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AtricleZine - Restaurant Training - Choosing Your Cast for Restaurant Show Business
A call to customer service can be an infuriating ending to a frustrating experience. You’re upset and looking for empathy, but all you encounter is disappointment. Could Company X have done something differently? Probably, but if you follow these tips when dealing with customer service, you’ll be in the driver’s seat for the next dispute.1. Be prepared.Seems basic, right? Unless you’ve called Company X several times, you’re probably not familiar with their required information. Have every tracking number, account number, itemized
-How would you handle a difficult customer?
-What do you like most about being in the hospitality business?
6. Emphasize mutual selection. Applicants need to make as good a selection decision as you do. Just as you want to pick the right person, you gain by helping them pick the right position and organization. If they make a poorly informed decision and discover it only after being on board for a while, you will end up with a competent but unhappy camper.
7. Recruit actively. Good people may not always find you. Sometimes, you have to find them. Where have your best people been coming from? Reward your people for introducing new candidates by paying a bounty for bringing in friends, former colleagues, even relative
Conquering The InterviewYou've made it to the interview and like any normal human being, your feelings of happiness will not supersede the anxiety that accompanies interviewing, even for those who have been through it before. The only way to really alleviate some of that stress is to make sure you are truly prepared for the interview. Young Jobs guidelines of interview preparation will provide you with the means to have a successful interview.Research: Getting to know the CompanyBeing knowledgeable about the compa
When you are casting, it is important to place people in suitable roles. The costs involved with hiring an individual should be a strong deterrent to rushing into decisions you may regret in 1 weeks time. Remember, once the casting decision has been made, your entire productions' reviews are going to depend on the various people you have chosen for the performance.
Don't be fooled by first appearances and beware of being overly impressed by what appears to be an excellent Resume. Although these can provide a valuable insight, neither may be truly indicative of whether an individual is suitable for the role you wish to fill.
Obviously the show must go on, but it is important to invest the time and effort needed to get the right person- A well planned approach can go a long way in accomplishing this.
Here are a few casting tips to get you started.
1. Treat every vacancy like an open role in a play. Define the role you are auditioning people for in terms of the part the new cast members must play and how they will have to relate to the other members in the cast. Make people skills and technical knowledge of equal importance in your hiring.
2. Identify the skills needed for the role. Once the interview begins, it's too late to start thinking about what you want to learn. Based on the job description and your knowledge of the role you are casting, what traits or personal attributes do you want new cast members to possess? Friendliness? Courtesy? Optimism? Creativity? How will you judge the presence or absence of those traits to your satisfaction? Focus the various stages of the selection process on the real-world skills demanded by the part you're trying to fill.
3. "Screen test" your applicants. Consider the way applicants treat your staff, which may be a good indication of how they will treat your customers and their co-workers if hired. Try role-playing difficult customer situations with applicants, or posing "what would you do if" questions based on the kinds of situations likely to occur on the job. You don't want to listen just for "right" or "wrong" answers. You can train them to use the right words later. Listen for orientation and attitude.
4. Use multiple selection methods. Remember test anxiety in school? Job applicants get it too. Instead of sifting all applicants through one coarse screen, use a succession of fine ones to help you differentiate.
5. Ask the right questions. There are questions that can be very effective in determining the general suitability of an individual applying for a role in your show. Following are several that can be adapted to your particular requirements
-What does "great service" mean to you?
-When was the last time you experienced great service and how did it make you feel?
-In visiting the restaurant today, did you feel welcome- did you notice things we could improve on?
-The restaurant business is a people orientated business- What
-Characteristics do you have that you feel are well suited for this role?
-How would you handle a difficult customer?
-What do you like most about being in the hospitality business?
6. Emphasize mutual selection. Applicants need to make as good a selection decision as you do. Just as you want to pick the right person, you gain by helping them pick the right position and organization. If they make a poorly informed decision and discover it only after being on board for a while, you will end up with a competent but unhappy camper.
7. Recruit actively. Good people may not always find you. Sometimes, you have to find them. Where have your best people been coming from? Reward your people for introducing new candidates by paying a bounty for bringing in friends, former colleagues, even relatives
Today, every large city has at least one major daily newspaper, and many have several papers, including specialized business news, senior citizen news, shoppers guides, advertising sheets, and so on. Some of these papers are published weekly and others may come out every other week, or every month. But in all these ways news and information, and lots of advertising, goes out to the public. Rather than hurting local newspaper distribution, the Internet has actually enhanced and often increased it. I may live in Sacramento, California, for
Here are a few casting tips to get you started.
1. Treat every vacancy like an open role in a play. Define the role you are auditioning people for in terms of the part the new cast members must play and how they will have to relate to the other members in the cast. Make people skills and technical knowledge of equal importance in your hiring.
2. Identify the skills needed for the role. Once the interview begins, it's too late to start thinking about what you want to learn. Based on the job description and your knowledge of the role you are casting, what traits or personal attributes do you want new cast members to possess? Friendliness? Courtesy? Optimism? Creativity? How will you judge the presence or absence of those traits to your satisfaction? Focus the various stages of the selection process on the real-world skills demanded by the part you're trying to fill.
3. "Screen test" your applicants. Consider the way applicants treat your staff, which may be a good indication of how they will treat your customers and their co-workers if hired. Try role-playing difficult customer situations with applicants, or posing "what would you do if" questions based on the kinds of situations likely to occur on the job. You don't want to listen just for "right" or "wrong" answers. You can train them to use the right words later. Listen for orientation and attitude.
4. Use multiple selection methods. Remember test anxiety in school? Job applicants get it too. Instead of sifting all applicants through one coarse screen, use a succession of fine ones to help you differentiate.
5. Ask the right questions. There are questions that can be very effective in determining the general suitability of an individual applying for a role in your show. Following are several that can be adapted to your particular requirements
-What does "great service" mean to you?
-When was the last time you experienced great service and how did it make you feel?
-In visiting the restaurant today, did you feel welcome- did you notice things we could improve on?
-The restaurant business is a people orientated business- What
-Characteristics do you have that you feel are well suited for this role?
-How would you handle a difficult customer?
-What do you like most about being in the hospitality business?
6. Emphasize mutual selection. Applicants need to make as good a selection decision as you do. Just as you want to pick the right person, you gain by helping them pick the right position and organization. If they make a poorly informed decision and discover it only after being on board for a while, you will end up with a competent but unhappy camper.
7. Recruit actively. Good people may not always find you. Sometimes, you have to find them. Where have your best people been coming from? Reward your people for introducing new candidates by paying a bounty for bringing in friends, former colleagues, even relative
In this day of terrible customer service, it should come as no surprise that serving your customers, also known as visitors to your web site, must be a top priority. Forget about return on your investment, how your site looks, keywords, meta tags, and the like. Are they important? Yes, of course. However, they mean nothing if you cannot attract and retain visitors to your site.In 2002 I built a niche community for corporate flight attendants. I started off with a message board and then added web pages six months later. Traffic was decent wit
3. "Screen test" your applicants. Consider the way applicants treat your staff, which may be a good indication of how they will treat your customers and their co-workers if hired. Try role-playing difficult customer situations with applicants, or posing "what would you do if" questions based on the kinds of situations likely to occur on the job. You don't want to listen just for "right" or "wrong" answers. You can train them to use the right words later. Listen for orientation and attitude.
4. Use multiple selection methods. Remember test anxiety in school? Job applicants get it too. Instead of sifting all applicants through one coarse screen, use a succession of fine ones to help you differentiate.
5. Ask the right questions. There are questions that can be very effective in determining the general suitability of an individual applying for a role in your show. Following are several that can be adapted to your particular requirements
-What does "great service" mean to you?
-When was the last time you experienced great service and how did it make you feel?
-In visiting the restaurant today, did you feel welcome- did you notice things we could improve on?
-The restaurant business is a people orientated business- What
-Characteristics do you have that you feel are well suited for this role?
-How would you handle a difficult customer?
-What do you like most about being in the hospitality business?
6. Emphasize mutual selection. Applicants need to make as good a selection decision as you do. Just as you want to pick the right person, you gain by helping them pick the right position and organization. If they make a poorly informed decision and discover it only after being on board for a while, you will end up with a competent but unhappy camper.
7. Recruit actively. Good people may not always find you. Sometimes, you have to find them. Where have your best people been coming from? Reward your people for introducing new candidates by paying a bounty for bringing in friends, former colleagues, even relative
The Internet has undoubtedly conquered every aspect of the business arena. It is rare to find business offices without computers these days. Practically a hundred percent of the business offices in the United States own computers to process their business transactions. This holds true in other first world countries such as Japan, Western Europe and China. In a simplified concept, the face of the earth is basically connected to the worldwide web that makes business more profitable and accessible.Information technology is soaring these days. H
5. Ask the right questions. There are questions that can be very effective in determining the general suitability of an individual applying for a role in your show. Following are several that can be adapted to your particular requirements
-What does "great service" mean to you?
-When was the last time you experienced great service and how did it make you feel?
-In visiting the restaurant today, did you feel welcome- did you notice things we could improve on?
-The restaurant business is a people orientated business- What
-Characteristics do you have that you feel are well suited for this role?
-How would you handle a difficult customer?
-What do you like most about being in the hospitality business?
6. Emphasize mutual selection. Applicants need to make as good a selection decision as you do. Just as you want to pick the right person, you gain by helping them pick the right position and organization. If they make a poorly informed decision and discover it only after being on board for a while, you will end up with a competent but unhappy camper.
7. Recruit actively. Good people may not always find you. Sometimes, you have to find them. Where have your best people been coming from? Reward your people for introducing new candidates by paying a bounty for bringing in friends, former colleagues, even relative
Anytime we assume that all people are functioning at the same level behaviorally and emotionally in the workplace, we are sure to be surprised. Surprised when we encounter a co-worker who responses to what we thought was a simple comment with an emotional outburst that resembles that of an eight-year-old rather than a thirty-year-old.Although emotionally immature employees can be a cause for difficulty at any level according to Sherry Buffington, Ph.D., as they progress up the organization the greater the problems. Should we be able to see i
-How would you handle a difficult customer?
-What do you like most about being in the hospitality business?
6. Emphasize mutual selection. Applicants need to make as good a selection decision as you do. Just as you want to pick the right person, you gain by helping them pick the right position and organization. If they make a poorly informed decision and discover it only after being on board for a while, you will end up with a competent but unhappy camper.
7. Recruit actively. Good people may not always find you. Sometimes, you have to find them. Where have your best people been coming from? Reward your people for introducing new candidates by paying a bounty for bringing in friends, former colleagues, even relatives who are capable of filling roles in your production.
8. Hire people that are right for the role they need to play. Customer focused organizations have whatever kind of people it takes to dazzle the customer and bring them back again. It's very human to overlay personal beliefs, values, likes, and dislikes on the selection process, but it's seldom in the best interest of the customer to do so.
The next article 'Directing the performance' will help you prepare for the show.
For previous articles please visit the Archives section on our website.
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