When I took over the flagging family recruiting firm I have since been running for some 25 years, I learned early that what seemed obvious to me as often or not had nothing to do with the truth. A candidate who avowed his passion really wanted to sell fish, or a chef who had come to San Francisco to enter the big waters of the culinary world really wanted something out in Stockton or down in Cupertino.
More importantly, I learned that things which seemed obvious to me were only obvious to me and not to anyone else. Things I assumed to be general knowledge were completely foreign to my candidates and clients, whether it was a restaurant or a technique or just some technical policy or the quality of a location “everyone” knows.
I am still learning to be sure my candidate or client is on the same page as I am, that they know what I mean when I reference a chef or resume, and I still catch situations where people I’d swear would know simply don’t. .
This rule, “Make No Assumptions”, is as important to you as a candidate as it is to me as a recruiter, or, for that matter, anyone who hires you. That level of assumption – giving your audience more credit for general knowledge and industry insight than s/he deserves – is a career stumbling block. You, too, need to be able to communicate all important and pertinent information about your background clearly and completely to potential employers, whoever they are and however all knowing or not knowing they may be.
When you write a resume, you are writing it to someone. Half the time you won’t know who that someone is – A savvy restaurant owner? A secretary? An intern or temp? An administrative executive with good business sense but limited culinary resources? – so your best bet is to aim at the lowest common denominator and clearly state everything that is pertinent to your background. Begin with the premise that your audience doesn’t know the obvious about the places you worked, what you did there, or now and then, much about the industry and its values at all. The rule I tell candidates is that you have to account for the small but important possibility that your resume’s audience is:
- Just not all that bright
- An intern or a temp with a laundry list of simplistic candidate requirements
- An administrative assistant who knows little about the business
- Any one of the restaurant staff: Tired, over worked and unfocused or just ADD.
- So stressed and hurried that they only read the captions.
They probably won’t be, but it happens often enough to justify the practice of not omitting information that they might be looking for. It’s not that nobody knows anything, but that a some people don’t know everything and won’t take the time to educate themselves, so that becomes your job.
So: If you worked at Mo’s Tavern, Missouri, and Mo’s Tavern is a high end French restaurant serving 400 covers a night, and it just got nominated for the James Beard Award, that’s pertinent. Communicate that information. Potential employers and their minions are not going to go find it for themselves. If you were in charge of five outlets, communicate that. If you worked for the same group at five different restaurants, show it. Don’t expect a manager or an HR clerk to know that your restaurant part of a celebrity chef’s empire. Tell them.
If you as chef of La Rondelle did all the butchering or the pastry or oversaw a bakery, let them know. If they don’t, few will go out and do some research. I do, and every now and then, but I am the exception. It is your duty to shine a clear light on your background, not mine or some restaurant owner’s to figure it out for ourselves.
It’s that simple. Tell people what they need to know in order to make a logical decision whether they should pursue you as their next great hire or not. It helps a lot. If they do know, then your explanation will not harm your chances, and if they don’t, it’s at the very least considerate of you to make the process easier for them.
Small side story: About fifteen years ago one of SF’s grande dame hotels called me to ask about one of the best sauciers in town. The young man had gone back and forth to France, mostly because he liked the girls, and had in the process worked in some of the top Michelin starred restaurants. One of the great old French chefs sent him to me when he returned to the states, and, as he needed money and a friend with a chicken-in-a-basket kind of place needed help on the spot, I sent him for an interim position, which he did beautifully while he looked for something more suitable.
His resume eventually landed in the in-basket of the hotel’s HR department, from which a young woman called me to verify and describe the fried chicken job. I did, adding that he had worked at several restaurants with two and one with three Michelin stars.
The hotel staffer did not respond. She continued to ask about the neighborhood joint, and I, perplexed, kept forcing the point that he had far more interesting background. Finally I asked, “Why do you want to know about the pub, when he worked at MICHELIN starred restaurants??”, to which the HR employee responded – “What’s that? Is it important?”
That young woman is more likely than not going to be the one reading your resume first and deciding if it goes to someone able to make the decision to interview you. Act accordingly. Make no assumptions.