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How to Hire a Good Manager<br /><br />[https://www.youtube.com/user/geckohospitality restaurant job seeker] - If restaurant managers want to be promoted they need to understand who is hiring them. They also need to know what the difference between a bad, good, and great manager. <br /><br />[https://www.youtube.com/user/geckohospitality hospitality jobs] - A restaurant with less than 50 employees will not have a Human Resources (HR) manager. The task of hiring will be assigned to a current manager, the restaurant owner, or an admin. The hiring process in a smaller restaurant is much different than in a large restaurant. It is different again when job seekers apply for a position in a franchise. <br /><br />Restaurant Management Candidates can improve their chances of being hired for the right job by finding the right job search strategy, based on the type of restaurant they want employment.<br /><br />Small Restaurant<br /><br />[https://www.youtube.com/user/geckohospitality restaurant manager jobs] - These restaurants do not have a human resources strategy. The people hiring may have read some articles, a book, and listened to stories from the past. You can tell them you have good communication skills and they will not understand the impact. They won’t know if your good communication skills mean that you write succinctly in AP grammar style, or that you are excellent at explaining and helping people with different learning styles understand your message. <br /><br />Walking in with the latest industry terms, life coaching courses, and project management software experience will probably not help you land the job, unless they are working with a restaurant recruitment firm. <br /><br />If they are not working with a recruitment firm then the decision will be based on how well you connect with the interviewer. The decision will probably be based on emotion, or a specific list of problems the restaurant is trying to solve. <br /><br />Restaurant Recruitment Firm <br /><br />If the Client and Candidate are working with a restaurant recruitment firm then there will be a more specific list of needs and qualifications.  You can relax a little more in this job interview.  Try to find out what the critical management functions will be. <br /><br />You will need to take time to learn the company’s culture.  If you are working with a recruiter than it isn’t necessary to spend the time to worry about compensation, or perks. The recruiter will have gone over this with you. Instead, try and learn as much as you can about the environment and culture. <br /><br />Management Interview<br /><br />Take the time to listen. Ask questions, don’t be afraid to take control, but in a non-intrusive or controlling manner. Look for the problems, and you might even want to expand on the problems so you fully understand them. Use Active Listening skills. Then explain to the restaurant owner how you can help solve the problems. <br /><br />Make sure you discuss the duties assigned. The job description in many small restaurants change. You will probably be asked to expand your duties as time goes on. So it is important to make sure that you ask about the restaurant and jobs. If the interviewer cannot tell you the name of a person who does purchasing, or admin duties, book keeping, or even taking out the trash you might find that it becomes your job. <br /><br />One of the best things to do is to look around. What type of people already work at the restaurant. What is the manager doing? What tasks are the staff responsible for? This will give you the best indication of whether you are a suitable candidate for this job.