The Dorn Group, LTD
Hospitality Consulting 
Hospitality Management 
Hospitality Solutions
The Dorn Group, LTD
Hospitality Consulting 
Hospitality Management 
Hospitality Solutions
 
Get Hospitality Industry Strategic Planning
Hospitality Solutions
Food & Beverage Hospitality
Find Private Club Hospitality Management Consulting
Find Private Club Hospitality Management Consulting
Find Private Club Hospitality Management Consulting
Executive Search Services
strategic
planning
  hospitality
solutions
  food &
beverage
  clubs   brand
identity
  marketing  

executive
search

 
  HOME
  CONTACT
   >> hospitality news
   >> about
The Dorn Group, LTD
Hospitality Executive Search Firm
   

The comments below are guidelines presented to show you some important issues for candidates looking for employment. While many of the items shown may appear basic or strike you as silly, they are not. In no particular order….
HOSPITALITY EXECUTIVE SEARCH

• Guidelines

  • Job Listings
    • When you are made aware of an opportunity, read the listing thoroughly. If available, look at the property’s website to learn more before you apply. Note the items which might appeal to the Executive Search Firm (ESF) or the property. For example, if a Club is looking for a manager with construction experience and you have it, this is a plus.
    • Make note of the items which may appear as a negative so you can deal with them in a cover letter or initial interview. If the job requires a 20 or under golf handicap as some do and you are a 25, you need to deal with it in your cover letter.
    • Showing you have done your homework for the Search Committee or ESF initially will pay dividends later.
  • Resumes
    • Do not lie on them.
    • List all employment. Do not leave gaps.
    • Make your resume age appropriate. Sell whatever you have to sell. If you are a recent graduate, list your education first. If you have decent or good work experience, list it first.
    • Use years for employment rather then months and years. It does not matter if you worked somewhere for 2 years and three months, show it as the three year period, i.e. – 1997-2000.
    • Do not list standardized job duties. As a General Manager, everyone knows the basics of what you did. However, what differentiates the property is the facility, the number of employees. You do not need to list 15-20 different responsibilities. List the 3 to 5 which were different. Show you led a Club through a $5.0 renovation or a hurricane. Tell us membership rose 40%. These are things which are unique and set you apart. 
    • If you had part-time or line employee positions earlier in your career, there is no reason to try to explain what they were. For example, if you were a bartender, there is no need to list responsibilities and say, “Handled customer’s financial transactions” or if you stayed home with your child to say,” Handled Child’s hygienic needs.” By the way, those are both from real resumes!
    • As stupid as this one sounds, SPELLCHECK before you send out your final copy and save it afterwards. Do not send out a resume unless you have spellchecked it and approved all the unique spellings of names.
    • Print a copy of your resume prior to sending it out. Resumes which are not in Microsoft Word or which have copy outside the margins often do not print properly and if the ESF can not get yours quickly and easily, it may end up not being considered.
    • Resumes should be in a basic font, easy to read and in black. The use of color is a mistake as the printer used by the Search Committee or the ESF may not have color capabilities.
    • Resumes should be no longer then 3 pages. If you can make it all fit on one page comfortably, great, but do not squeeze all the information on one page. It is your image at stake.
    • Resumes should not include a photo again due to the possibility of non-color printing unless requested.
    • Resumes should not contain information which might allow the candidate to be discriminated against. For example, do not put your weight or age on the resume.
    • Avoid the use of flowery adjectives especially when describing a property. Not every property is famous, world-renowned or luxurious.
    • Do not save your resume with a strange name or use the word “version” in the title. If you send a resume out which is called “bobsclubversion”, what image will the recipient have?
  • Cover Letters
    • Cover letters are a must. If a Search Committee or ESF does not get a cover letter your resume is more likely to be ignored.
    • Take the time to write a personalized cover letter for each submission. A great cover letter gets you in the door and sets you apart from others. .
    • Address your cover letter to the individual requesting the information. If the submission is to be sent by email, your letter should still use the traditional letter format including address of the recipient or else it may appear as a lazy submission.
    • Cover letters should be in a basic font, easy to read and in black. The use of color is a mistake as the printer used by the Search Committee or the ESF may not have color capabilities
    • Print a copy of your cover letter prior to sending it out. Cover letters which are not in Microsoft Word or which have copy outside the margins often do not print properly and if the ESF can not get yours quickly and easily, your entire submission may not be considered.
    • Cover letters should be no more then one page and ideally contain no more then three or four paragraphs. 
    • Avoid the use of flowery adjectives.
  • Follow-Up
    • It is ok to follow-up occasionally but be careful of what you say. Do not tell the ESF you are waiting for 2 other offers or must make a decision in the next 24 hours. If you really do have another offer or must make a decision, make sure it does not come as a surprise. If the ESF knows from the beginning of a situation which you may have, it may be able to make an accommodation but if it appears as you are merely being cocky, you will be dropped from consideration before you know what hit you.
    • If the ESF or Search Committee says “No Phone Calls” there is a reason, do not make any unless you ask first.
    • Do not send your resume to owners or the president directly if there is a Search Committee or an ESF being used. Along similar lines, do not send your resume to others and ask for it to be passed on.
   

HOSPITALITY EXECUTIVE SEARCH

 
 
home  |  strategic planning  |  hospitality solutions  |  food & beverage  |  clubs  |
brand identity  |  marketing & communications  |  executive search  |  contact  |  top of page

Charles Dorn, CCM  •  472 Grace Church St  •  Rye, NY 10580  •  t. 914-921-3150  •  f. 914-921-4150
Copyright© 2016 The Dorn Group, Ltd.   •  All Rights Reserved  •  Hospitality@TheDornGroup.com