Tag Archives: hospitality recruitment

The Fall-Out of Accidental Managers in Hospitality: When Job Titles Don’t Match the Skill

Blog, ,

In today’s fast-paced hospitality world, many individuals have risen into managerial roles without the necessary skills or experience to succeed. These “accidental managers” often ascended to leadership positions due to factors like tenure, strong work ethic, or simply being in the right place at the right time. However, when their job titles didn’t align with their skill sets, they are finding themselves struggling to advance in their careers.

 

Accidental managers are facing significant challenges in the hospitality industry, with some accidental managers mistaking ambition for ability, but the two are not the same. While they may have excelled in their previous roles, they often lacked the essential leadership, communication, and strategic thinking skills required to manage a team effectively. Many didn’t recognise their skill gaps, and without self-awareness, they continued to push forward without seeking the development they needed, resulting in frustration and stagnation. This disconnect between job expectations and personal abilities makes it difficult for them to progress, leaving them overwhelmed by responsibilities like decision-making, conflict resolution, and team management.

 

Unfortunately, many accidental managers remain unaware that their lack of development is preventing their growth. Without actively seeking leadership training, mentorship, or self-improvement, they were unlikely to achieve the success they aspired to. This will lead to burnout, disengagement, and a sense of failure. Their inability to grow is keeping them stuck in roles that no longer aligned with their capabilities, stalling their career growth and goals.

 

This issue is particularly critical in the hospitality sector, which is facing a crisis of skilled leadership. High turnover and rapid growth have led to an increased reliance on individuals promoted into management roles without the proper training. As a result, hospitality businesses are struggling with inconsistent guest experiences, high staff turnover, and operational inefficiencies, ultimately affecting their bottom line.

 

To address this challenge, the hospitality industry needs to invest in accidental managers for the future. Providing targeted leadership training, mentorship, and development programs will help bridge the gap between their current skill sets and what’s required for effective management.

 

For the long-term success of the industry, businesses must prioritise leadership development to strengthen their management teams, reduce people leaving our industry out of frustration, and improve service standards. By investing in the growth of accidental managers, we can ensure they have the tools to succeed, overcome initial struggles, and ultimately progress in their careers, creating more effective leaders and fostering a stronger, more sustainable industry which we are proud of.

How as an industry we must act on this:

As an industry we can no longer afford to overlook the fallout caused by accidental managers and the lasting repercussions it is having on the future of the hospitality industry. The impact of these ill-equipped leaders extends beyond immediate performance challenges; it is eroding the overall calibre of hospitality professionals, stunting the growth of future leaders. As these accidental managers struggle to bridge the gap between their current skills and the demands of their roles, the long-term consequences are felt across teams, guest experiences, and the broader industry.

 

If this issue is not addressed, it will continue to undermine the potential of new generations of professionals and hinder the industry’s ability to thrive in an increasingly competitive environment. 

 

Recruitment Trends to Watch for in 2025

 

Writing a CV

Blog, , , , , , , , , , , ,

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…… 

 

Take the Stress Out of Recruitment: Partner with a Specialist Independent Recruiter

Blog, , , , , , , , , , , , , ,

If you’re looking to attract top hospitality and tourism management & executive level, partnering with Daly Recruitment will take a lot of hassle and time away, whilst delivering vast industry knowledge and insights. Here’s why:

1. Market Expertise: As a specialist recruiter we hold in-depth knowledge of your industry and the talent pool, enabling us to find the best candidates who meet your specific needs.

2. Faster Hiring:  By tapping into a network of candidates who are actively job searching, a we can speed up the hiring process, presenting you with qualified candidates quickly.

3. Exclusive Candidate Insights:  As specialist recruiters we have access to candidates and industry insights that may not be available through job boards or other agencies. This gives you a competitive edge in finding the right fit.

4. Efficient Candidate Filtering: Rather than sifting through countless CVs, we only submit candidates who meet the exact skill set you’re looking for — saving you time and effort.

5. Confidentiality and Trust: We work on many confidential assignments and have established strong, trusted relationships with candidates. This enables us to present opportunities to individuals who may not be actively applying but are open to the right offer.

6. No Lazy Recruitment: Unlike general job boards, we don’t rely on mass postings. We proactively engage with the best candidates, ensuring you’re connected with the right people.

7.  Valuable Market Insights:  As a specialist recruiter we provide valuable salary benchmarks and insights into the competitive job market, helping you stay ahead and make informed decisions.

By working with a specialist recruiter, you’re not just filling a vacancy — you’re making a strategic hire with access to expertise, insights, and an exclusive talent pool.

Let us help you find the right fit, faster and more efficiently.

 

Contact Daly Recruitment

  • This field is for validation purposes and should be left unchanged.

How to resign in a professional manner.

Blog, , , , , ,

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. 

 

 

 

 

Be realistic with expectations.

Blog, , ,

CANDIDATES: 

When applying for a job do you always look at their essential criteria? This will always indicate whether you have the skills and requirements the employer is requesting.

Set realistic expectations of roles you are hoping to develop into, look at jobs and opportunities that will lead you to your chosen destination.

Be practical on the requirements of the role, for example seeking a food and beverage manager position within a hotel that is 9-5, Monday – Friday is not reasonable nor is it reflective of the requirements of that role.  By doing this you are setting yourself up for disappointment as these requirements truly don’t exist.  You most certainly will have to go through this journey if you wish to reach the Hotel General Manager position.

Very few jobs are 9-5 anymore, and definitely not in hospitality. One of the main elements of working in the hospitality sector is the flexibility the hours provide flexibility in work means flexibility outside of work also.
If you don’t like to work a 9-5 job and do the same thing every day, then this is the sector for you.  Your hours will vary, and no two days are ever the same.
You will struggle to find a 9-5 in this industry, it’s not impossible but don’t restrict yourself to this as it will pay off along your career path as you learn and develop.

A huge benefit of working in the hospitality industry is that you can expect no two days to ever be completely the same. This makes a position in this sector particularly exciting, as you are likely to always be kept on your feet, often working in a fast-paced environment, but you are rewarded by the fact that it always remains interesting and dynamic.
We can’t forget the great industry perks it brings!

Career progression opportunities

One thing most candidates look for when deciding on a sector to work in is how good the potential is to progress over time. Luckily, as the hospitality industry is increasing, this means that the chance to work your way up the work ladder is both very feasible and very likely. We recommend to have a look at some of the linkedIn profiles of industry leaders, and you will see the path they made to get where they are today.

Think of the bigger picture. Many candidates who switch from shift work to 9-5 find that adjustment difficult.

EMPLOYERS:

This is also crucial for employers too, asking for ‘x’ years of experience in a role will depend greatly from each individual and size of properties a person has worked in.

Read your job description throughly and ensure you are not being unrealistic as you could be eliminating good candidates from applying and joining your team.
For example: in a hotel setting, many managers after 2/3 years as a department head will want to move up the ladder, not take a side step. Consider this greatly as we all work together to open and attract and retain talent into out much loved industry.

Is your salary really reflective on the experience you are seeking? This is a crucial time for all businesses as they begin the recovery journey, working together as an industry to attract and retain staff is a role for everyone in management.
Salaries must be in line with your expectations or you will not attract the calibre and talent you are hoping to achieve. Daly Recruitment are here to provide guidance on any market rate salaries to any employers.

Candidates are now seeking perks which are more than free lunches, uniform – work life balance is now key to all successful recruitment and retention, and more so as we emerge out of lockdown.

Remember the recruitment process has to be right from job advert through the interview process.  Interviews are now a two way street, both sides are accessing the other for suitability! Try and create a relaxed environment so you both can evaluate this.

 

Always be realistic on expectations on roles you are applying for and advertising! The recovery journey is beginning as are career paths and aspirations. 

 

 

 

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

Blog, , , , , , ,

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!…..

Blog, , , , ,

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

Blog, , , , , ,

 

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.

Blog, , , ,

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.

Blog, , , ,

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!