Job Seeker's Page

Why Use HPS to Help Find the Perfect Opportunity

• Gary Turner & Geordy Murphy founded HPS in 2000.  Good friends and business associates
• G&G spent a combined 50 years in restaurant operations, recruiting, hiring, training and developing almost every level of management
• Gary & Geordy can identify almost all profiles and “know” when it is a fit.
• The key to finding the perfect position is, “who you know”. Through Gary & Geordy’s years of experience they have a network of friends and associates throughout the country in hiring position with a multiplicity of companies and concepts.
• We learn as much as possible about each company and available position. This allows you, the candidate to understand the compensation package, responsibilities, growth opportunity and culture of each company. This helps you make the right decision.
• Our AE’s go through a very thorough training program, and all AEs have industry experience
• We understand the recruiting process, and will assist you through it. We will be there to answer any questions, mediate, and even negotiate if needed.
• We have 3 offices and “20” trained account executives, all qualified to assist you in you job search.
• We have clients in all areas of the country.
• Our searches are confidential; your resume will not be submitted unless you are aware of the opportunity.

 

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How to Use HPS to Find the Perfect Opportunity

• Almost every manager finds him/herself looking for a new opportunity, when that happens, there are several avenues to take. One is using a recruiter. We have access to many more job postings, and can keep the search completely confidential.
• If you respond to an ad, reply directly to the AE posting the ad. (Each job posting has an AE’s contact information)
• If you visit our website, each office has a contact name, phone number, and email address.
• If you decide you want to use our services simply email your most current resume to the appropriate AE. 
• If there is a particular/specific position available that matches your experience and skill set, the process will begin.  If not, we will keep your resume in our data base for future opportunities. – Our client’s needs change daily.
• Please be honest and let us know if you are working with another AE with HPS, if not it slows down the process.
• Unfortunately, we are unable to respond to every inquiry, but if your resume meets our qualifications, we will keep your resume in our data base and contact you if an opportunity arises.
• Make sure your register when you visit our website. We often send out updates on positions available.

 

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The Road to a new opportunity with HPS

• Resume submission – info must be accurate. Once you submit the resume and there is a position that matches your skill and experience you will be contacted by and AE. Your AE is you “counselor” and he/ she will try to learn everything possible about you.  A 180 degree honest & direct relationship is extremely important during the process.  The candidate screening form will help us answer any question the client asks.
• The offer, counter offer and negotiation (see letter on website from the wall street journal)
• The background check & the disclosure.  Our clients conduct reference and back ground checks on all candidates presented.  You will be asked to complete the disclosure so that we can conduct a criminal BGC.  It is extremely important that you let your AE know in advance if there if anything potentially questionable in you background.  If we know it in advance, it may be explained away – if the client is unaware until the report comes back it could end the process.
• Communication - It is extremely important that you stay in touch with your AE during the process.
• Client Introduction - We will let you know when we present your resume to the client.
• Through the process with the client - Each client is different /some contact us to set up an interview, and some contact you directly the key are to stay in communication with your AE, and let him/her know when there has been any communication. The process averages a little over 3 weeks from the time we present you until an offer is made. During this time, there is usually a phone screen, face to face, unit visit, background and reference check, and offer. If at anytime something changes, please let us know. And contact us each time you are contacted by the client.
• The offer/counter offer/salary negotiation - If you are made an offer and it is lower than what you had expected, we will negotiate one time only, and only if you agree to accept if we get you what you are seeking.
• The Pass - Sometimes it is just not a fit – we will tell you if and when the client decides not to pursue you any further, and we will try to find out why. We will start a new search.
• The start date and beyond - Hopefully our relationship will not end once you are hired, we can help you find managers if you are in a hiring capacity, or we can assist your friends with their search. We typically prefer not to council f there are problems with the new position. That should be between you and your employer.
• Using our website/searching for an opportunity/interviewing & understanding the process - Check out our website for new opportunities daily. Use the site to brush up on your resume writing skills, or interviewing 
• Confidentiality - We assure you that your resume , and other information will not be introduced to anyone unless you have had a chance to review the opportunity, and are aware of the client, and give us permission to present you.
• Referral - And... If you like our services, we hope you will let your friends in the business know about us.

 

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Overview

The First and Lasting Impression

Being the most qualified candidate does not guarantee you the job!

There are many factors that cause a candidate to receive a job offer. Each Hiring Manager is different in this selection process.

A Hiring Manager many have several interviews in one day. As he/she reflects on the time spent with each candidate - the candidate that made the most solid, lasting, impression is always remembered.

The first interview is usually more of a disqualified than a qualifying interview. You will be observed, asked a few questions. The answerers to these questions usually determine whether or not you are invited back for a 2nd interview.

The next six (6) pages are not about your experience or your skill set. They are about how to be the "Most Impressionable Candidate"; this is what makes the lasting impression on the Hiring Manager.

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Resume Writing Tips

You've put together your basic resume, a great first step in landing your next job. Now get the results you're hoping for -plenty of attention from employers - by making sure your resume attracts the attention it deserves!

Stand out from the crowd with these 5 tips from Hospitality Pro Search:

1. Use Active Language:

Choose words that convey action, place verbs at the beginning of sentences, and avoid passive language.

2. Include Accomplishments:

Grab employers' attention by including your major accomplishments under each job description, not just a list of duties.

3. Customize Your Resume for Each Position:

Identify the skills, experience and requirements each employer is looking for, and include them in your resume where applicable.

4. Write a Clear, Concise Objective:

Target your objective statement to the specific position you're applying by pointing out how your skills meet the requirements of the job. Avoid flowery, vague or overused language.

5. Take a Bold Approach:

Attract employers' attention with a great cover letter expressing your enthusiasm and professionalism.

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Writing the Cover Letter

The cover letter is usually the first thing the hiring manager sees, and is one of the best tools to make a positive first impression. The following tips can help you make sure you convey the right messages:

Tailor the cover letter specifically to the job opening and company.

Research the firm and the industry through the Internet, trade publications and the library. Within the letter, demonstrate your knowledge of the field and the position's requirements, and explain why your background meets the organization's needs.

Be careful not to rehash your resume in the cover letter.

Instead, focus on key aspects of your background that relate directly to the job opportunity.

Address the letter to the person hiring for the position.

Verify and double-check the spelling of the name and the person's title.

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Interviewing Skills

You have been invited to an interview because the hiring manager believes you may be a good match for the job opening. The interview is used to determine whether or not you are qualified for the position, motivated to do the job, and the right fit. As the job seeker, you should make use of this time to determine whether you can be successful in the available position and whether the company will give you the opportunity for professional growth and career development.

Interview Dos:

• Arrive on time or a few minutes early
• Greet the interviewer by last name if you are sure of the pronunciation. If not, ask the employer to repeat it.
• Project energy and enthusiasm. Smile and shake hands firmly.
• Wait until you're offered a chair before sitting. Sit upright, look alert and interested at all times. Listen carefully and respond succinctly and articulately.
• Early in the meeting, try to get the interviewer to describe the job and the duties to you so you can focus your responses on your background, skills and accomplishments that relate to the position.
• Be sincere and truthful while focusing on communicating your specific professional achievements that relate to the accounting or finance job opening.

Interview Don't's:

• Don't answer with a simple "yes" or "no." Explain whenever possible.
• If you don't understand a question - or need a moment to think about it - say so. Never pretend to know something or someone when you don't.
• Don't rely on your application or resume to do the selling for you. Interviewers will want you to be convincing.
• Don't make negative remarks about present or former employers. When explaining your reasons for leaving, communicate your rationale professionally.
• Don't over-answer questions. If the interviewer steers the conversation into controversial - or even illegal - topics, try to do more listening than speaking. Keep your responses non-committal.
• Don't inquire about salary, vacations, benefits, bonuses or retirement on the initial interview unless you are sure the employer is interested in hiring you. If the interviewer asks what salary you want, give a range based on your research of the job market, but indicate that you're more interested in the opportunity for continued learning and professional development than in a specific salary.

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Be Prepared for Commonly Asked Questions

Tell me about yourself.

Be prepared to respond to the question, "Tell me about yourself," by creating a 15-second "sound bite" that describes your professional background and strongest skills in two or three sentences. Vary your response according to the specific job opportunity and offer a brief description of why you would be a good fit for the position. One of the best ways to prepare for an interview is to rehearse with a tape recorder and then critique your answers.

Tell me about your background, accomplishments, strengths and weaknesses.

Employers who ask this question are usually looking for a short synopsis of your experience. Be sure to demonstrate how you've developed professionally and be objective when listing your strengths and weaknesses.

How would you describe your most recent job performance?

Hiring managers tend to ask this question in order to gauge your level of enthusiasm for the work that you do. They're also looking for a direct connection between your current position and the one for which you're applying.

What interests you about our company?

This question seems straightforward, but it can sometimes be difficult to answer if you haven't thought about it beforehand. There are two important factors to include in your answer. The first is to use your knowledge of the company to show your sincere interest. Second, give a specific reason the position for which you're applying appeals to you (other than the fact that you need a job).

Who was your most difficult boss and why?

It's imperative to be as diplomatic as possible when answering this question. Avoid becoming too personal; instead, focus on your previous supervisor's management style and the manner in which he or she communicated. The interviewer is looking for some indication as to how well you would get along with your future boss, if you were hired.

What outside activities are most significant to your personal development?

Many employers ask this question to see what kind of balance you are looking for between your personal and professional lives. While it's good to list one or two activities, be careful not to list too many activities as the employer may wonder if outside interest will interfere with your work.

Where do you see yourself in five years? In ten years?

Avoid mapping out a detailed plan when answering this question. Instead, describe what you feel is the next logical step or steps in your career path.

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Dress For a Successful Interview!

Conveying a professional image is crucial during a job interview. Some experts believe that 65 percent of the decision to hire a person is based on nonverbal communication, a good portion of which is your appearance.

How formally should you dress?

This depends on the job. You want to show professionalism, so in most cases casual wear is out. Dress a little more conservatively than you would for the job on a regular basis. Bear in mind that a dress or a suit conveys respect for the company that is interviewing you.

What men should wear

A suit should be dark enough to convey authority (blue, gray, khaki or beige), but not too dark (black). Natural fibers or a natural/synthetic mix are best. Wool or wool blends are classy year-round, but in very hot climates a linen/synthetic mix works. Avoid polyester. Shirts should be long-sleeved with no fraying collars or cuffs, and in a solid color that is lighter than the suit. The tie should complement the suit; patterns should be muted. Avoid pins and ties that convey political or religious affiliations. Wear a conservative watch; avoid all other jewelry apart from a wedding ring. Socks should be black or navy blue and cover the entire calf; shoes should be polished black loafers or lace-ups.

What women should wear

Women also should opt for suits, choosing an outfit that is fashionably conservative. Wool or wool blends work best in winter; a linen/synthetic mix is good for summer. Accompanying blouses or sweaters should be made of silk, cotton or polyester that looks like silk. Avoid low necklines and short skirts. Accessories should be simple, such as a coordinating necklace. Pumps that are as dark or darker than the suit are the best shoe choice; avoid sandals, open-toed shoes and high heels that top 3 inches in height. Carry a handbag or attach" case, but not both. Keep makeup light.

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The Truth about the "Counter Offer"

No matter what the circumstances are when an employer is forced to make a counter-offer, the employee who stays will always be questioned in terms of loyalty. He/she is no longer considered to be a team player and will usually be the first to go.

Counter-offers are crisis avoidance measures and stall devices to give the employer time to find a suitable replacement.

An applicant's reasons for wanting to leave an employer are still existent; just a bit more tolerable because of a raise (or whatever).

Reputable companies don't make counter-offers.EVER! Their policies are fair and equitable and they will not subject themselves to blackmail.

Bosses hate to lose people to a better offer, so they make a counter offer to buy time so that they may dismiss the employee on their own terms.

Counter-offers are made only because of a threat to quit.

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