Basics - hospitalityservices.com.lb · 24- Hospitality News - N° 73 - DECEMBER 2010 / JANUARY 2011...

3rd edition SPECIAL REPORT

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24 - Hospitality News - N° 73 - DECEMBER 2010 / JANUARY 2011

CAREERS GUIDE JOB HUNTING

To help you out with your firstjob, Bayt.com’s editor, MonaKaraoui, takes you through theessential steps for success infinding the right niche

Perfect your toolkit Your CV and cover letter are usually the firstinteraction you will have with a potential employer so use them to leavea positive and high-impact first impression. Make sure the format,content and flow of both is professional and appropriate. If you areuncomfortable creating your own CV, have the experts prepare it for you(companies such as Bayt.com have dedicated career services divisionsthat cater to jobseekers who prefer to outsource the writing of their CVsto professionals).

Treat the job search as a full time job Approach the job searchmethodically, logically and systematically applying the same disciplineand organizational skills you would apply to a real job. Identify your targetsand set a game plan in place that includes companies and hotels you willtarget, activities you will undertake, dates and follow up plans. Set asidea number of hours per day and develop a routine for your job search thatresembles a real workday. Keep a record of every interaction you havewith every company and make sure you follow up diligently and ask forleads at every juncture.

Widen the net Finding that first job is for many like swimmingupstream so set a realistic game plan and maximize the number ofcompanies and hotels you target in your given field. Talk to friends,alumni, peers, family and the career planning team at your college andmake sure your CV is circulating in the right groups. Placing your CV on awebsite like bayt.com vastly increases its visibility and allows you accessto both advertised positions as well as the hidden job market.

Prepare for the interview Employers are primarily looking forcandidates that have the right kind of experience, can do the job and willfit in well with the company or hotel culture. With new hospitality grads,experience becomes less relevant than whether you can in fact do the joband will fit in seamlessly with the culture. The employer may ask youduring the interview to demonstrate how you would actually do a specificpart of the job, whether be it dealing with a difficult client, marketing thehotel’s new service, solving a problem etc. The employer will also wantto know what aspects of your past endeavors position you directly for thejob you are applying for so be prepared. Above all act professional, displayenthusiasm, a willingness to learn, and knowledge of the company, itsproducts and the industry. nbayt.com

Job-hunting techniques for freshhospitality graduates

Anyone faced with the daunting task of findingtheir first job in hospitality is likely to find them-

selves in a quandary of perplexing proportions. Their CVs are thin if notnon-existent, their industry knowledge is limited and their contacts in thebusiness world are few and far between. The good news is that a recordnumber of jobs exist in the Middle East region for fresh hospitality collegegrads and with the roaring economies of the Persian Gulf and the empha-sis on training, human resource development and growing from within,this is unlikely to abate soon.

Know yourself You will not sound very convincing to a prospectiveemployer if you are not convinced yourself of your strengths andweaknesses and that you will be an asset to his or her team. Take the timeto understand what types of jobs in the hospitality industry interest you,what areas you enjoy and excel in and what skills/competencies you havethat can translate in meaningful ways to the jobs you are applying for.Prepare an honest detailed personal inventory of your unique skills,strengths and weaknesses and use it to hone in on the hospitality industry,companies, hotels, restaurants and positions you think you can do best in.

Focus Once you have identified the areas (and or departments: i.e.:purchasing, F&B, etc.) you are interested in and believe you can excel in,focus your efforts accordingly. Your CV and cover letter should beuniquely tailored to those professions and industries, as should yourresearch activities, networking activities and any training activities youundertake. Start reading the industry journals, attending industry eventsand widening your circle of contacts within the industry. Envision yourselfobtaining and succeeding in the position you are targeting and then workbackwards to see how you got there.

Research Research should be the core and foundation of your jobsearch activities. Research will help you identify what companies, hotels,departments and positions to target and will uncover who is hiring in yourtarget segments. The more you research the industry, the more cognizantyou will become of what a typical job in your target area entails, wherethe overall hospitality industry is heading and where the best jobs are.Read hospitality industry magazines and journals, look up target companyand hotel websites, read their press and talk to as many people as youcan within the industry to gain perspective. Research will also uncoverjobs in the hidden job market (i.e. jobs that are filled by referrals and wordof mouth without ever being advertised). Websites such as bayt.com areideal for positioning your CV within the hidden job market traffic as a largenumber of companies use the website to find candidates without everadvertising their jobs.

Our general manager, said that as managers we should act like the sun,giving away all it has to the plants and trees and in return, the plants

and the trees will grow towards the sun.

The new generation seems to be eager for titles and quite aggressive toprogress and evolve. They all want to be promoted quickly and all believe theirknowledge and experience is sufficient to reach a managerial level, but reach-ing and succeeding are two different parameters. Thus my advice would be tostart modest, to acquire the necessary knowledge and skills even if it meanstaking a few years more.

Knowledge is a must and experience is necessary, after which the most important is self-motivation,personality and behavior. Even if the employee is lacking in knowledge or experience, but is willingto give their best every day, they will be successful. It is our role as managers to develop and moti-vate. We seek people who want to learn, who want to perform, who are passionate about whatthey do and who are willing to transmit that passion everyday to our customers.


CAREERS GUIDE A WORD OF ADVICE

Do not be influenced or distracted by rumors and gossip, always relyon your own judgment of the facts before you make any decision.

Educate yourself about the different segments and aspects of the industryand position yourself accordingly, taking into consideration your strengthsand weaknesses.

Positive thinking, team spirit, loyalty and professionalism, especiallytheir attention to detail.

A word of advice Calendar

George J. Beyrouti Country general manager, Sodexo Services Liban

While growing up I joined the Scouts of Lebanon. There I received theadvice that went on to make me successful in my career. It was the senseof leadership and family oriented living that scouts are taught that inspired

me to build my company with family oriented values and spirit.

My advice would be that they should try and gain lots of experience andknowhow by working, in parallel to their studies, in restaurants and F&B opera-tions, prior to their graduation. Having built their experience it becomes easierpost graduation to join big and successful operations or even form own busi-nesses. I also advise them to love their job if they wish to succeed in it.

Our main requirement is and will always be to search out committed persons who are keento grow within the company, as our main policy is to promote from within.

Jean Paul Ramy Managing director, Blends

Sebastien Braun Restaurants & bars director, Le Gray

Independent Caterer• Carma Catering carmacatering.com• Cat & Mouth Catering catandmouth.com• Faqra Catering faqracatering.com• Hussein Hadid Catering Services

husseinhadid.com• La Mie Doree +961 1 216730• La Posta Gourmet laposta-beirut.com• Larissa larissa.ws• Le Blanc Catering leblanccatering.com• Le Meilleur Pastry Shop +961 9 225778• Nazira Catering naziracatering.com• Nicolas Audi Catering +961 4 407075• Noura +961 1 425533• Oceanus Traiteur oceanus-lb.com• Saveur Plus saveurplus.com• Socrate Catering socratecatering.com• Sofil Catering sofil-catering.com

who can youwork for

• Super Dfouni Catering +961 1 330999• Treats Caterers treatscaterers.com

Institutional Caterer Lebanon• USM Holding usmholding.com• Lebanese Beirut Airport Catering Company +961 1 629511• Sodexo Services Liban sodexo.com

Management companies & franchises• A+ Holding +961 1 444725• Acquisitions-M/Acquisti/Venture 5 +961 5 466050• Add Mind add-mind.com• Al Ghazzawi Development Company

joffreysme.com• Al Mandaloun Group almandaloun.com• Americana americana-group.com• Aoukar Group marcellina-lebanon.com• Azadea Group azadea.com• Blends blendsltd.com • Breakfast & Co zaatarwzeit.net• Catering Management Services cchlb.com• Catertainment catertainmentsal.com• Chase Restaurant chase.com.lb

• Crepaway Restaurant crepaway.com• Dareen International Company Starbucks dareeninternational.com• Delifrance Middle East delifrance-me.com• Domino's Pizza dominosarabia.com• Food Kapital leilarestaurant.com -

letsburger.com• Four-Semsom Restaurant semsom.com• G.H.I.A. ghiaholding.com• Gambini & Co casperandgambinis.com• Grand Café grandcafelb.com• Hands-On / Eat. Drink. Live +961 1 397167• Hard Rock Café hardrock.com/beirut• Kaakat kaakat.com• Kabab-ji Restaurant kabab-ji.com• Keyrouz Bakery keyrouzbakery.com• King Food burgerking-me.com• Lebanese International Touristic Projects-Americana americana-group.com• Lebanon Fast Food mcdonalds.com• Malco Group paindor.com.lb• Market Line marketlinelb.com• Maysoun Restaurant maysouncafe.com• MDC Franchise System

lamaisonducafenajjar.com• Medi Resto medi-resto.com• Meeting Point ddlebanon.com• Moka & Co-Moca & More

mokaandco.com• Moulin d'or moulindor.com• Pickles-Burger Company brgrcompany.com• Positano dagiovannibeirut.com• Premier Leisure-Boubess Group

premierleisure.com.lb• Roadster Diner roadsterdiner.com• Shtrumpf Restaurant shtrumpf.com• Sineco +961 9 640333• Skateboard skateboard.com.lb• Shrimpy shrimpy.com• SSM Lebanese Food Company

pizzahut-lb.com• Subway Restaurants subway-mea.com• The Crystal Group +961 1 561447• Webcor Group nandos.com• Wooden Bakery woodenbakery.com• Yammine Bakery

boulangerieyammine.com

DECEMBER 201009 December SWITZERLANDABSOLVENTENKONGRESSCareer Fair for Students, Graduates & YoungProfessionals Staufenbiel GmbH +49 69 255370

11 - 12 December FRANCEJOB RECRUITMENT FAIRfor the Health, Alternative Medicine & Social Sector+33 1 75554040

FEBRUARY 201103 - 06 February FRANCEAQUITECJob & Training Fair [email protected]

17 - 19 February GERMANYJOBS FOR FUTUREJob, Training & Education ExhibitionMannheimer Ausstellungsgesellschaft mbH +49 621 425090

MARCH02 - 06 March SPAINJOB & ORIENTAExhibition for Education & Professional TrainingE.A. Fiere di Verona +39 45 8298111

03 - 06 March AUSTRIABEST³The Job and Education FairBundesministerium für Unterricht, Kunst [email protected]

25 - 29 March LEBANONFORWARD FORUMCAREERS MIDDLE EAST sarl & E2 - Events & Exhibitions salforwardforum.com

APRIL19 - 21 April OMANJOBEXOmanisation & Job Opportunities Exhibition [email protected]

OCTOBER04 - 06 October KUWAITCAREER FAIRKuwait International Fair [email protected]

Hospitality key players were asked what was the best advicethey ever received during their career, what advice would theygive graduating hospitality students looking for careers inthe industry and what were they looking for in futureemployees? This is what they replied:

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NB: This is a selected list

27Hospitality News - N° 73 - DECEMBER 2010 / JANUARY 2011 -

CAREERS GUIDE RECRUITMENT

Time consumingassignmentThe basic steps in recruitment ofassessing, screening, selecting andfinally hiring are a time consumingprocess. So, unless you have astructured recruitment section with-in your HR department, equippedwith a trained experienced team,recruitment will be a challenge.Every step requires by itself a con-siderable amount of quality time andfocused concentration.

Expertise in peopleassessmentRecruitment companies should beexperts and be competent in:

Knowing the market, differentindustries, the competition andunderstanding the business ingeneral.Networking and having a wideexposure to people talent andbeing ‘in the know’ regarding thelatest placements and moves.Attracting using the right sources,negotiating and using the rightarguments to convince and sell.Knowing people competencies,industrial psychology, labor law,compensation and benefits, peopleneeds and organizational behaviors.Assessing and screening: usingthe right tools to assess candidateprofile, making sure that theymeet job requirements and speci-fications. The advantage with suchcompanies is their experience injuggling between interviews,screening tests, and knowing howto interpret data and validatingreports to make the right decision.Interviewing skills, which requirestraining, practice and specific abili-ties. Nowadays interviews can gofrom the classical form, to theCompetency Based Interview(CBI), structured, semi structuredor unstructured interview.

Objectivity is a mustWhat is the interest of a recruit-ment company? First of all, clientsatisfaction, as this will affect thelong-term relationship with itsclient and also their credibility.Objectivity is also a must, as isneutrality towards all applicants,there is no place for ‘parachutecandidates’. Recruitment compa-nies, since they are outsiders and athird party, will treat all candidatesin an equal way and the best fit willwin the position. Internal agendas,hidden politics, and interests canbe easily overcome by allocatingthis task to professionals.

Rich database andnetworkWhatever the size of the organizationand whatever strategies they adoptfor attracting candidates, their data-base will remain less wide and glob-al than a recruitment company’s.Mainly because recruitment compa-nies spend most of their time build-ing a strong network of candidatesin order to meet the needs of theirclients. Not to mention many ofthem have advanced online data-bases with capabilities that allowthem to make quick, targetedsearches for candidates.

Finally, after mentioning the advan-tages of using recruitment compa-nies it should be pointed out that dis-advantages also exist. Some organi-zations have had bad experienceswhen dealing with experts and pro-fessionals in recruitment, such ashigh financial cost, lack of profession-alism and expertise, as well as a lackof ethics. This convinces many tostay well away. However, the bene-fit of using the services of a recruit-ment company - if you can afford itand you’re dealing with the right peo-ple – is certainly beneficial. nphimanagement.com

What differencedoes using arecruitmentcompany make?

Micheline Husseini, managingdirector, Phi Management Group,a human resource andmanagement consultant firm,believes that recruitment agenciescan offer many advantages – aslong as you deal with the rightprofessionals

Recruiting Agencies• akhtabout.com• alwassim.com• bayt.com• bineid.com• bis-me.com• bso.com.lb• careerdesign-lb.com• careerslb.com• catererglobal.com• caterersearch.com• cinops.com• educomoverseas.com• ewaseet.com• globalhospitality.com• gulftalent.com• headhunter-me.com• hirelebanese.com

• hocaps.com• careers.hospitalitynewsmag.com• hoteljobsworldwide.com• jcconseil.com• jobs.com.lb• krbonline.com• market-key.com• mgtplus.com• monstergulf.com• neo.gov.lb• primejob.com• recruiters.com.lb• recruitgulf.com• recruitmentway.com• recruitvg.com• renardinternational.com• waseetjobs.com

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CAREERS GUIDE CV & COVER LETTER

Once you have founda position you wouldlike to apply for youwill need to send inyour CV along with acover letter. Here aresome tips to help youalong the way

What should yourCV do for you?

You have thirty seconds to catchthe attention of the reader beforethey move on to the next CV on thepile.

CVs should always be typed,should never exceed two A4pages and type should never besmaller than 12-point. Your accompanying letter shouldnot be more than one page. Use good quality white paper. First, provide personal data Then explain your objective(optional). List your work experience oremployment in chronologicalorder, with the most recent jobfirst, and similarly with your edu-cation and qualifications.Include any special skills, such aslanguages or IT. Add any interests towards theend.Give referees, which can be anemployer or a lecturer fromschool or university (dependingon whether you are working, ifyou are it is preferable to useboth). Always ask them first. Keep it concise and avoid repeti-tion; use examples to illustrateyour experience. Don't lie about qualifications. Youcan, however, omit to mentionpast failures, such as an examyou failed. Avoid unexplained gaps. Do a final check. Ask someonereliable to make sure there are nospelling mistakes or grammaticalerrors.Print off a copy before sending itso you can look back at what youwrote if called for interview.

Writinga CV &a coverletter

What should your cover letter do for you?It should answer the question - Why should I hire you? It should grab the employer’s attention and pointout why you, above all other applicants, should be contacted for a personal interview. It should also includethe following elements:

YOUR ADDRESS (Do not put your name here)DATEEMPLOYER'S NAME (current)TITLECOMPANY'S NAMEADDRESS

Dear Mr./Ms. (add employers name)

FIRST PARAGRAPH: This is the "why I'm writing to you" paragraph which immediately tells the employ-er the position you want to be considered for. This is short - usually 2-3 sentences. Points to cover:• Why you are writing and which position you are applying for.• Only mention how you heard about the position, if it was through a mutual contact or recruiting program.• Show from your research why you are interested in this position or organization. The goal is to make aconnection - do this briefly and specifically or leave it out; sweeping statements will not work.

SECOND PARAGRAPH: This is the "why I'm qualified" paragraph. Highlight some of your most relevantexperiences and qualities as they relate to the position for which you are applying. Choose 2 - 3 points youwant to make about specific experiences/accomplishments or about general qualities you have exhibited,and provide specific examples to support those points. This paragraph will change according to thejob/employer for which you are applying. This is usually the longest paragraph of the letter. You may breakthis paragraph into two if it looks too lengthy or if your points work best in separate paragraphs. Points to ponder:• The first sentence should be a hard-hitting opener. It is a quick introduction, which is accomplishment-oriented and directed at the skills and qualifications needed for the job/industry.• The body of the paragraph should provide evidence to back up what you've just claimed. Cite specificjobs/internships/activities/projects and accomplishments associated with those experiences. Use yourresume to come up with some specifics, but never reiterate passages from your resume word for word.Relate the facts to the job. Strong examples are important.• The final sentence is a summary of what you've discussed above. It's a good idea to mention the posi-tion title and company name to bring the reader back to the specific job in question.

FINAL PARAGRAPH: This is a short 2-4 sentences paragraph. You should refer to the enclosed CV, requestan interview and let the reader know what will happen next (Contact them within specific period of timeunless it is a recruiting program). It is vital that you thank the reader for their time and consideration.

Sincerely,

Your signature

Your name

Enclosure(s)

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Throughout your job search youneed to seriously consider severalquestions about your financialvalue and future income. What, forexample, are you worth? Howmuch should you be paid for yourwork? How can you best demon-strate your value to an employer?

Maximize on past experienceUnderstand what you have

achieved. Bring past experiencesto the table as a tool.

List what you have to offerKnow what you have to offer a

future employer. Make a list ofyour skills, abilities, talents, andknowledge. Be prepared to showyour employer what capability youbring to their company.

How badly does the jobneed filling?

Find out what you are worth to theemployer and how badly (or not)they need to fill this position with aqualified candidate.

Wait for an offerDelay discussing salary until

you've been offered the position.

Demonstrate excitementFirst, make sure you want the

job then let the employer knowthat you really want the job, but areonly hesitating because of salary.

Don’t bring in personalneeds

Don't discuss the monetary needsfor your family or the cost of living.

Prepare your salary options Come up with three salary fig-


CAREERS GUIDE NEGOTIATIONDispute any doubtsYou will have the most

influence if salary is the only sourcefor hesitation. Make sure that thereare absolutely no other concernsfrom your employer or doubts thatyou are the best candidate for theposition.

Justify cost-effectiveness Try pointing out to the com-

pany how your ability will helpreduce costs through your perform-ance so you can justify higher pay.

Remain calm and poisedOnce the offer has been

made, and appears too low, remainquiet as though you were ponderingthe offer. The uncomfortablesilence may prompt the interviewerto improve the offer on his/her own.

Be creativeIf the company can't afford

a higher salary, try asking for otherbenefits.

Be flexibleConsider working fewer

hours, on a consulting basis, fourdays a week. nbusiness-unlimited.com

Salim Hajje, director, BusinessUnlimited, gives us a list of tipsfor salary negotiation that haveworked for many people

ures for yourself: an offer thatwould make you smile, and onethat would make you jump up anddown and call all your friends.Shoot for a salary between yourmiddle figure and your high figure.

Employer has a budgetUnderstand that most employ-

ers have a range in mind and willactually start at the low end of thatbudget to give themselves somenegotiating room. This does notmean they will try to low-ball theposition.

Know your bottom lineKnow what your minimum

salary range must be to support thelife you want to live. Although it isnot advisable to bring this up in theinterview, you will need to knowwhat your absolute bottom figure is.

Employer to talk salaryfirst

Wait for their offer. Stall whenasked directly what your salaryrequirements are. If the salaryquestion comes up too early, trysidestepping the issue.

Employers like negotiating

Remember that potential employ-ers often look on negotiating forsalary favorably. It reinforces theidea that they've made the rightdecision in offering you the posi-tion. It lets them feel confidentthat, because you can keep yourbest interests in mind, you canprobably look after the best inter-ests of the company as well.

Do comparative researchKnow the going rate or fair marketvalue for your position. Be pre-pared to discuss these figuresonce salary negotiation has comeup. Have a salary range in mind.

Anticipate objectionsAnticipate that the employ-

er will have objections for thesalary range you want. Know inadvance how you will overcomethem.

Hotels• accor.com• amberhotelsandresorts.com• bhihotels.com• burj-al-arab.com• campbellgrayhotels.com• chamhotels.com• emaar.com• fairmont.com• fourseasons.com• goldentulip.com• habtoorhotels.com• hilton.com• hyatt.com• ifahotelsresorts.com• intercontinental.com• jumeirah.com• kempinski.com• layia.net• lemeridien.com• leroyal.com• marriott.com• millenniumhotels.com• moevenpickhotels.com• nakheel.ae• oberoihotels.com• radissonsas.com• ramada.com• rezidorsas.com• ritzcarlton.com• rosewoodhotels.com• rotana.com• safirhotels.com• shangri-la.com• sofitel.com• starwoodhotels.com• swiss-belhotel.com• tiara.com

Top 18 tips fornegotiating your

salary

who can youwork for

is not a decision thatshould be taken lightly.Peter Goddard, founder

andmanagingdirector,TRIHospitalityConsultinggives aninsightinto why

For those who think an entry levelposition in a hotel as glamorousand financially rewarding shouldtread with caution. More oftenthan not the first years working ina hotel are often thankless andrequire many hours of overtimewith a poor salary. In addition,relocating to the Middle East willmean being away from ones fam-ily in a cultural environment whichmay be difficult to adapt to.

On a positive note, for those whotake a medium to longer termview will be richly rewarded.Employees who are dedicatedand have the necessary skill basewhich compliments the hotelindustry will find that promotions,salary increases and travel will fol-low hard work and commitment.For better or worse, the hotelindustry is often described asbeing addictive.

The hotel industry across theMiddle East has witnessed dra-matic growth over the last decadeand such a trend is likely to contin-ue for many years to come. Suchdevelopment therefore will createmany new positions across alldepartments within a hotel andthe potential for rapid careergrowth.

Tips to keep in mind:• Choose your employer carefully,

look at their track record and planned future expansion plans

• Speak to employees who work for the hotel you are targeting and get their feedback on management and employment policies

• Critically evaluate whether your skill base matches those required by a hotel

• Have a 2-3 year plantrimideast.com

Choosinga careerin hotels

“You can alwayswalk away fromthe negotiatingtable if you justaren't gettinginto yourminimum range”

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CAREERS GUIDE CAREER CHANGE

If you are considering a careerchange, you should identify the prob-lems in your current career and besure that they cannot be adjusted.Before you decide to jump ship fromyour current job, talk to your boss.We have noticed that progressivecompanies recognize that motivatedemployees are critical to their suc-cess. They may bend over back-wards to assist you once they knowyour real interests and desires.

However, if nothing can bechanged in your current career tomake you happier, then it may betime to seek a new one. Here aresome professional tips to help youmake a smoother career transition.

You should know whatyou wantAnalyze your skills, experience andqualifications. What would bestsuit your personality, as well asyour personal and professionalneeds? What skills do you havethat differentiate you? Note whereyour strengths are, where yourweaknesses are.

Prepare to invest in yourcareer Experts say that looking for a newcareer just to advance monetarilywill not overcome the dissatisfac-tion you have had in your currentjob. Be prepared to backtrack. Keepin mind that you are investing in anew career. Think about the value oftemporarily taking this salary cut.You will be happier in your career,and the happier you are, the moresuccessful you will be.

Research interested fieldRead trade magazines and news-paper articles and do backgroundresearch on the company whichyou are most interested in workingfor. Find out as much as you canand pay attention to your interest;does this still seem right for you?

Start networkingTalk to anyone and everyone whoknows about your prospective field.Ask them to list the key competen-cies in that line of work that enablethem to be successful. Also, it is agood idea to join professional asso-

Changing careerssuccessfully

ciations to meet people in the fieldand to gain some background in it.Career events and shows are per-fect examples that constitute a per-fect venue. Networking is evenmore critical as it gives you a chanceto present your skills set before yousend your resume.

Get in touch withprospective employersthrough recruitersObserve a company first. Even ifthey do not have any openings,apply through their recruiters, asthey should remember your faceand enthusiasm when one is avail-able. This will give you a chance toget a better feel for the field andalso a chance for the company toget to know you.

Volunteer or take aninterim positionThis can introduce you to a numberof career options as well as compa-ny styles, sizes and atmospheres.You might quickly be able to tellwhether or not this is the right fieldfor you before you make a solidcommitment.

Needed additionaltrainingHow qualified are you? For skillsyou do not have, ask how you canbuild them. Is more education nec-essary? Are you willing to do this?

Customize your resumeMake sure the transferable skillsthat the employer is seeking areclearly highlighted in your resume.Just because you do not have anyexperience in your prospectivefield, does not mean you do nothave many of the necessary skills.Be sure to present yourself in away that will prove to the companythat you are qualified.

There are heaps of careers out there,but make sure you are creating real-istic expectations for yourself. If youare making a decision based onsomeone you know who is very suc-cessful in his/her field, keep in mindthat everyone has different skills andtalents, plus the reason for his/hersuccess may be because of simply aspike in the industry or for geograph-ical reasons. nmarket-key.com

Private hospitality technical schools• Al Kafaat +961 1 872225• American University of Culture & Education

+961 1 385566• Centre International Des Sciences Techniques CIT +961 1 257700• Institut Freddy Aatallah IFA

+961 6 952100• Institut Technique Franco-Libanais ITFL

+961 1 684078• Institution Mgr Cortbawi Congregation Des Saints Coeurs Tourisme-Hotellerie ITH+961 9 854490• Sagesse Technique Section Hoteliere

+961 1 380777• The Arab Institute Establishment Beirut

+961 1 377148• College Computer Industrial Science CIS

+961 1 555896

Public hospitality technical schools• Ecole Hoteliere Bir Hasan +961 1 840310• Ecole et Institut Hoteliers Saida

+961 7 720039• Ecole et Institut Hoteliers Tripoli

+961 6 213018• Ecole Hoteliere Ajaltoun +961 9 236075• Ecole Hoteliere Dekwaneh +961 1 689819• Ecole Hoteliere Zghorta +961 6 660246• Ecole Hoteliere Hammanah +961 5 530788

• Institut Hotelier Bir Hasan +961 1 842408• Institut Hotelier Ard Jaloul +961 1 842729• Institut Hotelier Dekwaneh +961 1 687366• Institut Technique Ajaltoun +961 9 230019

Private hospitality universities• Al Kafaat University al-kafaat.org• American University of Science & Technology aust.edu.lb• American University of Technology

aut.edu.com• Arts, Sciences & Technology University In Lebanon aul.edu.lb• American University of Culture & Education auce.edu.lb• Haigazian University Faculty of Business Administration haigazian.edu.lb • Hariri Canadian University

hariricanadian.edu.lb• International Hospitality Academy

ihacademy.net• Islamic University Faculty of Tourism & Hotel Management iul.edu.lb• Lebanese American University lau.edu.lb• Lebanese Canadian University lcu.edu.lb• Lebanese International University liu.edu.lb• Notre Dame University ndu.edu.lb• Pigier SUPEC pigierme.edu.lb• Sagesse University Faculty of Hospitality Management shi.edu.lb

• Universite Saint Esprit De Kaslik usek.edu.lb • Universite Saint Joseph Institut De Gestion Des Entreprises usj.edu.lb• University of Balamand School of Tourism & Hotel Managementbalamand.edu.lb

Foreign private hospitality universities

France• Ecole De Savignac

ecole-de-savignac.com• Ecole Hoteliere Lausanne ltht-nice.com• Essec University MHI essec.fr• Institut Paul Bocuse

institutpaulbocuse.com• Le Cordon Bleu cordonbleu.edu

Switzerland• Alpine Center for Hotel & Tourism Management Studies Associate Instituteof IHTTI alpine.edu.gr• Cesar Ritz Colleges ritz.edu• Glion Institute of Higher Education /Laureate Hospitality Education glion.edu • Hotel Institute Montreux him.ch

UAE• Emirates Academy of Hospitality Management emiratesacademy.edu

KSA• Prince Sultan College for Tourism &Hotel Sciences pscabha.edu.sa

Egypt• Lucerne Hurghada for Hotel &Tourism Management lucernehurghada.com

Jordan• Jordan Applied University Faculty of Hospitality and Tourism jau.edu.jo• Royal Academy of Culinary Arts

raca-lesroches.edu.com

Training institutes Lebanon• Apave Liban apaveliban.com• Berytech berytech.org• Educom Overseas educomoverseas.com• ELCIM elcim-lb.org• Formatech formatech.com. lb• GWR Consulting gwrconsulting.com• International Consulting & Training Network ictn.com• Leading Minds theleadingminds.com• Lebanese Management Association

lma-online.org• Matters mattersonline.com• Phi Management Group

phimanagement.com• Starmanship & Associates starmanship.com• Tamayyaz tamayyaz.com• Wydner Coaches wydner.com

where can you improve your skills

At one time or another, most of uswill make one, two or more careerchanges throughout our lives.Mounir El Khoury, chairman andCEO, Market Key advises onsmooth career transition



CAREERS GUIDE STARTING UP

Chef Michel Jabbour is putting thefinal touches on Tartare, his newventure due to open next month inMonot Beirut, Lebanon. “I am a bigfan of beef tartare and tuna tartare,two of my specialties,” saysJabbour, who hopes to spark theculinary ambitions of amateur chefswith his master classes to be held atthe restaurant. He aims to cater forthose who want to eat good food, aswell as those who want to learn alittle bit more about how to make it.

Jabbour, 33, learnt to love the artof cuisine in the family kitchen,while growing up he spent a lot oftime there with his mother watch-ing her prepare meals. Over theyears he has been experimentingwith unique recipes and nowwants to show people that cookingcan be fun and exciting. He hopesto inspire people with his Cuisinedu Soleil, literally cuisine of thesun. At the heart of this fare arefresh flavors and local ingredients,some just based on fresh tomatoeswith Extra Virgin olive oil.

The young chef’s ambitions werenot always in the kitchen. Heobtained a B.A. in Business

Management from Lebanon’s NotreDame University, and was all set toenter the corporate world. Bychance he visited a student tradeshow in Beirut where he cameacross the stand of the culinaryFrench Institute Paul Bocuse. Thiswas the turning point in his life. Hechanged career direction and decid-ed to embark on a gastronomicadventure. In 2000 he enrolled inthe institute’s renowned culinaryarts and restaurant managementprogram. After graduation he gainedexperience in Buerehiesel, a 3 mac-arons Michelin restaurant inStrasbourg, and then spent twoyears working in the hospitalityindustry in the States.

Now Jabbour enjoys sharing hisculinary skills with people andshowing them that cooking can befun and exciting. On the menu inhis restaurant are French andItalian specialties.

“Melting tradition with modernitywill allow me one day, I hope, to becited in the Michelin guide,” saysJabbour. The restaurant will offermodern French cuisine and someItalian dishes with novel combina-

tions, which Jabbour hopes willtantalize, the guests’ palates. “I willbe serving mainly French new cuisine,with a little touch from the south, andsome Italian dishes. I like to call itCuisine du Soleil,” says Jabbour.

As well as serving his own special-ties, he will be teaching amateurshow to use fine produce, like foiegras, lobster and truffles, as well assimple basic ingredients, and turnthem into straightforward but exqui-site dishes which they can prepare athome. Local and international chefswill be invited to come and sharetheir knowhow at the restaurant.

“I have been wanting to open thisplace since 2005, the year I gotback to Lebanon, but due to all thecircumstances we saw in LebanonI never got the chance. But, now,here I am.” n

Entrepreneurialsuccess for aninnovative chef

Chef Michel Jabbour has apassion for eating, cookingand sharing. Now he hopesto spark the culinaryambitions of amateur chefswith cooking master classes

“Melting traditionwith modernity willallow me one day,I hope, to be cited inthe Michelin guide”

A startup enters the highly com-petitive business arena handi-capped by severe operationaldeficits including insufficient capi-tal, as well as lack of history,clients, products, brand name,suppliers or subcontracting net-work, Chances of survival are slimbut possible if entrepreneursunderstand startup dynamics andmanage accordingly:Work surplus • Seek quality staff • Avoid staff turnover yet plan for it• Accommodate surges in demand

without negative effects on quality• Use work surplus productively. Flexibility• Keep a loose and flat structure • No hierarchy• Be ‘client’ not ‘market-driven’• Promote quality• Improve products/services

based on client feedback• Blend short & long term activitiesLower fixed costs & overheads• Borrow or buy used equipment• Minimize personal expenses• Avoid all lavishness• Buy through discount websites• Share office space & employees• Outsource when possible• Apply guerilla marketing• Minimize fixed costs• Use saved profits in dry spellAnd most importantly, never runout of money• Obtain payments in advance• Obtain grants• Plan for the inevitable ‘dry spells’• Use friends & family ‘love’ money• ‘Beg, steal and borrow’

Another intrinsic advantage of astartup is its relative immunity tocompetition. When still ‘under theradar’ the startup escapes the‘economic intelligence’ of themajor existing players and hencedoes not constitute a threat.

All the above points are no longerapplicable when business is sta-ble and entrepreneurs need tomanage this transformation adapt-ing accordingly, else they will faceeventual failure.berytech.org

Nicolas Rouhanadirector BusinessIncubation, Berytech,gives a few pointers tobudding entrepreneurs

Starting up


CAREERS GUIDE MANAGEMENT

With staff turnover estimated at75% per year, hospitalityoperators biggest challenge isretaining staff. With this in mind,here are a few tips from NadaBifani, director, WIN Sales andMarketing Programs, to makeyour staff stay

Michel Salameh, training andinternship consultant, EducomOverseas, stresses on theimportance of hands on trainingin education

1. Recruit effectively Take the time to find the right per-son will pay off in the long run.Don't recruit on gut feeling alone,nor take on people you happen tolike, regardless of their skills.

2. Make wages fair Getting pay levels right makes iteasier to attract quality staff andretain them. Check that you're pay-ing the going rate otherwise youcould lose staff to competitors.

3. Keep things interestingYou risk losing talented employeesif they are underused, frustrated orbored. Encouraging staff to try dif-ferent elements of other people'sroles can develop versatility andteam spirit.

4. Plan inductions A well-planned induction will mini-mize this risk and help identify anyproblems early on. Be creative -nobody wants to be faced withhuge manuals detailing everyminute policy and procedure ontheir first day.

5. Be a good leaderBe an example of what you wantfrom others. Remember that peo-ple might apply for a job because ofthe brand or product, but whatkeeps them there - or not - is theleadership and direction from theirboss or manager.

It is true that an institute’s state of theart curriculum, classes, facilities andlabs are top priorities for studentsjoining a hospitality school. However,employers mainly look for acandidate’s hands on experience.Good education is a must in today’scompletive hospitality environment,but culture, experience and personatraits, developed through hands onexperience, are key to managementpositions.

When looking for an educationalestablishment, it is imperative toseek one that combines hands onwork experience in prestigiousproperties and leadership-trainingcoursework.

Once graduated, you’ll be enteringthe operation field and often it’shands on experience taken duringthe academic year that helps decideyour position and the career path. Itis a good idea to start training earlyon in your sophomore year.

For a training program to besuccessful the coursework mustemphasize the development ofservice leadership and employabilitytraits essential to meeting thechallenges of the hospitalityindustry in the 21st century. It isimportant for a training institute tohave a close relationship withindustry leaders to provide valuableinsights on the type of graduates

6. Be flexibleNine out of 10 employers with flex-ible hours have experiencedimproved staff-retention rates andhigher motivation levels.

7. Regular appraisalsAppraisals are an important tool toensure staff reach their individualpotential and meet the needs of thecompany at the same time. Someobjectives are best covered in a lessformal setting.

8. Listen to your staffA business where only senior man-agers are allowed to have ideasrarely achieves great staff satisfac-tion. Encourage good two-way com-munication by asking employees fortheir feedback, and acting on it ifnecessary. Spend time with yourteam so you are aware of how theyfeel about aspects of the business.

9. Pleasant environmentNobody wants to work in unwel-coming surroundings. Simple touch-es like free tea or coffee and bis-cuits are likely to be appreciated.

10. TrainingEncourage staff at all levels to learnnew skills, and carry out a trainingaudit to find out what would interestpeople the most. Helping staff devel-op will keep them motivated andmore likely to stay in the long-term. n

winprograms.info

10 ways tostop your stafffrom leaving

Hands on experienceis key to success

they are most likely to hire. Theservice leadership and employabilitytraits that the hospitality industrycontinually emphasize include:

• A positive and caring attitude• A good work ethic• Honesty and responsibility• Good time management skills • The ability to take initiative when

required• The ability to get along with others

in a multi cultural environment

Also, when looking for training it’sbetter to take one that leads to adegree from a well recognized insti-tute or at least chose training that iscareer focused. Certificates of spe-cialization will guarantee you employ-ment in the department that youchose and are motivated to work in.

The goal of any training programshould be to develop hospitality pro-fessionals and leaders of tomorrowwho are dedicated to outstandingservice, have a positive attitude,demonstrate strong work values,lead by example, encourage toler-ance, celebrate diversity, and make adifference in the world.

Consider training as a developmenttool for both business and individu-als rather than as an unjustified cost.The outcome of good training willalways reflect positively into opera-tion and personal achievement. neducomoverseas.com

ing the hospitality industry, and thefindings were that each industryhad its own set of variables that dif-fered significantly.

The above scale shows that hospi-tality workers seek good wagesfirst, while the industrial workersare more concerned with havinginteresting work. It also shows thatthe workers differed on all but twoof the work factors.

Other research about employmentidentified the five commitmentdrivers for employees.

Driver 1 Employees are lookingfor a fearless cultureThis requires open, honest, and at


CAREERS GUIDE MAINTAINING STABILITY

Stablity, quality and profitabilityFaysal El Jurdi, president and CEO, Vision Group, believesthat the establishing and maintaining of a stable work forceis the hospitality industry’s biggest challenge. Today,entrepreneurs still use the tried and tested questionnaire tofind out what their staff are thinking

1

2

3

4

5

Feeling of being in on what’shappening

Sympathetic help withpersonal problems

6 Interesting work

7 Personal loyalty to employees

8 Promotion and growth in theorganization

9 Good working conditions

10 Tactful discipline

Gender

Work status

Nationality

Age

Position

Years of service

Male

Full time

Lebanese

18 - 5

Worker

0 - 3

Female

Part time

Other Arab

26 - 40

Suppervisor

4 - 7

European/Asian

41 - 60

Management

8 - 11

Good wages

Interesting work

Job security

Appreciation for job well done

Opportunity for advancement

Loyalty to employees

Good working conditions

Feeling of being in on things

Tactful discipline

Sympathetic personal help

Rank the following work motivation factors in orderof importance as to what motivates you to work. 1 being the most important and 10 to being the leastimportant factor.

Good wages

Job security

Full appreciation of work done

HOSPTALITYWORKER

INDUSTRIALWORKERWORK FACTORS

Good wages 1 5

Security 2 4

Opportunity 3 6

Good workingconditions 4 7

Interestingwork 5 1

Appreciation 6 2

Loyalty toemployees 7 8

Feeling of beingin on things

8 3

Tactfuldiscipline 9 9

Sympatheticpersona help 10 10

Work motivation factor questionnaire

Employers need to know whatmotivates workers to work inorder to solve the dilemma of staffturnover. This subject has been thequest of industrial psychologistsand management experts for years.If an employer can identify whatmakes an employee productive, andremains with the company, theemployer might then be able toapply these motivational factorsunilaterally to the entire workforce.

Dr. Kovach, a known professor ofmanagement at George MasonUniversity in the United States,developed a questionnaire of tenjob reward factors.

Kovach applied this questionnaireover a forty-year period and discov-ered that the wants, needs anddesires of employee’s at theirworkplace changed. Over the yearsthis same questionnaire wasadopted by many industries, includ-

times, a confrontational approachto communication betweenemployees and their employers.

Driver 2 Job satisfaction Hiring the right person for the rightjob has long had a strong connectionto the employee performance andcommitment.

Driver 3 Opportunities forpersonal growth Today’s workers are looking togrow and expand their knowledgeand responsibilities.

Driver 4 Organization directionEmployees need to believe that theorganization is doing well in order tostay.

Driver 5 Ability to recognizethe need of employees work-lifebalanceThis understanding will create andenhance the relationship betweenthe employer and employees.

The time has come to apply newtechniques to attract newemployees, similar to the traditionalmarketing techniques that have andare still being used to attractcustomers and guests to thehospitality and tourism industries.

Each organization has its own culture.The culture must be communicatedand reinforced so that it can be apositive motivational influence on theemployees and to promote theirinvolvement and interaction. Theemployee employer relationshipneeds to change to meet these newdemands.

Empowerment is another key toincreased employee’s retention, as itprovides employees with the toolsnecessary to do the job and allowsthem be your service representative.

Job sculpting, in other wordsidentifying the life interests ofemployees, has an importantrelevance to recruit the proper stafffor your organization, but this ismainly developed in therelationship between the managerand the employee that enables jobsculpting to be successful.Employers who take the time todevelop a relationship, out ofconcern and caring, are theemployers who will have a higherretention rate because they will beable to motivate their team.

Treat your employees the way youlike to treat your customers;eventually, by satisfying both endsyou will benefit from a goodreputation, a consistent businessgrowth and stable revenue.

The knowledge of the motivationalfactors, that makes your hotel,restaurant or catering company amore desirable employmentdestination, will help you to retainyour employees longer, and increasetheir productivity and service at thesame time. Motivational factorsdiffer from one industry to anotherbut it has been proven thathospitality workers consistentlyrank good wages as their primarymotivational factor. nhotelsvg.com

The following scale demonstratesthe difference in the work factorpriorities between hospitality andindustrial workers:

Hospitality News Middle East magazine brings to you this questionnaire to cut out and use as a template to identifyyour employee needs. After employees have filled the questionnaire in giveit to a statistics expert to analyze. Good luck!

Basics - hospitalityservices.com.lb · 24- Hospitality News - N° 73 - DECEMBER 2010 / JANUARY 2011...

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Transcript of Basics - hospitalityservices.com.lb · 24- Hospitality News - N° 73 - DECEMBER 2010 / JANUARY 2011...