could get worse before it gets better.

With the news reported at the weekend that many sectors are now facing a potential reopening date of March/April, this will bring heightened uncertainty to many who had high hopes for 2021 beginning our recovery. In my own personal opinion, formed by talking to numerous businesses and strategists, it seems very clear that it will be the second half of the year before we will see any turnaround as more of the vaccine is rolled out.

In fact, the Danske Bank Quarterly Sectoral forecast published last week has predicted it will be a number of years before we witness a return to pre COVID-19 trade levels. What we are certain of is this knock-on impact which will be felt for a long time – we can only but hope for an expedient roll out of the vaccine so we can begin to rebuild and return to the world we once knew, and that itself will mean different things to us all!

As a community we all have a part to play in getting this virus under control. Adhering to the guidelines, and acting responsibly is little to ask of us, so we can avoid unnecessary pressure to an already overstretched NHS, devastating personal loss to families, and uncertain economic future. I, like all of us, am grateful for all of the work that the NHS and key workers have done over the past 10 months. Continuing to do our part now places less strain on the health service and enable them to focus on a quicker delivery of the vaccine.

With so much uncertainty, it is difficult not to feel overwhelmed. But as we all work towards brighter days ahead both personally and professionally, cooperation, adaptability and resilience is key.

Please stay safe, stay at home, and support local businesses as and where you can.

Daly Recruitment Awarded Best Luxury Hotel Recruitment Specialists – UK & Ireland 2020.

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LUXlife Magazine have announced Daly Recruitment as the Best Luxury Hotel Recruitment Specialists – UK & Ireland in their LUXlife Magazine Resorts & Retreats Awards 2020. Daly Recruitment, based in Belfast specialises in Luxury recruitment across Hotels | Tourism | Event Management | hospitality trade suppliers across the Island of Ireland and UK.
Working with a portfolio of high end clients to find that perfect match.

The resorts and retreats industry is a true goliath, accounting for multi-trillion dollar expenditure every year and single-handedly fuelling global economies. Despite this, the sector is incredibly competitive, and expectations require nothing short of excellence to reap continued success. On top of all of this, 2020 has been a disruptive force, putting many long-established brands on the back foot, with the simplest of things being rendered far from certain.

Awards Coordinator Holly Morris took a moment to comment on the extraordinary achievements of those recognised: “The hospitality industries encompass a vast array of different businesses. Companies of all shapes and sizes and in all locations contribute to creating exquisite memories for people all over the world. With this, I offer my sincere congratulations to all of those recognised and I hope you have a fantastic new year ahead.”

Ultimately, LUXlife launched the Resorts & Retreats Awards to recognise those who have dedicated themselves to offering the finest experiences, product and services in the industry. Whether established stalwarts, or up and coming newcomers, we endeavour to seek out the paragons who lead the pack and set the benchmark. With 2020 being the year it has been, it becomes more important to celebrate those who have dedicated resources to navigating the unique challenges they have faced. At the end of the day, considering everything we’ve been through over the last ten months, success, at all levels, must be celebrated.

Nichola Daly, Director of Daly Recruitment speaks of her delight at being awarded such a prestigious award. Nichola reflected on the achievement and on the year which has passed;
“2020 has been a challenging year for the sector, throughout this time we have been  side by side with the industry  throughout it all.  I am beyond delighted, and indeed very proud to win this award, up against tough competition within the market place. Daly Recruitment are extremely proud of our portfolio of clients and candidates, and look forward to working with all throughout 2021 to rebuild and repair the industry we all love. We are very grateful for the nominations and of course the wonderful support along the Daly Recruitment journey. It has been a great ending to 2002 at Daly Recruitment HQ’s to receive this award”.

About LUXlife

Published bi-monthly, LUXlife informs readers on all aspects of high-end lifestyle, including the finest, food and drink, hotels and resorts, health and beauty, automotive, jewellery, art and technology from around the world.

December 2020.

When the light goes out!…..

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The hospitality industry is all about people and the measure of success is based on how businesses treat their customers who want to feel special, recognised and cared for. This is ultimately achieved by treating them in a warm, friendly, welcoming and generous way. How many times could you say you treat yourself this way?

  • How often do you take time to care for yourself, recognise how you are feeling and treat yourself as someone special?
  • As a manager you constantly do it for everyone else so what’s stopping you from doing it for yourself?

The reason this is so important is because if you don’t take care of yourself you will ultimately be in no fit state to give that care to others.

Mental health has always been an issue in the hospitality industry, this time last year it was reported that over 80% of hospitality workers felt that stress levels were increasing and were believed to be linked to the job. This resulted in many saying that they would not recommend the industry to others. The industry regrettably is not known for its great work life balance and whilst there are those that are doing much to change this, many are still not making the wellbeing of their staff a priority. As there is so much uncertainty around the current situation this makes the industry unappealing as a career choice, in fact many are choosing to leave due to the lack of stability.

This highlights the need for investment in the wellbeing of staff where they have access to good mental health support, by this we mean helping them to adopt healthy behaviours not just physically but emotionally, socially, spiritually and intellectually. This is particularly important at this current time as many managers are dealing with so much change and ongoing uncertainty. There are many different experiences depending on which type of business managers are in and no two appear to be the same, so I think it’s important to realise that your experience is not necessarily what others are feeling. Still for the majority they are faced with countless demands, and they may not necessarily have the resources to meet them which creates an environment where they are constantly overworked and under pressure.

Burnout

As a manager there can be this need to take on everyone else’s problems, feel responsible and always be available for others. These are expectations that are in many ways unrealistic and unachievable and when cannot be met make you feel frustrated, disappointed and as if you are not doing your job well. The truth is you cannot sustain that kind of approach.

This is resulting in unprecedented levels of burnout, that feeling when the light goes out and you have nothing more to give. Like being on stage we put on a show, when at work you are so busy focussing on the challenges you don’t have time to think about anything else. It’s when the curtain falls or in this case the doors close that it can be a very different show that’s going on. Burnout is more than feeling stressed, it’s being exhausted, mentally drained, feeling like you can’t give anymore, like an empty vessel. It affects every part of your life and tends to creep up on you and before you know it, bam!

Now if a business has strategies in place to recognise the signs of potential burnout and deal with them early on then they may be able to prevent it.  This involves getting support to help build resilience, you are not invincible and it is a good sign if you can recognise that you need support, there is no shame in it.

Ways to manage your mental health

  • You have a responsibility to yourself to manage your own mental health and if that means asking for help then that is what you need to do.
  •  It’s crucial to find balance in your life and focus on what is important to you and see how you can stay connected to people who you trust, either in or outside of the industry.
  • Avoid self- medication of drugs and alcohol because that doesn’t make the problems go away, it just numbs the pain and is a temporary fix that can cause problems further down the line.
  • It’s important to get into a good routine, exercise, eat well and get enough sleep, when at work make sure you take regular breaks, this actually makes you more productive not less.
  • Focus on what you can control even if those are only small things, it will help you be able to take back some sense of power over your life and keep anxiety levels at bay.
  • Learn to delegate to share the load and let others help you, it might take time to get used to doing this but will make a difference in the long term and will result in your staff developing their own skills.
  • Be mindful of others and show empathy but remember if you do not look after yourself you will be of no help to anyone. As a manager if you cannot deal with a staff issue sometimes it is best to signpost them to help from other sources and then keep checking on their progress. You don’t necessarily have all the answers.
  • Burnout doesn’t have to be permanent and it certainly is something that can be prevented, but if experienced and treated correctly it can have you coming back even stronger, hopefully with lessons learnt to stop it happening again.

 

Author: Shirley Walker – The Seasoned Coach

If you feel you might need some help to get back on track contact me at:

Email: shirley.walker@theseasonedcoach.co.uk
LinkedIn: www.linkedin.com/in/shirley-walker  
Website: www.theseasonedcoach.co.uk

LinkedIn Tips & Advice

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Your LinkedIn profile serves as a digital and visual representation of your career journey and your unique personal brand – think of it as on your online CV. Your LinkedIn profile can be your ticket to a variety of new opportunities like jobs, partnerships, volunteering, or new business.

Your LinkedIn Profile is in many cases the most important aspect of your professional presence online. You can use LinkedIn to connect with people in your network, and recruiters often use it to find you when they are sourcing candidates.

While LinkedIn can be an effective networking tool, it’s no easy task to distinguish yourself from the billions of users who are also trying to stand out.

But just a few small improvements can have a big impact. Better yet: Just twenty minutes today is enough time to take your profile to the next level.

Now, that we are on lockdown it is a good time (while you have the time), to spruce up your profile. Here are a few suggestions by Daly Recruitment to make your profile stand out:

1. PROFILE PICTURE
It sounds common sense but start with your profile photo. Profiles with a photo get seen 21 times more often than those without. Your profile photo should be professional yet approachable, giving people a true sense of your personality.
Banner – your cover picture should be eye catching and contribute towards to your career path /story to date.
Canva is good for creating banners.

2. CONTACT INFO :
Make sure your email, phone number (if you feel comfortable), location is all up to date.
Remember: LinkedIn InMail is only available to Premium users, and you want to make sure anyone can contact you about great opportunities.

3. CREATE A CUSTOMIZED URL.
A custom URL makes it so much easier to send people to your profile—and means you no longer have to worry they won’t find you. You could share your name with 100 other people.

Here’s how to create a customised URL how in four steps:

1. Click on profile
2. Click edit profile
3. Click edit right under your photo.
4. Under contact information set your URL.
For the most professional URL try: http://linkedin.com/in/firstnamelastname. If that isn’t available, add your middle initial or industry – always keep professional.

4. THE ABOUT SECTION:
The About section of your LinkedIn profile is the ideal way to highlight what makes you unique and stand out to your industry – include all skills, awards accomplishments on your career to date which are related to your industry and career.

The more robust your profile, the more you likely you are to get notice. Always select an industry, because recruiters / employers often use that field to search.

5. HEADLINE:
Don’t forget the headline, since it is right at the top of the page when someone views your profile – ensure it reflects your current role and skills.
Your headline is one of the first thing people when they view your profile.

TAKE NOTE:  Every time you change your current position or company, LinkedIn defaults your headline to your updated title. As you might guess, that’s not the best way to attract recruiters. Instead, you want a strong and unique headline to make you stand out.

6. THE EXPERIENCE SECTION OF YOUR LINKEDIN PROFILE IS YOUR ONLINE CV.
When updating your profile, it is important to include employment (current and past), education, and industry. While you might not include every job in your past on a traditional CV, it is appropriate to include your entire work history on LinkedIn.

To quickly create a profile, review your CV and copy/paste the relevant information into your profile. It’s essential that your CV matches your profile because prospective employers will check. However, when you get more time, make sure to add as much as possible to your LinkedIn profile. Employers expect your CV to be somewhat condensed and specific to the job you seek. But your LinkedIn Profile should contain more detail and be an extended version of your CV.

Also, don’t overlook summarising each job you’ve had in your experience section. Remember:
This gives your audience more insight into your skills and background.

7. THE SKILLS AND ENDORSEMENT SECTION
The Skills and endorsement section are an important aspect to your profile. Endorsements are a great way to get recognized for your skills and help build your professional reputation. It’s a way that recruiters / potential employers can find you and how your connections can see, at a glance, your core competencies.

In fact, your profile is more likely to get viewed if it includes skills. Just like you did with the Experience section, you use your CV to get started with a list of skills to include.  Focus on the skills that highlight your strongest assets and are most relevant to your career goals.

Top tip: is to read your past job descriptions (if you still have them), or the job descriptions of jobs you seek. Include any key words you find that are relevant to your skills and experience.

As your role changes and your expertise grows, make sure to refresh and reorder your skills!

8. TAKE TIME TO ASK OR RECOMMENDATIONS
Take time to request LinkedIn Recommendations from people you have worked with whom carry a lot of weight. To a potential employer, a LinkedIn recommendation is like a reference in advance.

Request them from your former bosses (so long as you still have a good relationship with them), mentors, and/or college professors.

On a “what not to do on LinkedIn” note, don’t ask people you don’t know for references.

9. INCLUDE YOUR ACCOMPLISHMENTS
Use the Accomplishments section of LinkedIn to highlight projects you’ve worked on, awards, industry courses completed and any other accomplishments you have contributed to i.e. part of team that gained upgrade on star status, Michelin listing etc.

10. HOW TO STAND OUT
Look at other industry peers’ profiles, make yourself stand out from others. Look at wording and all of the above. Be different. What is on your profile to make you stand out from someone with same position in a different property.

11. CONNECTIONS
The right connections are more important than the actual number of connections you have. Ideally, you want connections that are relevant to your line of work, that can potentially lead you to a job opportunity, or can provide valuable advice. Engage with your connections to make you stand out and be noticed.

LinkedIn goes way beyond your personal network. It allows you to keep up with people in your industry as well as successful people who inspire you. By following key leaders and influencers, your newsfeed will fill up with advice that’s relevant to you.

12. TURN OFF LINKEDIN ACTIVITY BROADCASTS WHEN YOU’RE JOB HUNTING
You don’t need to advertise the fact that you are job hunting, especially when you’re employed. When you are job searching and don’t want your employer to know that you’re updating your LinkedIn profile, it’s a good idea to turn off your activity broadcasts. Here’s how to set your account, so your updates don’t show in your feed:

  • Click Settings (Under your profile headshot on the top right of page)
  • Scroll down to the section, “How others see your LinkedIn activity.”

Examine all the other viewing features on this page to see if you feel that any other privacy features apply – change accordingly.

13. PROFILE VISIBILITY
Finally, make your profile public, so people (employers and recruiters) can find you via searches.

14. VIEWING PROFILES ON LINKED IN
Just so you are aware people, people get notifications on LinkedIn when you visit their profile. Not everyone is aware of this!

 

REMEMBER:

Your LinkedIn profile is the gateway to your professional career success, so let the world know what makes you special. By making these updates to your LinkedIn profile now, you’ll be showcasing the very best of you and your strengths.

It’s a small investment you can make now to prepare your career for the next opportunity, decade and beyond…

The importance of self belief in job searching.

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What holds you back is not what you think you are, it’s what you think you are not!

When you apply for a job, you are asking a prospective employer to believe in you.  That leap of faith will be much more likely if you believe in yourself. Self-belief is critical to your job search.  It creates a confidence that comes through in every encounter, allowing you to effectively sell yourself and get hired.

Many job seekers are at a time in their life when they feel deeply insecure. Perhaps you’ve been laid off creating a feeling of not being wanted or valued. Perhaps a long job search has led to multiple rejections, eroding confidence. In a culture where people are sometimes identified by what they do, being out of work may create an identity crisis. In a culture where income can define people, not having income can create feelings of negative self-worth. Whatever the reason, confidence and self-belief can sometimes be hard to come by during job search. Here are some ways to build yours up:

Review past achievements. As part of your job search, you should have a comprehensive list of career achievements and the skills they exemplify. While you created the list to use in sharing your value with employers, it’s also helpful for you to look over that list regularly and remind yourself of how capable and successful you have been. If you did it before, you can do it again!

Ask for help. Share your struggle with a friend and ask him or her to help you by identifying your strengths. Sometimes hearing it from someone else is powerful.  You may also have a networking conversation with a past colleague and ask “What do you view as my biggest strengths?”  The answer may shine a light on a strength you hadn’t considered, or it may reinforce something you knew. Either way it will boost the positive feelings you have about your ability.

Build new successes. If you’ve been out of work for awhile, you may wonder if you’re still capable of getting in there and doing great things. By getting active right now, you’ll see you are still very capable, and this reminder will build your self-belief.

Play the part. Like smiling when you are nervous, displaying a confident exterior often causes a positive change in mindset. Share your achievements with pride and use them to demonstrate your future value. As you do this with others, it will become more real to you, building your self-belief in the process.

Take time regularly to build up your self-belief. Beware of projecting insecurity or negative self-image because this will hurt your job search. Instead, believe in yourself and potential employers will believe in you.

If you would like to discuss any possibilities, please get in touch with Daly Recruitment we will advise on steps and route to take to get back on track.

Remember: What holds you back is not what you think you are, it’s what you think you are not!

How to respond to a Counter offer.

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Retaining good quality staff is a problem for many employers, and statistics prove 50% of employers are likely to respond to an employee’s resignation announcement with a counter offer.

There are employees who will hope that they will be approached with a counter offer, for others it will be the last thing they want to be presented with. Either way you have to be open minded about what exactly you are seeking and why you are in the situation you are in! A negotiation process can prove tricky, but always keep your goals and level of professionalism high up in the agenda throughout.

For an employee the decision to accept a counter offer can have a lasting impact on your career.

There are a number of factors for the employee to consider:

  1. Will accepting the counter offer address your initial reasons for job searching in the first place?
  2. Is the counter offer in your best interest? Remember it’s cheaper to offer a pay rise or promotion than it is to hire and train new staff members.
  3. Will relationships with management be impacted in the future now they know you have been seeking an exit? Employer may view this as less trustworthy.
  4. Make the decision you think is best in line with your goals, and not something you might regret in 3 month’s time.
  5. If you have gone through this process with a recruiter, that recruiter may not represent you again as trust will be lost

It’s a well-known fact counter offers do not work out in the long term! Some interesting statistics employees and employers should know on counter offers:

  • 60% of UK based employees who accept a counter offer end up leaving within six months.
  • 80% of candidates who accept a counter offer will end up leaving within 18 months!
  • 9 out of 10 candidates who accept a counter offer leave their current employer within the 12 month mark!
  • 50% of employees that resign will be counter offered by current employer!
  • 50% of employees who accept a counter offer returned to the job market within a 60 days!

As yourself this question:

Where you declined this pay rise before you proceed to explore job market?

If so, do you want to stay in a company that doesn’t reward its employees until they hand in their notice? This is a huge factor in losing staff, employers shouldn’t want until this point to retain the staff member as the employee has already been exploring the market place and is  unsettled In current position.

While financial rewards are attractive:

Research has shown that employees are most likely to look for a new job opportunity that can offer them career progression. Accepting a counter offer purely for financial benefits doesn’t mean that you won’t still feel dissatisfied in your role in months to come.

It’s only a temporary fix!

How to deal with a counter offer:

Financially motivated?

If the reason you are here is financially driven, you should know your market worth. We would advise contacting recruiters in your field to benchmark your salary range against the marketplace. A specialised recruiter (as Daly Recruitment are in hospitality) will have access to this information and be able to guide you. It’s always a good way to introduce yourself to a recruiter who specialises in your sector, as you never know what potential opportunities may arise in the future.

Remain professional at all times:

Don’t use this an opportunity to vent your anger at management to cover ground on previous requests or treatment. This will cause the deal to break down and there will be no winners!

Always go into negotiations professionally, with a positive and good attitude.  Remain on good terms at all times. Be careful you never know when paths may cross again!

Know your team structure:

If you are a key member of staff and only one who knows how to complete your daily tasks, you are in a strong position. If you are part of a strong team and others have their eye on your role. It’s not advised to negotiate a much higher salary as your employer may accept your resignation and offer promotion internally! Your decision will be removed from you.

Again, we go back to the point should you really have had to hand in your resignation to get the pay rise/promotion you had previously declined?

Stop and think of your reasons and career goals!

Think objectively, ask yourself which opportunity will add most value to your goals, is that career or a work life balance? Reflect on what is important and speak to other employees who are in the other company and ensure the decision matches your personal goals also.

Reflect on all areas of your life and consider the deal breaker options and ask yourself will this counter offer bring about that change I’m seeking?!!…

Decision Outcome:

Accept – Be aware your resignation will not be forgotten and may jeopardise any future promotion due to loyalty. You may develop a feeling of guilt towards management and your team.

Decline: Thank your employer for the opportunity and confirm your intention to leave for pastures new. Leave the door open and always try and leave on good terms.

Hospitality is a small industry!

Remember as an employee you’ve been unhappy enough at work to not only look for another opportunity, but to interview and take the time to explore the market!

If you work in hospitality and want to discuss your market worth or need some advice on any aspect of your career journey, please don’t hesitate to contact Nichola on Nichola@DalyRecruitment.com to arrange an over the phone chat or a coffee!

People don’t get success overnight or by getting lucky.

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People don’t get success overnight or by getting lucky.

NO ONE achieves their dreams by sheer luck alone. ❌
It takes EFFORT & HARD WORK.
It takes years of PERSEVERANCE & DETERMINATION.
It’s spending every waking hour thinking, planning and preparing until you are on the right track on the journey towards meeting your goals.
And, IT IS NOT EASY. ❎
So, if you want that dream job and I mean REALLY want it, stop waiting on lucky coincidences to happen.

Get up and get going, (register with Daly Recruitment off course????) and work towards that DREAM! ✨✨

You do not just wake up and become the butterfly ???? – growth is a process.

At Daly Recruitment we work with the leading hospitality employers across the island, who invest in your growth and development. ????✅
Become that butterfly with our assistance ???????? –

We are here to help you on that hospitality journey. ????????????

Find us on instagram and twitter @DalyRecruitment

Hospitality book recommendations for quarantine.

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Some recommendations for hospitality books to read throughout quarantine, these have been recommended by industry friends and colleagues.