Tag Archives: hospitality recruiter

Writing a CV

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There is only one opportunity to make yourself stand out before landing that all important interview. Make sure you sell yourself from the word GO!

Get the basics right! 

Here’s our top tips before starting: 

  • One CV does not fit all roles, adapt your CV to fit with the job description and company! 
  • Don’t spend too much time on design. Focus on the content.
  • Research the role and company before starting a CV and keep all duties and company ethos in mind when completing.
  • Always get someone else to proof read your CV before submitting, a second critical  eye can provide a fresh approach.
  • Don’t rush, leave yourself plenty of time to compile your CV before the closing date. 
  • NEVER LIE ON A CV! You would be surprised at the amount of people who get caught out – don’t even consider it!  
  • Ignote the two page myth, I have witnessed many candidates not including vital information as they kept the CV to two pages. Try not to exceed three pages though. Don’t include irrelevant information, ensure all is relevant to the role you applying for! 

`Presentation

  • A CV is always about substance rather than style.
  • Keep it simple, do not use coloured block columns. 
  • Ensure it’s easy to read.
  • Pick a standard professional font, size no smaller than 11. 

Writing your CV:

  • Always include a short personal statement (2/3 lines) that summaries your key skills and experience to date. Keep it brief and precise with key words associated with position you are applying for.
  • Ensure your contact information is clearly visible so your potential employer can get in touch with you either via email or telephone. 
  • Refrain from including any personal information that may be deemed as discrimination. 
  • Begin with your current or most recent employment or alternatively list your recently completed education such as a recent degree (within the past two years) if you don’t have any significant work history. 
  • Include month and year of starting and ending jobs and ensure they are accurate. 
  • Explain any employment gaps, don’t leave it as unexplained as many employers will pick up on this and you may not get an opportunity to explain this.
  • Tailor your experience to points on the job description for the position you are applying.
  • Always be assertive and positive in work history.
  • Keep information and skills relevant at all times.
  • Skills and achievements – ensure they are relevant and kept to last five years. Don’t include any that have no relevance to the industry you are applying within. 
  • Qualifications – always start with latest and work backwards. 
  • Don’t list personal details of references. State they are available upon request.  This avoids any scenarios of references being contacted without your consent.

Finally before submitting:

  • Always make sure your CV is up-to-date before submitting.
  • Have someone proof read it for you and listen to their input.
  • Imagine you are the recruiter, read over your CV and ask yourself if you were recruiting for the role would you invite you for interview. 
  • Once your CV is submitted you another opportunity sell yourself, unless you are invited for interview. This is your first chance at making a lasting impression. Make it count. 
  • Finally, ensure all social media platforms are turned to private (or deleted) before submitting a CV for consideration as 87% of employers check these upon application. Ensure profile pictures and posts don’t include anything that may impact your application…… 

 

Words have power – Words and jargon to avoid in today’s job descriptions..

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Getting the right people in the door for the right job is a challenge for many businesses. The recruitment  process begins with a well-crafted job description. Job descriptions are a communication tool between the employer and candidates, and it is viewed by candidates as a mini preview of your company culture.

I recently consulted with a small business in hospitality on job descriptions, and as a result, their recruitment campaign was a huge success. By applying simple changes, they were able to attract a calibre of talent they had previously not been able to tap into.

Revisiting job descriptions and paying attention to wording and phrases will impact how your business is viewed as an employer. After all this is what will attract a candidate to your business, and represents your employer branding. Descriptions packed with jargon and words that you are used to have become meaningless, and in today’s era can have a double meaning. Many of which can be deemed as red flags for the workplace culture.

As an example, ‘Family’. Once a key word and viewed as welcoming, is now one to avoid. Family means different things to all individuals, good and bad so be mindful of using this term, as it can be misconstrued that boundaries are violated and remember not all family life is happy. As a successful HR senior peer recently pointed out to me, many families can be dysfunctional, and individuals don’t want that culture in a workplace which is a very valid point!

Here are some other examples of words and phrases we see featured in job descriptions daily which are simply off putting in today’s era. If you can, try and avoid words such as:

  • fast-paced
  • enthusiastic
  • detail-oriented
  • multi-tasker
  • Passionate
  • enthusiastic
  • dynamic
  • Works well under pressure

These types of words and phrases are used so much in job descriptions that they have lost their meaning and effectiveness. If you use them in your job ad, you risk your description blending in with the rest, and you want you want to stand out from the other job descriptions the candidate has just glanced over.

When detailing what you are looking for in a candidate, specificity is key. Vague business jargon is simply content filler that is distracting from seeking out the qualities and skills you want.

Example:

Instead, use phrases that show what the job entails as well as the skillset required for the job. For example, instead of saying that you are seeking someone driven, indicate that the role requires someone with a proven ability to meet quick deadlines. This prompts anyone applying to have evidence of this skill ready to be discussed in an interview or cover letter.

The more natural your job posting reads, the more likely it is that candidates will respond.

To avoid any mishaps, always use neutral language whenever possible. Not sure if something has a bias or reads inviting?  Ask a colleague to review and get their interpretation of the wording prior to hitting “Post.”

Daly Recruitment offers an hourly consultancy service to assist businesses in this area, if you would like to discuss options for your business, please email Nichola on Nichola@DalyRecruitment.com

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

 

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

NEVER criticise former (current) employers or colleagues

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It’s a common question by potential employers at an interview to ask. ‘Why did you leave ……  position?’

It might seem to you to answer and justifiable to say:

  • ‘My manager didn’t have good managerial skills. I feel my knowledge and experience was carrying them.’
  • ‘I was working more hours than management for half the salary.’
  • ‘Their expectations were too high.’
  • ‘They failed to recognise my potential, even when I pointed it out to them, but it’s their loss.’

Your boss or colleagues may have appeared that way to you, and everyone is entitled to their own opinion, however if you feel like this I would strongly advise you speak with your employer and make them aware of this. Allowing them to understand what you are feeling, and to see can this be rectified. Sometimes a conversation is all it takes to open the lines of communications, in order for everyone to have that understanding and put things right.
If it’s beyond that stage, and you feel any of the above statements, don’t use an interview – which is about you to express this annoyance.

Many potential employers will view this that you have brought negativity to the interview, producing a red flag to the panel. The first thing you have done, is give a bad bitter vibe off about you. Please remember hospitality is a small industry, and the panel may know your manager extremely well. At the very least they will question your loyalty – not in terms of how long you stayed in the role, but in terms of how professional you are even after whilst working / leaving an organisation.

Please see how important it is that you always maintain professionalism in an interview, this will very much reflect on you!

ALWAYS Keep your emotions about past employers and work-related experiences under control. Venting and expressing your feelings about past employers or colleagues, does not portray a good picture and potential employers will not want to bring that vibe into their organisation.

Don’t sabotage yourself during job interviews. They are hard enough to get right now and think of the all the preparation you have put into getting to this stage, so don’t to undo all your hard work with unprofessional comments about past employers or colleagues.

Always keep the tone of the interview professional, and let your true personality shine through. Engage with the panel on other topics that you have spent hours preparing on delivering.

Think of other reasons to answer the question like:

  • You are looking for better career prospects, professional growth and work opportunities.
  • You want to join a larger company that development opportunities are available to develop within.
  • You want a change in career direction
  • You are looking for new challenges at work
  • You were made redundant.
  • Your company was restructuring
  • Your company underwent a merger or an acquisition – rebrand.
  • Your job duties have been reduced, or your job outsourced
  • You have to travel on business too often
  • You are employed on a short-term contract.

You have to keep the reason for leaving consistent during both the exit interview at your old workplace and the job interview at your new one. This way, your new employer will have no misgivings about you after performing a reference check.

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!

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.