Candidates

What do we do?

When you retain JonesCraft Hospitality & Restaurant Recruiters, you are hiring us to represent your company. We realize you are looking for a specific candidate. We find that candidate based on your requirements and what you need to drive your business. We focus on our extensive network and also directly search out the ideal candidate. Unlike other recruiting choices, we do not cast a wide net hoping to collect a multitude of resumes leaving you with a list of unqualified candidates.

Who are we?

We are industry veterans. When you have an open position, whether it is a kitchen manager, an executive housekeeper, or a chief operations officer, we understand the position. The restaurant and hospitality industry has its own language, and we speak it fluently.

Why are we unique?

Our candidates are top-notch. As a result, they are not always actively seeking a job. They are, however, open to possibilities and advancing their careers. Unlike candidates who may answer want ads or job postings, our candidates need to sold on your company, and that’s where we come in.

Confidentiality

Confidentiality is the hallmark of JonesCraft Restaurant & Hospitality Recruiters. It permeates all levels of our communications and relationships. Candidates are screened and qualified prior to knowing any client information. This level of confidentiality allows our clients to make needed leadership changes to fit their specific timeline. Our candidates receive the same level of confidentiality.

Best Practices For Your Success

It may be an old saying, but it is a true saying,

“You never get a second chance to make a first impression.”

ALWAYS

  • Review the company’s website. READ the home page and “about” page at a minimum. Know their locations. Know the company you are interviewing.
  • Reach out to former colleagues or supervisors and ask their opinion about the company.
  • Check your Facebook, Instagram and LinkdedIn sites. If there are pictures of you doing something stupid, REMOVE THEM. Perception is reality.
  • Check you phone voice mails message. Make sure it is professional.
  • Update your resume’. Contact references to ask for their permission to use them as a reference.

Prepare for a phone interview

  • Make sure you have completed the “ALWAYS” key points.
  • Have 2-3 questions prepared to ask; such as:
    • Why is this position open?
    • Do all your locations use local products?
    • What charities do you support as a company?
  • Be prepared 15 minutes before the call in a quiet area where you won’t be disturbed.
  • Have your resume in front of you.
  • Announce your name when answering the phone.
  • Smile when speaking; it will make you sound even more positive.
  • Listen, carefully, to the question and answer it with detail, as appropriate. After answering the question, stop talking; do not derail.
  • Do not worry about silent pauses after you answer a question. The interviewer may be taking notes.
  • Again, you do not need to fill the space during a silent pause. The interviewer will ask a follow-up question, if needed.

Prepare for an in-person interview

  • Make sure you have completed the “ALWAYS” key points.
  • Have 2-3 questions prepared to ask; such as:
    • Why is this position open?
    • Do all your locations use local products?
    • What charities do you support as a company?
  • Arrive at least 10 minutes early.
  • Wear business attire, unless otherwise instructed.
  • Be well-rested and energized.
  • Devin M., General Manager, Bravo Brio Restaurant Group

    “Adam was professional and effective. He exceeded my expectations.”

    Bravo Brio Restaurant Group