Top Characteristics Hiring Authorities Look for That Have NOTHING To Do with Tenure

Don’t get me wrong, how much experience you have plays a role when you’re being considered for a new opportunity, but there are so many more things you can bring to the table. As an executive recruiter for over 5 years, I have seen a shift in priorities when identifying potential candidates; more often than not, our clients’ number one priority is not just years of experience, but someone who will be the right cultural fit. They are starting to prioritize leaders who combine operational expertise with strong interpersonal and strategic skills. Let’s dive into some of those skills hiring authorities would love for you to highlight in your next interview.

1. Leadership and Communication Skills

At the end of the day, the restaurant business is really the people business. Being able to communicate with your people and lead in a respectful way is key. Effective leaders inspire teams, resolve conflicts calmly, and foster collaboration. They communicate clearly with staff and guests, ensuring alignment with the restaurant’s goals. One study out of Cornell University’s School of Hotel Administration was able to link strong leadership skills to higher employee engagement and retention. Getting good people is challenging enough and keeping those good people is crucial. 

2. Operational and Financial Acumen

Operators must master front- and back-of-house operations, including inventory, food safety, budgeting, and understanding workflows from kitchen to customer service. Hiring authorities are really looking for someone who can “own their business.” Executing financial management skills such as cost control and revenue optimization are critical for profitability and data-driven decision making.

3. Empathy and Team Development

Empathetic leaders build trust by recognizing staff needs and celebrating milestones. Something as simple as wishing a staff member a Happy Birthday or setting up a raffle for a gift card goes a long way. Successful managers invest in training programs, performance feedback, and incentive systems to retain talent. Getting good people is challenging enough and being able to keep those good people is crucial.

Hiring authorities’ top priority is being identify leaders who will drive operational excellence, foster team loyalty, and enhance customer satisfaction. Being able to give anecdotal evidence of how you’ve been able to demonstrate these skills in your career is guaranteed to get you brownie points during your interview process!

Written By: Kameron Ulrich