Heading Up the Corporate Ladder? . . . Now Is Your Time!

The demand for employees skilled enough to oversee and manage workers is very high. Recruiters are constantly and aggressively looking for experienced talent.

Low unemployment and rapid job growth are just two of the factors that make TODAY a great time for professionals looking for promotions into management. In fact, recruiters say that their premier candidate is the middle manager, an experienced worker ready to head up the corporate ladder.

Top recruiters offer these five tips for people interested in moving into management:

1. Don’t quit. Stay employed while you search.

2. Register with just two recruiters to avoid looking desperate and having multiple resumes sent to a company.

3. Diversify your skills. Specialists in the latest technologies get noticed.

4. Make sure resume is up to speed. It must be oriented toward management.

5. If you’re out of work, consider getting an advanced college degree.

It’d interesting to note that when recruiters seek out top executives they focus on one or two candidates who meet the company’s specific needs. On the other hand, recruiters targeting middle managers collect and offer pools of talent that meet a company’s general purposes.

So, if this sounds like a good time to make your move, take the time to get prepared.

The first step is to study and list all the strengths, capabilities and assets you’ve acquired over the years. Do not rely exclusively on your work history to prepare this list.

You come away from your work life with talents and useful experiences that go way beyond what’s typically contained in your resume. And, frankly, it’s these workstyle qualities and values that employers appreciate more than a boring presentation of what you used to do for someone else.

The good news if there’s an exciting job change system that can help you manage this important career move. It can show you how to land a high-paying management job in as little as two weeks!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Lock Up A High-Paying Job In 14 Days (Or Less)!” Click on RSS. www.fastest-job-search.com

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Five Quick Steps to Becoming a Bartender

While it may seem too easy, the key to finding a bartender job is to focus your search and redouble your efforts. Getting a bartending job has often been shrouded in mystery but it really can be achieved in just 5 easy steps. Follow this outline and you will get a bartending job in no time.
You should focus your job search to places where you would hang out even if you didn’t work there. This will insure that your personality is a match to the establishment and provide some good motivation during your search. Working in a place where you would like to hang out is a great thing and will make you a better bartender.
You will need to write resume for your bartending job search. And not just any resume. The resume should be written exclusively for your bartending job search. Irrelevant details like a mastery of powerpoint presentation will do you no good here. Include only skills that a relevant to bartending. Skills like customer service, money management, conflict resolution and sales are essential to being a good bartender. A good bartending resume will include all of these skills even if you weren’t bartending when you got them.
You should always write a cover letter to go with your resume, even for just a bartending job. Many candidates will not go this extra mile so you separate yourself from the crowd simply by having a cover letter. This letter should be good of course, but the mere act of having one will gain you recognition. A good cover letter should show the reader how you handled a tough situation or how you grew at one of your previous jobs. Be as specific as possible, tell a story if you want to. Its alright to put your personality on display a little bit in your cover letter. Have fun with it and tell a good story. An engaged reader is a hiring reader.
A laborious but completely necessary step is pounding the pavement. You will need to contact the managers of the places on your target list and probably show up at these places in order to do so. Restaurant and bar managers are very busy people. Employees, customers and vendors are all battling for their time. It would be wise to show up during the bar’s slow hours. For a typical restaurant or bar this would be between 2pm and 5pm. The afternoons are usually a slow time where a manager will be able to speak to you.
If you are going to get a bartending job you are going to need to master a bartending job interview. Job interviews are enough to make anyone’s palms a little sweaty and a bartending job interview is no different. You have to fight through that nervousness and put your personality on display. Service jobs are about having a great attitude and personable personality, everything can be taught. Without going out on the limb a little bit you will not get a bartending job.
I hope these tips have illuminated the bartending job search process for you. It really isn’t nearly as difficult or mysterious as bartenders make it out to be. If you develop a plan, show initiative and persistence, and maintain a positive attitude you will easily get a bartending job. I wish you luck o your search. Happy Hunting.

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Ramp Up Your Career Plan . . . Target Your Next Boss!

No. Your career plan doesn’t include putting a hit on the person you may report to. But you can seriously ramp up your job search speed and get significantly better results by avoiding the old-fashioned methods and learning the exciting strategy of “targeting.”

The targeting strategy is done in two phases:

1. Identify organizations that match up with your personal employment interests and preference parameters:

geographical location preferences
company size
product or service preferences
business style or corporate culture
community and lifestyle considerations

2. Single out the appropriate hiring decision-maker within each organization of interest. You do this by

research corporate literature
online information through Google
business journals and directories
Who’s Who listings
company’s website
community, non-profit and specialized websites

The purpose of this important research is to identify the names of specific decision-makers that you could be reporting to. The reason for this is that these are the folks who will be making a hiring decision about you . . . not Human Resources or Personnel managers.

You want to find the best way to approach that person directly. You may do that by making a personal phone call, or writing a letter or email directly to that person. Do not ask for a job, but indicate your interest in the company because of some very specific contributions you can make based on your research. Indicate that a resume will follow and that you would like to follow up to see if a face-to-face meeting (not an interview) would be appropriate.

Perhaps the most powerful way to access the target is through people who might know him/her. For example, there are people in the community who are available to introduce you, e.g. religious leaders, neighbors, service and social club members, bankers, merchants, charitable and non-profit organizations, trade associations, etc. Getting a personal introduction from someone who knows your target is golden.

The best news of all is that there’s a proven job search system which can walk you through the process step-by-step and turn you into a winner is as little as 14 days!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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How to Apply for a Job Online

In an increasingly online marketplace, applying for jobs often means sending your resume and cover letter electronically. Some companies have online application forms right on their Websites. Here, you can choose the job you wish to apply for, plug your work experience, skills, and education into online fields, then submit this information with a single click of a button.

Online application forms differ from another and will require different information. For example, some companies ask that you “copy-and-paste” your resume and cover letter into two fields. Others ask that applicants fill in multiple fields such as “work experience,” “education,” etc. Still others ask that you do both-submit your resume and cover letter, and fill in fields that require the same employment-related information.

Whatever type of online application form a company might have, be sure that all your information is posted in one field or another. Don’t be afraid to repeat information, especially if the form requests a resume and a separate breakdown of your work history. Your information will be automatically uploaded into an online database, where hiring managers will likely scout for keywords. The more times your keywords come up, the better.

While some companies-especially large ones have online application forms, many others simply ask candidates to e-mail their application materials to the appropriate person or to a general employment address like “hiringmanager@anycompany.com.” Here, caution is warranted. Be sure to send your resume and cover letter exactly as the hiring manager requests. Some employers prefer that the resume and cover letter be attached as separate documents (usually in a Text Only format or as Microsoft Word documents). Other employers want the cover letter to be in the body of an e-mail, but the resume to be attached separately. Still others prefer that both the resume and the cover letter be pasted into the body of an e-mail. For the latter, be sure that your documents are easy to read. Resumes, which have a rather complicated format, often look messy when they are transplanted into the body of an e-mail. Says recruiter Beth Camp: “If you e-mail a resume, it has to look as good as a written resume. I would advise sending a resume both as an attachment and in the body of your e-mail.” This is a good way to sidestep a possible formatting fiasco. Another way is to send your resume and cover letter electronically, then to send hard copies as well.

Some jobseekers opt to purchase domain names and to create their own Websites for the purpose of putting their resumes (and other application materials) online. The advantage of formatting your resume using HTML and making it a static Web page is that anyone can see your resume in its proper format simply by visiting your Website. Thus, instead of mailing or e-mailing your resume every time you want someone to see it, you can simply give the interested parties the right web address and they can find it for themselves. An added bonus of having your resume on a Web page is that you may attract the interest of recruiters and employers whom you hadn’t even considered. To make downloading your resume easier, you may want to include on your Website copies of your resume in PDF (portable document format) and Microsoft Word files.

Unfortunately, there are downsides to putting your resume on a Website. One downside is that your information becomes accessible to everyone, even unwanted visitors. For this reason, you should never disclose your home address, social security number, or any other personal information. Another downside is that not all hiring managers will go out of their way to visit your Website. Even if your resume is only a click away, many hiring managers would nevertheless prefer that you mail or e-mail it.

In terms of how you send your application materials, it would be unwise to go against the explicit wishes of an employer. For example, don’t send an attachment when copy-and-pasting is requested. Some companies shun attachments because they fear getting a virus, or because they don’t have compatible software, or because they simply don’t want to be bothered with the extra step of opening a document.

When assembling your application materials and putting them into an e-mail, don’t fill in the “to” field until you are finished. It’s all too easy to accidentally send a half-finished e-mail to a company, thus eliminating your chances of making a decent first impression, and most likely, of getting an interview. If you were asked to copy-and-paste your resume and cover letter, be sure to scan the final outcome at least once for formatting problems, then to use a spell checker a final time.

If you are attaching your documents, be absolutely sure you are attaching the right versions (i.e., the company-tailored and updated versions) to the employer. Also, be sure that they are labeled in a professional way. One jobseeker laments his decision to save different versions of his resume under headings like “Resume for Strategic Sourcing Jobs.” Says the jobseeker: “I was applying for three different types of positions. But I didn’t want every prospective employer to know that. By labeling my outgoing resumes the way I did, I pretty much broadcasted the fact that I didn’t have a clear career direction.” Probably the best strategy for saving your resume is to do so under your name only (example: Simone Piette resume) or under your name and the name of the company (example: Greenfield resume from Simone Piette). Be sure to say in your e-mail what you have attached, and also, what software you’ve used. For example, you might say in the body of your e-mail: “Please see my attached resume in Microsoft Word version 2002.”

Before a hiring manager even opens your e-mail, she should know exactly who you are and which job you are applying for. In the “Subject” line, write your name, the position name (and job number, if listed), and the contents of your application (example, “Simone Piette resume and cover letter for Executive Assistant Position”).

If you’ve been referred to a position by another person, be sure to “cc” (carbon copy) or “bcc” (blind carbon copy) your reference when you apply. That is, add that person’s e-mail to the “cc” or “bcc” field, which will enable that person to receive an exact copy of the e-mail you’re sending to the hiring manager. The reason you want to “cc” or “bcc” your referrer is because you want to keep him in the loop. After all, if someone has offered to help you, he should know what stage you’re at in the application process. (Note: Some e-mail programs don’t offer “cc” or “bcc” fields, in which case you’ll want to e-mail your reference separately.)

Finally, be sure to save a copy of your outgoing e-mail in your “Sent Mail” folder, just in case the e-mail doesn’t go through and you need to send it again.

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Different Generations Boost Quality Executive Coaching!

You want your organization to function as a team. Executive coaching can help. Senior employees’ understanding of generational differences among members of the team can significantly upgrade productivity and motivation.

Different age groups within your operation can bring different benefits and skills to the table. Managing those distinctions can make a huge difference. Tapping the natural, inherent qualities and capabilities of each age group can turn executive coaching into powerful addition to your overall management objectives.

So what are these natural age groups and what makes them tick?

Among your workforce there are typically four groups:

1. Veterans–61 years old and up. To them work comes first. They’re dedicated and can be counted on to follow the rules.

2. Baby Boomers–42 to 60 years old. They’re optimistic. They tend to be political at work. But they value teamwork.

3. Generation X–24 to 42 years old. Work is just a job to this generation. They’re self-reliant and seek immediate feedback.

4. Generation Y–6 to 23 years old. They’re highly multi-tasking. They’ll have multiple careers and are globally oriented.

Put them all in the same room together and you have an amazing stew of talent and perspective which must be harnessed and encouraged in any intelligent executive coaching program.

Cindy Krischer, in Knight Ridder Newspapers, tells about the value of understanding each generation and the contribution it can make. She reports that Alicia Bain, vice president of information systems for Visa International in Miami, says that managers must understand what motivates each generation.

For example, Blain practices informal reverse mentoring as part of an executive coaching effort and taps her GenY workers when she wants to improve on how she finds and book venues for group events. “They always have a faster, better way of getting the information,” she says.

Astute executive coaching utilizing generational differences is just one of the alternative career advancement that a job-seeker can bring to the table that will capture the attention and interest of a decision-maker.

Hiring decision-makers are not interested in what you used to do for someone else. They want you to come forward with a proposal for addressing their needs and the needs of their organization. The extra time you spend researching those needs and preparing for a face-to-face meeting far outweigh whatever time you think you need to spend on your resume.

Executive coaching using generational distinctions will get you noticed. Just like the many other innovative non-traditional career advancement strategies!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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How To Format A Career Change Resume

If you are seeking to change careers, the best resume format to use is the combination resume. This resume format is not chronological nor functional. It combines both. It is extremely flexible and allows you to use strategies in a way that would normally be considered wrong.

The difference between the combination format and the chronological format is that the chronological format resume is very easy to follow. The hiring manager will typically start to read the chronological resume at the bottom of the work history or professional experience section and will continue reading his or her way up towards the top to trace your career history. The heading depends on your career level.

If there are employment gaps, it will be obvious because it is difficult to hide breaks in employment using this resume format. This is why most hiring managers prefer the chronological resume format. It is easy to read and leaves little to the imagination. This can be a great advantage if you have been in the same type of position because it shows continuity and progression in your industry.

But what happens when you have held different types of positions across several industries? Some reasons for gaps in employment or holding too many or unrelated jobs include raising children, caring for a family member, illness, returning to college, corporate downsizing or merger, joining the military, and difficulty finding work for long stretches of time because of a tight job market or weak resume.

Hey, things happen. That is life. You cannot worry about the past. It is time to think about the future. So, the first thing you will need to do is toss your old resume. It will not help you to change your career. It is time to make a fresh start.

First, create a resume that clearly indicates at the top what type of position you are seeking.

Include a career summary section that highlights where you have been in your career, being careful to only mention what would be of most interest to this particular company. Emphasize your transferable experience and skills that match the qualifications of the position. If there is a job ad, study it and do your best to make a connection between the job requirements and what you have done. Do not use the exact wording.

Use a keywords section to list transferable skills so the reader can find them immediately. This is also important if the company uses resume scanning technology. This will ensure your resume is retrieved from the database in response to a keyword search.

Under your Professional Experience section or Work History. Again, it depends on your background. Then present your experience in functional sections such as General Management, Sales Management, Staff Training and Supervision, Budget Planning and Tracking, amongst many others.

Take all of the experience you have gained over the years and categorize it into skill or functional areas that the new position requires. If the company is seeking someone to manage budgets, and you managed budgets ten years ago and four years ago, but not in your last two jobs, then list the collective experience under a Budget category.

Continue this formula until each respective category has a minimum of four bulleted sentences or two two-lined sentences to support the name of the heading. It is a good idea to have at least three categories to show how well rounded you are.

Below this section, list the companies, locations, job titles, and dates. You can either create a separate section named Work History if you have already called the above section Professional Experience, or simply list the section without a main heading as part of the main section. It will be understood. Or, you can start the section off with the company names and dates followed by the functional categories. In other words, flip it.

The most common problem with this resume format is identifying where your experience was gained. But, that is the whole idea. If they are interested in what you can do, they will call you in for the interview. It is at that time you can explain the how, when, where, and why of it all. It will make for great conversation, which by the way, a job interview should be. A meeting between two people with a common interest, in this case the position, who engage in conversation in a professional manner.

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Ripped From The Headlines . . . Finding A Job Just Got Easier!

If you’ve recently decided to look for a new job, there’s a lot of good news. News media all over the country are touting job growth. Finding a job just got a lot easier . . . if you’re willing to follow the new rules!

The downside is that you can’t conduct finding a job the old-fashioned way. For example, you can’t make it in today’s sophisticated job marketplace if you plan to rely on your resume to get you a job. The reason is very simple: employers don’t want to hear about what you used to do for someone else.

Employers’ expectations have changed a lot in the 21st Century. They want to talk to someone who has done their homework . . . who’s taken the time to learn about the needs of the organization and its managers. Resumes don’t do that.

So what can you do?

First, prepare yourself. Identify all the skills, assets, and capabilities you possess–both in and out of your jobs. You have to be very clear what you bring to the table that will attract attention to a decision-maker. He/she must be able to see you as a successful member of the organization’s team. It’s up to you to single out only those qualifications that fit each situation and then present them assertively.

Secondly, use all resources available to you to select organizations and specific decision-makers where there’s a match between your capabilities and their needs. Pinpointing who you want to go to work for is a critical piece of finding a job successfully.

At this point most job-seekers counter, “But what if there are no job openings?”

You know, this is probably the single biggest mistake you can make for finding a job. The vast majority of job offers in the U.S. are not initiated through known job openings. In fact, many of the best jobs are created, not filled. This is much more consistent with the expectations of employers who are not looking for someone who fits into a predetermined mold.

They’re looking for bright, fresh ideas. And they’re willing to create a job around the person who can come forward with them. In other words, the better prepared you are the more likely you will get a interested audience. And will move the odds of finding a job dramatically in your favor.

You need a 21st Century concept takes a realistic look at how hiring decisions are made. One that formulates strategies showing step-by-step ways to get in front of selected decision-makers and conduct a productive dialog. One that plays by the new rules.

It’s no longer good enough to hope things will work out for you. . . unless you’re content to sit around and wait weeks and months for something to materialize. If you follow the new rules, the headlines are right. And there’s a terrific job just waiting for you!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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Getting A Job Through Cold Calling

It sounds a little like a telephone on ice, but the cold call is actually an important tool of networking. Cold calling is calling a person or business without prior contact in order to inquire about employment opportunities. For many, the idea of cold calling is chilling. Dialing up a complete stranger doesn’t seem like a logical way to carry out a job search. Yet when done correctly, a cold call can showcase some important professional traits, including resilience, determination, and interpersonal skills. In the best-case scenario, it can also lead to an interview.

Cold calling is a salesman’s device. The premise is that the more people you contact, the better your chances of scoring a deal. In a way salesmanship is integrally connected to the job search, only instead of selling a product or service, you’re selling yourself. Specifically, you’re selling the notion that you would be a valuable addition to a company’s team. And therein lies the key to the cold call. When you pick up the phone, you must think of yourself not as a nervous jobseeker eager for a lead, but rather, as a confident professional who has the qualifications that would benefit an employer.

How do you make this leap? It’s not easy, admits one woman in retail who had taken off several years to raise two children and wanted to rejoin the workforce. She admits the cold call took some practice. “I was much smoother on my eighth or ninth attempt than I was on my first…. I called up many businesses, and the majority of them didn’t take more than fifteen seconds to decide they weren’t interested. Finally, I caught one man who asked me where I’d gone to school. As it happened, we’d gone to the same college. He took a liking to me after that. I was asked in for an interview the following week.”

This woman’s example shows that it helps to make a connection with the person you are cold calling. However, this is not always possible. The plain truth about cold calling is that the failure rate is high. Yet the rewards can be great if you encounter even one person who recognizes your potential. Below are some techniques for making the cold call a little warmer.

* Write a script for your cold call, outlining one or two of your most valuable Key Selling Points (see chapter 7). Remember that you are trying to impress the person on the other end of the line. Modify your script so that these selling points are in sync with each company’s specific needs. A customized delivery is crucial.

* Be clear on your goals and what you have to offer. Nothing will turn off an employer faster than a person who is not clear about his objectives.

* Introduce yourself in a way that will spark interest. Saying your name immediately followed by your area of expertise might do the trick.

* Work on your voice-make sure you sound professional, sharp, and cheerful, but never insincere or calculating. It helps to practice both your voice and your script on a trusted friend who can offer you feedback and suggestions.

* Figure out who is on the other end of the line. Receptionists and other gatekeepers will usually pick up the phone before hiring managers will. Be prepared to answer gatekeeper-type questions such as “What is the reason for your call?” and “What company are you with?” A confident answer and an assured tone might allow you to pass through this initial screen. No matter who picks up the phone, be professional. Treat everyone with equal courtesy and respect.

* Use the “rule of three.” If you’ve tried calling three times, or left up to three messages with no response, throw in the towel. Calling any more than that will only irritate the person you are trying to reach. Says a senior human resources consultant with a wellknown mutual insurance company: “Candidates can call me and leave a voicemail message, but it’s hard for me to do callbacks due to the volume of calls I receive.” She goes on to say she does follow up with many people who leave inquiries, but that repeat messages “are more burden than value.”

* Substitute your e-mail account for your phone. These days many businesspeople are more apt to answer e-mails than voicemail messages anyway. E-mailing requires less effort on both ends because people don’t need to think and speak on the fly; they can actually take the time to word their correspondence carefully if you’re better at written communication than you are at oral communication, consider sending “cold e-mails” rather than making cold calls. In this case, though, you’ll need to address your e-mail to a single person. Consider calling the company gatekeeper, who may be more inclined to pass along the e-mail address of the hiring manager than the phone number. Blindly e-mailing a company at a general address can pretty much guarantee a lack of resultsunless the company happens to be very small.

* Keep track of your phone calls. If you leave a message, you’ll want to know the name and title of the person who is returning your call and what information you’ve already provided.

* Be prepared for standard responses from human resources personnel and other hiring managers. You will probably receive some brush-off responses like, “The only thing you can do is send your resume to our HR department,” or even, “We are not currently hiring.” However, some responses will allow you more opportunity to sell yourself Be prepared to sell yourself if you hear a question such as “What kind of experience do you have?” or “What attracts you to our company?”

* Don’t become discouraged. Cold calling isn’t easy, and a few hang-ups can make even the most stalwart person question himself Take breaks and keep in mind that the process isn’t personal.

* Remember that your ultimate goal is to get an interview. To that end, if you do speak with someone who has hiring power and if you establish a rapport with that person, ask outright if you can come in for an interview. The question might seem presumptuous, but it’s been known to work.

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The fire alarm rings during your presentation

About eight minutes into my breakfast presentation to the local chamber of commerce at a fancy restaurant the fire alarm rang. The alarm was annoyingly loud so naturally I stopped speaking and forced a smile.

You can imagine my first thoughts. They were angry selfish thoughts. Why now? Why me? However I did not convey those thoughts on my face.

We were not immediately able to discern if the fire was real, however I did smell smoke. After the alarm stopped and started two more times over the next five minutes we left the room and several folks moved outside the restaurant. No one panicked. For some reason I was reminded of the scene on Seinfeld when George noticed what he thought was smoke at the children’s house party and ran out of the house yelling, “Fire, Fire”. In his panic he trampled the old lady. Of course I didn’t think that anyone would see the humor at the moment so I said nothing.

After about 10 minutes we learned that there was a kitchen fire that was extinguished. We regrouped in another room that was free of smoke and I resumed my presentation. Of course I had to shorten my presentation to finish on time. Yes I left some things out. Always to be prepared to shorten your presentation.

There is no question that the talk of everyone that day was about the fire at the breakfast presentation they attended. Perhaps they also talked about the great speaker.

The fire might have been a strange blessing because it made the breakfast presentation much more memorable.

What should you do when the fire alarm rings during your presentation?

Stop speaking and look calmly at your audience.

Stop thinking about your presentation and think about their safety and comfort.

Make eye contact with the meeting MC or chair and ask him/her to check it out.

When the alarm stops announce that we are checking it out and will let you know immediately if there is any danger or need to leave the room.

Do not ignore the alarm. It might be a real threat.

The audience is looking at you as the speaker to take charge and some of them will be mildly concerned or even deathly afraid.

Point out the exits to your audience and remind them to move calmly if they need to leave.

State the oblivious – “We don’t yet know the nature of the problem and anyone who wishes to leave is welcome to move calmly to the exits”. Give permission to people who want to leave. The folks in the back corner will be most nervous.

Select two or three other people to check out the hall ways and exits and report back to you.

If you don’t have solid answers after about five minutes direct everyone to leave the building. If you see flames or heavy smoke – that is a solid answer. Then move people quickly.

I hope that this presentation disaster never happens to you but in case it does – be ready to act appropriately. Lives could be a stake. The most important lesson for you is that your presentation is not that important.

About eight minutes into my breakfast presentation to the local chamber of commerce at a fancy restaurant the fire alarm rang. The alarm was annoyingly loud so naturally I stopped speaking and forced a smile.

You can imagine my first thoughts. They were angry selfish thoughts. Why now? Why me? However I did not convey those thoughts on my face.

We were not immediately able to discern if the fire was real, however I did smell smoke. After the alarm stopped and started two more times over the next five minutes we left the room and several folks moved outside the restaurant. No one panicked. For some reason I was reminded of the scene on Seinfeld when George noticed what he thought was smoke at the children’s house party and ran out of the house yelling, “Fire, Fire”. In his panic he trampled the old lady. Of course I didn’t think that anyone would see the humor at the moment so I said nothing.

After about 10 minutes we learned that there was a kitchen fire that was extinguished. We regrouped in another room that was free of smoke and I resumed my presentation. Of course I had to shorten my presentation to finish on time. Yes I left some things out. Always to be prepared to shorten your presentation.

There is no question that the talk of everyone that day was about the fire at the breakfast presentation they attended. Perhaps they also talked about the great speaker.

The fire might have been a strange blessing because it made the breakfast presentation much more memorable.

What should you do when the fire alarm rings during your presentation?

Stop speaking and look calmly at your audience.

Stop thinking about your presentation and think about their safety and comfort.

Make eye contact with the meeting MC or chair and ask him/her to check it out.

When the alarm stops announce that we are checking it out and will let you know immediately if there is any danger or need to leave the room.

Do not ignore the alarm. It might be a real threat.

The audience is looking at you as the speaker to take charge and some of them will be mildly concerned or even deathly afraid.

Point out the exits to your audience and remind them to move calmly if they need to leave.

State the oblivious – “We don’t yet know the nature of the problem and anyone who wishes to leave is welcome to move calmly to the exits”. Give permission to people who want to leave. The folks in the back corner will be most nervous.

Select two or three other people to check out the hall ways and exits and report back to you.

If you don’t have solid answers after about five minutes direct everyone to leave the building. If you see flames or heavy smoke – that is a solid answer. Then move people quickly.

I hope that this presentation disaster never happens to you but in case it does – be ready to act appropriately. Lives could be a stake. The most important lesson for you is that your presentation is not that important.

Article Source: http://www.articlewarehouse.com

©AW George Torok delivers inspirational keynotes and practical seminars. He trains managers and sales professionals how to present million dollar presentations. Arrange for George to work with your people by calling 800-304-1861.Register for your free presentation tips at <||!prliignore1||> Arrange your presentations skills training or coaching at <||!prliignore2||>

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Jumpstarting Your Career In The Restaurant Industry

Studies on the United States’ restaurant and food services sector have shown that the industry is one of the fastest growing, with the number of food managers touted to rise by around 45,000 annually starting the year 2014.

In fact, data from the National Restaurant Association attest to the fact that plenty of job opportunities are available for people both from within and outside the industry. It is for this reason that more and more people are getting interested and increasing their investment on restaurant and food services training and education.

What the Industry is About

The foodservice and restaurant sector covers areas such as catering, casual family diners, fine dining, chef-owned bistros, resorts and casinos, motels and hotels, cruise ships, fast food chains, theme parks, schools, company cafeterias, hospitals and just about wherever the preparation and selling of foodstuff is present.

To date, there are about twelve million jobs in this sector alone. It is one of the most widespread because food is a basic necessity. That’s why many entrepreneurs say you can never go wrong when you enter the food business. Food services exist in every city, state and country, from the most metropolitan of environments to the most quait and far-flung locations. Due to such, employment opportunities in the restaurant industry is always high.

A career in the restaurant and foodservices industry does not mean simply asking the customer if he wants a side of coleslaw to go with his chicken. It is more than that. You will also have to hone your people skills in order to properly interact with the customer, as well as practice stellar hygiene and good grooming. A restaurant that does not demand so from its employees is no good.

In fact, even without the restaurant owner telling you how to conduct yourself on the job, it is your personal responsibility to make sure that customers all satisfied, happy and very much keen on coming back.

What Sort of Training Do You Need?

Most hole in the wall restaurants start from scratch. That is, without the formal education and training to set up and operate such a business. Some of the older and pioneering institutions began from owners’ very own kitchens, without so much as a bachelor’s degree to their names and, still, their restaurants continue to grow and thrive with the times.

However, the industry is growing at around 12% each year and the demands of the customer are getting more and more cosmopolitan. While zero training can be offset by pure dedication and interest in the restaurant and foodservices business, there also are strong arguments in favor of acquiring the right education and formal training needed for the job.

Education is useful given the changing times. With globalization at an all-time high, it is important for those engaged in the food business to keep themselves up to date and knowledgeable with the latest trends. With travel and communications booming at an alarming rate, the restaurant sector has the responsibility to move with it.

Most restaurants provdie in-house training for their personnel, in order for them to more easily advance to supervisory and managerial positions. Hence, it is not unusual for a former dishwasher or table service crew member to be the boss over a period of time. And though a number of food service staff are promoted to higher posts, the job opportunities for those with formal training, whether via an associate or bachelor’s degree, in institutional food service and restaurant management are greater. It will be easier to climb up the ladder if you combine education with solid on-the-job experience.

Why Formal Education is Important

Employment in the food industry is considered a profession. Before, those who simply had ample interest and experienced-based know-how and resources can enter the business. While this is still true today, most institutions prefer that you have a certificate to back your resume.

Programs related to the restaurant and food services sector include food technology, marketing, customer relations, human resources, finance and business management. Institutional food service facilities also provide courses on nutrition, sanitation, record keeping, understanding of policies and procedures, food preparation, reports preparation, and personnel management.

Such hospitality management programs usually run for two to four years, after which you get a diploma or a certification. The more credentials you have, the more you will be perceived of as a professional who is well-trained, highly skilled and motivated. Achieving these credentials only shows how serious you are at advancing the industry and growing with your chosen career.

Thus, formal training is important because:

1. Having specialized qualifications entails that you’re entering the restaurant and food services industry with more than the basic necessary skills to professionally advance

2. Specialized training shows prospective employers that you are motivated enough and have an ample level of maturity to move around such a high-pressure and fast-paced environment

3. People who graduate from hospitality-related programs and courses have turned out to be the ones who do better in their careers, whether they have actually entered the restaurant industry or not, according to data from the US Bureau of Labor Studies

4. Highly-skilled staff and those with formal restaurant training will be in high demand because jobs in full-service restaurants are expected to rise at a huge rate compared to other food services units.

Conducting Yourself on the Job

People working in the food services industry are not robots. Their job is not just to take directions and follow t hem to the letter. They must be able to make decisions themselves and have the initiative to address certain issues. A lot of restaurant operators take note of your personal qualities, for instance, problem-solving skills and attention to detail, before they decide if they want you to be part of their team or not. Grooming is also crucial.

A lot of these qualities you will learn while you’re receiving formal training. While traits like leadership and initiative are ingrained, the right way of handling operations and customers if often not found if you just go it alone and rely on your instincts. Opportunities in the restaurant world will continue to rise as the industry grows in conjunction with the population, leisure times and personal incomes.

Whether you’re eyeing a job at a small restaurant or a fine dining place, the amount of dedication you give out should be the same. It is inevitable that you’ll start at the rank and file level, as you will need the experience to gain solid footing in all possible restaurant duties. Coupled with a degree, it won’t be surprise if you find yourself at one of the top positions in six to twelve months’ time. When this happens, relish the moment. You definitely deserve it.

Article Source: http://www.articlesauce.com

Freelance writer for over eleven years. Restaurant Uniform Restaurant Linens Uniform Scrubs

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