(So does everyone else.)
Google a little and find a list of “What Headhunters want in their candidates” . or: “How to get your resume to the top of the pile”, or: “Resumes that will get you in with headhunters.” Aside from the fact that I would not want to be considered a “headhunter” (too cannibalistic for a business that needs to be aware of the welfare of both sides of an employment equation, don’t you think) as a recruiter I can tell you that all of this is a heap of gerbil dung.
It’s nonsense, unless you prefer working for fools. Wise people hire based on your track record. If your track record does not hold up to any company’s laundry list of requirements, you will not be considered. It’s that simple. (Fools go for the glitzy bits in resumes, but more about that in some other entry).
I am in a slightly different position than the usual restaurant owner, as any resume I receive may not be sufficient for the position I seek, but might be just the background some later client desires. I keep good records. For this the suitability of the applicant’s background to just one job is not the only thing I consider. There are a few elements on a resume and in a candidate’s nature which are enchanting. I have a system of checks in my data base. When I discover these characteristics, the boxes get checks, so I can find that person faster. Here they are:
1) Care to career. A chef who has carefully chosen his positions and guided his actions to keep them. This is not a matter of talent but of character and focus. A logical career trajectory is a delight. Someone who began as a cook in a local restaurant, continued to work for a few years in a better location, then took a couple more positions in good quality kitchens to secure his place and profile. The quality of his kitchens either stayed the same or rose.
2) Stability. I do not care how many great restaurants you work at, if you only work at each one for a few months or less than a year, you do not promise the quality of any of them. I know it is not easy to work for great chefs, and it frequently pays poorly, and it is just that application that tells me this candidate has more than talent. He has character and drive.
3) Commitment. Some people call this “passion”. Committed cooks and chefs are not likely to take any sharp turns in their careers to accommodate convenience. They bring with them several levels of integrity, culinary only being one of them. They are not ideologues but people whose history is testimony to their love of their chosen profession.
4) A sense of community. We are a community and every restaurant is a community. The chef who understands himself as part of the whole will always achieve better results than the lone genius. Consider it a basketball game. It’s hard to find community sense on resumes, but it’s easy to see where it is lacking. Interviews usually reveal it quickly, as the community spirited chef will always talk about his people and what they were able to do, rather than counting down what he presents as his sole achievements.
5) Common sense. Every so often I will offer a young chef a job I think he can do, and he will say “No thank you. I need to learn more first.” A chef who realizes that he is being flattered (not by me) to accept a questionable situation. They will succeed.
6) Niceness, gratitude. Again it’s hard to see niceness, but the opposite is often very visible. Anytime someone says something like “I was so lucky to be working with her. She was fabulous” you know you have a nice person. Make that gratitude, if you will. A while back when people were saying the French are mean (they are not), I responded that Hubert Keller was a terribly nice guy. “Oh, said someone, “that’s just their schtick.” I like that schtick. Look where it got him. Nice guys frequently finish first.
7) Honesty: Really. Don’t mess with me. I very much dislike it. Everyone does.
8) Self-assessment and acceptance of one’s own humanity. Nobody’s perfect so anyone trying to appear so just looks silly. Someone who can say that their strength lies in X and they are still working on Y, anyone who realizes that their own behavior contributed to whatever caused their last job issue, is a candidate worth keeping close. Applicants who know what needs improvement are in a position to effect it and usually do.
9) The opposite of arrogance. I am not sure what this is, but it is neither humility (humility is creepy) nor modesty. It is the understanding that your own great efforts to move ahead would not have been enough without fortune and some help along the way.
10) Straight shooting. (but with tact) As in no name dropping. No posturing. Just what you did. Just be you.
Of course that this is what floats my boat need be of no consequence to you cookies and cheffies out there, except that it is what floats everyone’s yacht.