| As a restaurant recruiter, I typically review 70+ | | | | matches the restaurant job description and is this |
| resumes per day from candidates looking for | | | | person remotely close to being someone I can |
| restaurant jobs in a variety of leadership roles. | | | | place with one of my clients? |
| Since I work for the restaurant client and am | | | | Clients pay a substantial fee for me to do a |
| charged with finding the best candidate for their | | | | search and find them the perfect candidate. My |
| position, I must quickly review resumes to | | | | candidates must be the best of the best and |
| determine if I should contact this person now, | | | | typically they must be currently employed with a |
| later, or never. I will typically take 5-10 seconds to | | | | quality restaurant brand they want to recruit |
| scan a restaurant resume. Here is how that 5-10 | | | | from. Most of the time this means people from |
| seconds goes: | | | | national or larger regional concepts who are |
| I first fix on the most recent job and the | | | | currently employed and have a stellar track |
| candidate's location. I look for the name of the | | | | record of success. Certainly there are some |
| restaurant they work for, job title, dates and | | | | exceptions to this and there are genuine |
| whether you are currently employed or not. | | | | superstars who work for smaller restaurant |
| (Don't "forget" to update your resume with an | | | | brands. |
| employment end date if you are not currently | | | | Some of the positives that will encourage a |
| employed. You don't score points that way. You | | | | recruiter reading your resume are: |
| raise a question about your integrity.) Then I go | | | | - Limit length to one or two pages, unless you're |
| to the previous positions held and look for a | | | | in a senior role |
| reasonable career progression as well as evidence | | | | - Reverse chronological format, most recent role |
| that your background may be an initial fit for my | | | | first |
| client's opening. | | | | - Use Times New Roman or Arial font, size 12, |
| Some of the red flags that will rule your resume | | | | maybe 11 |
| out are: | | | | - No pictures, no graphics, no color. Black & White |
| - Functional Resumes (I rarely place anyone who | | | | only |
| has sent me one) | | | | - List your results and outcomes/achievements as |
| - Too many jobs, poor tenure | | | | well as your responsibilities |
| - Very poor logic in career path (nine months as a | | | | - Save your resume as a.doc Word document |
| restaurant manager, six months as a real estate | | | | and name it Ex. AliceAdamsResume2010.doc |
| agent, etc.) | | | | - Exclude your height, weight, marriage status, |
| - No dates on jobs (candidates try to hide a lack | | | | children, hobbies |
| of tenure in their work history) | | | | - Include Professional Affiliations & Certifications. |
| - Unknown restaurant concepts | | | | (SHRM, CHART, RIMS, etc.) |
| - Misspelled words (use spell check) | | | | While some of this information may sound harsh, |
| - Too long, more than 2-3 pages (unless you're in | | | | it's reality. It's intended to make you aware of |
| a senior executive role) | | | | things that can help you improve your chances to |
| While I'm scanning the potential candidate's | | | | get a recruiter to read and respond to your |
| resume, I ask myself if this person's background | | | | resume. |