Eight Gifts (of Value) You Can Give Away, Which Will Not Cost You a Cent | Guest Blog – HospitalityEducators.com

Eight Gifts (of Value) You Can Give Away,  Which Will Not Cost You a Cent

1. THE GIFT OF LISTENING 
But you must REALLY listen.
No interrupting, no daydreaming, no planning your response. Just listen.

2. THE GIFT OF AFFECTION 
Be generous with appropriate hugs, kisses, pats on the back and handholds. Let these small actions demonstrate the love you have for family and friends.

3. THE GIFT OF LAUGHTER 
Clip cartoons. Share articles and funny stories.
Your gift will say, “I love to laugh with you.”

4. THE GIFT OF A WRITTEN NOTE 
It can be a simple “Thanks for the help” note or a full sonnet. A brief, handwritten note may be remembered for a lifetime, and may even change a life.
 

5. THE GIFT OF A COMPLIMENT 
A simple and sincere, “You look great in red,” “You did a super job,” or “That was a wonderful meal,” can make someone’s day.

6. THE GIFT OF A FAVOR 
Every day, go out of your way to do something kind.

7. THE GIFT OF SOLITUDE 
There are times when we want nothing better than to be left alone. Be sensitive to those times and give the gift of solitude to others.
 

8. THE GIFT OF A CHEERFUL DISPOSITION 
The easiest way to feel good is to extend a kind word to someone. Really it’s not that hard to say “Hello”  or “Thank You.”


Friends are rare jewels indeed. 

  They make you smile and encourage you to succeed. 

They lend an ear, share a word of praise, and always want to open their hearts.

 

Dr. Marc Clark, CHA, CHRE, CHE, CHO,
President & CEO at SmartBizzOnLine.com

Recommended Reading from A Founding Associate of HospitalityEducators.com : A Father’s Word to His Children

         

In these days of information overload, it is a pleasure to find a book that seeks to share calm, insights and a moment for reflection.

For those looking for a gift of inspiration in both words and photographs of nature ‘s flowers, “A Father’s Word to His Children”  should be near the top for serious consideration.  Filled with short, thought provoking insights and beautiful photography, this book can be for personal meditation or a thoughtful gift for any occasion  (birthdays, anniversaries, graduations, weddings or just because).

In this book, Kentucky author Dr. Marc Clark guides fathers on how to show their children love in ways they can understand.   He believes that when fathers speak, their words create impressions, pictures, expectations, and dreams. He hopes fathers will make the most of the connections they can build and the positive influence they can have through the pages in this book.

Dr. Clark has been interacting with groups of people in hospitality management, training and education for the past 30+ years, in more than 20 countries.  He has lectured around the world and this book reminds me in some ways of the Father’s Wisdom series by Jackson Brown a number of years ago or others like it.  It would make a great desk top book and should appeal to the heart of all people, cultures and age groups.

Published by Tate Publishing and Enterprises, the book is available through bookstores nationwide, from the publisher or by visiting Barnes & Noble or Amazon com.

This is also an eLIVE title, meaning each book contains a code redeemable for a free audio book version from TatePublishing       eLIVE – Listen, Imagine, View, and Experience!

Dr. Clark lives in Franklin, Kentucky with his wife, Penny. He has six children and ten grandchildren.  He attributes his success to faith, family, and friends.

He begins the book in his personal way of communication – respect for everyone and a higher being.

The content of my book, “A Father’s Word to His Children” comes from my heart.  I hope you enjoy reading and pondering it as much as I did creating it. 

Respectfully   Dr. Marc Clark, PS 63:7

Dr. and Mrs. Marc Clark at a Book Signing.

For signed copies from the author, hard cover or soft cover, go to his site ,www.smartbizzonline.com, click on books & gallery tab and follow the prompts

Rules of Engagement: Fair and Firm | Guest Blog from HospitalityEducators.com

Rules of Engagement: Fair and Firm

author/source: Dr. Marc Clark, President & CEO SmartBizzOnline.com

If you have any workplace rules, regulations, policies and/or procedures there’s a good probability that sooner or later they will be broken by one or more of your workers and that you may have to step up and enforce those company standards with some form of discipline.

Discipline doesn’t necessarily mean automatic termination. One has to first gather all the facts, investigate their credibility and then issue a consequence that is fair to the infraction. Hopefully your business has a written set of standards, employee handbook, and established Code of Conduct to provide you assistance in such matters (and to assist in creating consistency and continuity in the way you deal with people).

Discipline should be administered in a four step process, in a progressive manner. First infraction the employee should receive a verbal warning, Step #1, discussing the problem and expectations of eliminating the problem. However this discussion with the employee will be documented on a formal company disciplinary report and filed in the employee’s personnel folder.

If the undesirable behavior continues Step #2 is administered, the “Written Warning”. The employee’s behavior is documented and a discussion with warning in hand is conducted. Within this written warning the verbal warning is noted. The conversation held with the employee at this level is more serious and accountability is stressed. At this level the employee should have a clear understanding that any continuance of the unacceptable behavior will lead up to either Suspension, Step #3 or Termination, Step #4.

The employee must be consciously aware that it will be their conduct that will generate the final decision and outcome as to what will happen to them because of their behavior. They in essence choose their destiny and supervision will be administering their choice.

Employees should always be given the opportunity to provide their side of the story during a disciplinary action. In Steps, 2, 3, and 4, comment space should be provided the employee on the disciplinary form itself. Also for these three steps of discipline, supervision should request that the employee sign the disciplinary form. However it should be noted that signing the form does not mean that the employee agrees with what is written on the form but that the form and its contents has been reviewed and that a copy of the disciplinary report has been given to the employee. Should the employee refuse to sign, supervision should document this employee refusal and have it witnessed by a third party, preferably another supervisor.

In all but the most serious cases, you’ll want to try to avoid terminating employees, especially if they are good workers. In fact, terminating a worker without some form of discipline policy and procedure could cause you some form of legal problem especially if any form of discrimination can be justified. Without a clear policy and verification that the policy was used for the terminated employee, you could end up in a “your word against the employee’s” situation. It is always a good practice to permit employees to respond to disciplinary counseling, either verbally or in writing. By permitting the employee to respond, managers often can defuse a potentially explosive state of affairs.

Here are some things to ponder as you prepare your company’s discipline policy and procedure process:
Setting up a structured and fair discipline program gives you some background on the philosophy and the goals of a discipline program. It also explains progressive discipline and what a discipline program should contain. Remember that discipline means something more than just punishment. It also supports the idea of training that is expected to produce a specific character or pattern of behavior that will produce moral and mental improvement. Discipline aids in providing a systematic method to obtain obedience.

Employees’ complaints assists you in dealing with employees’ complaints and guides you though the process of setting up a program and a policy to manage these complaints.

Performing an investigation and an inquiry tells you what to do once a grievance has been received and details the steps you need to take in appraising the situation. In order for a disciplinary program to be successful, this step must be mastered by all those administering it. From top down it should be implemented in a consistent manner.

Dealing with difficult employees will help you with the most challenging part of the discipline process – actually confronting the employee. You will need to make decisions about whether to coach or council an employee and how to go about doing it fairly and without bias.

Proper documentation of disciplinary actions is a significant part of the discipline process that must be done accurately to protect your business and substantiate any actions you take against employees. All disciplinary decisions should be made on a business decisions and not personal decisions.

Share your thoughts with Dr. Clark at drmarc@smartbizzonline.com

Discipline doesn’t necessarily mean automatic termination. One has to first gather all the facts, investigate their credibility and then issue a consequence that is fair to the infraction. Hopefully your business has a written set of standards, employee handbook, and established Code of Conduct to provide you assistance in such matters (and to assist in creating consistency and continuity in the way you deal with people).

Recruiting Strategies in Hiring and Retaining Employees | Guest Blog – HospitalityEducators.com

The need to hire an employee can arise from various events such as voluntary or involuntary termination, increased workload, or restructuring of a department or position, resulting in the need for additional skills and/or abilities that current employees do not possess.

Needs Assessment
The first step in the recruitment process should be to evaluate the need to hire a new employee. In the case of an opening resulting from a termination, the company should consider:

  •  Whether the job responsibilities of that opening can be absorbed by other positions.
  •  Whether the position should be eliminated.
  •  Changing the position to a part-time or temporary status.
  •  Restructuring the department to accommodate the changes without adding staff.

Record Keeping
It is critical to maintain accurate records of the requirements for the open position (i.e., a current job description), recruitment methods used, applications received, candidates interviewed, candidate selected and reason for selection.

In the event that a claim is filed against a company for discriminatory hiring practices, the records mentioned above will provide evidence of the valid selection criteria used by the company to make their hiring decision. In order to reduce the risks of discriminatory hiring practices, companies should use a variety of recruitment strategies.

Recruitment Program
A successful recruitment program will ensure a good pool of qualified candidates to choose from. This will increase the chances of selecting an individual with the skills, knowledge and abilities to become a successful employee and a valuable asset to your company. The quality, not quantity, of applicants should be the focus of the recruiting process.

All individuals who will be involved in the selection process must have a clear understanding of the essential functions of the job and the qualifications required to successfully perform the job.

Recruitment Strategies
In developing an effective recruitment strategy, consideration should be given to company and
affirmative action goals and objectives and should be tailored to the companies needs. This can be accomplished by:

  • Identifying and projecting staffing needs by department.
  • Developing a budget to support projected recruitment activity for the year.
  • Developing formal written procedures for the recruiting process to include job requisition forms accompanied by a current job description.
  •  Making sure that everyone who might have contact with a prospective candidate is aware of and trained on Equal Employment Opportunity Commission requirements and restrictions.
  •  Using various recruitment techniques, rather than a single method.
  •  Identifying the internal and external recruitment methods, which will be most effective in attracting qualified candidates.

Attracting qualified candidates can be challenging and often requires creativity and planning. When selecting a recruitment strategy, the following factors should be considered:

  •  The company location.
  •  Labor market conditions.
  •  Level of the position to be filled.
  •  Pay and benefits.
  •  Company promotion policies.
  •  Time and budget constraints.
  •  Affirmative action goals.
  •  Labor union obligations (if any).
   Dr. Marc Clark, CHA, CHRE, CHE, CHO, President & CEO at SmartBizzOnLine.com

Understanding the legal and ethical obligations in the hiring and retention process of hospitality industry staff requires focused efforts and responsible follow-through by managers at multiple levels.  

Recommended Reading from A Founding Associate of HospitalityEducators.com : A Father’s Word to His Children

                 

In these days of information overload, it is a pleasure to find a book that seeks to share calm, insights and a moment for reflection.

For those looking for a gift of inspiration in both words and photographs of nature ‘s flowers, “A Father’s Word to His Children”  should be near the top for serious consideration.  Filled with short, thought provoking insights and beautiful photography, this book can be for personal meditation or a thoughtful gift for any occasion  (birthdays, anniversaries, graduations, weddings or just because).

In this new book, Kentucky author Dr. Marc Clark guides fathers on how to show their children love in ways they can understand.   He believes that when fathers speak, their words create impressions, pictures, expectations, and dreams. He hopes fathers will make the most of the connections they can build and the positive influence they can have through the pages in this book.

Dr. Clark has been interacting with groups of people in hospitality management, training and education for the past 30+ years, in more than 20 countries.  He has lectured around the world and this book reminds me in some ways of the Father’s Wisdom series by Jackson Brown a number of years ago or others like it.  It would make a great desk top book and should appeal to the heart of all people, cultures and age groups.

Published by Tate Publishing and Enterprises, the book is available through bookstores nationwide, from the publisher or by visiting Barnes & Noble or Amazon com.

This is also an eLIVE title, meaning each book contains a code redeemable for a free audio book version from TatePublishing       eLIVE – Listen, Imagine, View, and Experience!

Dr. Clark lives in Franklin, Kentucky with his wife, Penny. He has six children and ten grandchildren.  He attributes his success to faith, family, and friends.

He begins the book in his personal way of communication – respect for everyone and a higher being.

The content of my book, “A Father’s Word to His Children” comes from my heart.  I hope you enjoy reading and pondering it as much as I did creating it. 

Respectfully   Dr. Marc Clark, PS 63:7

Dr. and Mrs. Marc Clark at a November 2011 Book Signing.  More are scheduled in early 2012

For signed copies from the author, hard cover or soft cover, go to his site , www.smartbizzonline.com, click on books & gallery tab and follow the prompts.

HospitalityEducators.com discussesThe Changing Landscape in Global Hospitality Education and Training with Dr. Marc Clark, CHA CHO CHE

 HOSPITALITY CONVERSATIONS

with Dr. Marc Clark, CHA CHO CHE  By Dr. John Hogan CHE CHA MHS

 The Changing Landscape in Global Hospitality Education and Training

The economic forecasts remain mixed, but the overall message shared in many publications, news stories and online services implies a more optimistic outlook in hospitality and the hotel industry in the foreseeable future. This positive upswing will mean the need for both additional staff and increased training in evolving markets.

In this series of “HOW TO” columns titled HOSPITALITY CONVERSATIONS, I chose a topic that is of universal interest to all hotel managers, human resource professionals and associates themselves :

How To Provide Training and Professional Development that positively hits the target of engaging staff in meaningful programs while providing measurable results.

For this topic, I contacted a well-known professional in the industry, Dr. Marc Clark, CHA CHO CHE of Kentucky. Clark is a hospitality veteran of more than three decades, with a strong reputation as a corporate educator. In his career, he has conducted over 3,400 domestic and international seminars in such locations as Mexico, Canada, Panama, Thailand, Taiwan, India, Switzerland, Spain, Africa, Puerto Rico and the Caribbean.

We are all aware of the dramatic changes in both our customers and staff, as the global shift in travel and employment opportunities continues to evolve. With that in mind, I asked the following questions about adult learners:

QUESTION 1: What different teaching styles and practices might you use today when you are lecturing in India compared with Switzerland ?

  •  My teaching/educating style and practices today are similar, whether I am presenting to a group of hospitality students in Anand-Gujarat, India or an assembly of university faculty members in Leysin, Switzerland. Success with these groups evolves from the adult learning conditions that are set into practice to aid in the learning process.
  •  I support open discussion.
  •  I believe that participants in any educational gathering should be allowed to intellectually challenge, discuss and question ideas, methods, and issues that have been brought forward. Such dialogue takes learning beyond the basic level of retention of information and brings participants into higher levels of thought. It is statistically proven that the greater an individual’s involvement is during the learning process, the better their understanding, retention and transfer of information occurs.
  • Understanding how people learn is also critical to the learning process.

People learn in different ways. There are visual learners who learn by seeing, auditory learners who learn by hearing and tactile-kinesthetic learners who learn by doing.

Taking time to research facts about a group that I will be spending time with aids me in selecting the proper method or methods and support media that will be used in presenting content.

I do believe that the learning experience should be up-beat, informative, engaging, relevant and connected to real issues. There must be practical issues in which the learning can be applied.

Teaching and learning is a two way street, that when traveled should be fun no matter what direction you are moving.

QUESTION 2: You have been the team leader for training programs at such diverse organizations as Ponderosa Steakhouses and Opryland Hotel. How are adult learners different from the students of 20 years ago?

  1.  First is the realization that the world has radically changed. Technology has seen to that, as has the social scene. Attitudinal differences between generations are somewhat startling. It is no longer possible to think workers have the same approach to living, working or learning as those who came before them.
  2. The adult learner today is becoming more tech-savvy simply because it has become a survival technique. Individuals are in some way, shape or form connected 24/7 via a mobile device or a PC. Social media tools such as wikis, blogs, and social networks provide immeasurable opportunities to connect and expand their horizons.
  3. I believe that today’s learners differ from the traditional learner of two decades ago in the following ways:

• They are inundated by massive amounts of information coming in from many sources.

• They parallel process and are skilled multi-taskers.

• Attention spans are shorter so learners prefer bite-size chunks of content to deal with and process.

• They seek relevant information that can be applied immediately (prefer to learn “just-in-the- nick-of-time)

• Collaborating, sharing and exchanging ideas with others are important. Creates a sense of community.

• Enjoy learning through fun (games, simulations, interactive activities).

• These form an environment of discovery.

——————————————————————————————–

“The least of learning is done in the classroom.” Thomas Merton,[1] (1915-1968)

[1] 20th century American writer, who was a poet, social activist and student of comparative religion. A monk of the Abbey of Gethsemani in Kentucky, he wrote more than 70 books and scores of essays and reviews. He was was also featured in National Review’s list of the 100 best non-fiction books of the century

_________________________________________________________________________________________________________

Dr. Clark , CHA  CHO  CHE (smartbizzonline.com)  is the author of SMART MANAGEMENT and The Manager’s Toolkit: 61 Building Blocks for Success and he serves as a Senior Advisor for GATE Hospitality University in Katmandu, Nepal. The American Hotel & Lodging Association presented Dr. Clark with its prestigious Lamp of Knowledge Award, identifying him as an outstanding national educator and the Asian American Hotel Owners Association awarded Dr. Clark the Certified Hotel Owners (CHO) designation.

  • He has published over 300 managerial articles on such topics as human resources, organizational development, training & education, soft skills development, sales & marketing, hotel operations, and customer service.
  • He was the first recipient of the National Career Achievement in Human Resources Training Award, and received the Distinguished Public Service Award from the State of Tennessee for contributions to the area of hospitality/service training. He holds the designations of Certified Hotel Administrator (CHA), Certified Human Resources Executive (CHRE) and Certified Hospitality Educator (CHE) from the American Hotel & Lodging Association.
  • Dr. Clark is a Founding Associate of HospitalityEducators.com,  a consortium of successful corporate and academic mentors delivering focused and affordable counsel in solving specific challenges facing the hospitality industry. Services are designed to help individual hoteliers and hospitality businesses improve their market penetration, deliver service excellence and increase their profitability.

__________________________________________________________________________________________________________

 Keys to Success Hospitality Tip of the Week: Focus on Hotel Service

Cross-train at least one person in another department next week. This will communicate your commitment to the development of the individual, who will appreciate the recognition. It will also help at least two departments in staffing and quality delivery. This is essential in these times of tight budgets and high customer expectations.

KEYS TO SUCCESS is the umbrella title for my programs, hospitality services and columns. This year’s writings focus on a wide variety of topics for hotel owners, managers and professionals including both my “HOW TO” articles, and a number of HOSPITALITY CONVERSATIONS.

Feel free to share an idea for a column at info@hoganhospitality.com anytime or contact me regarding consulting, customized workshops, speaking engagements ………….

And remember – we all need a regular dose of common sense.

Autographed copies of LESSONS FROM THE FIELD – a COMMON SENSE APPROACH TO EFFECTIVE HOTEL SALES are available from THE ROOMS CHRONICLE http://www.roomschronicle.com, and other industry sources.

All rights reserved by John Hogan and this column may be included in an upcoming book on hotel management. The opinions expressed in this article are those of the author and do not necessarily reflect the views of this publication

John Hogan is a successful hospitality executive, educator, author and consultant and is a frequent keynote speaker and seminar leader at many hospitality industry events.

Consulting Expertise and Research Interest

  1.  Professional Development for the Organization and the Individual
  2. Sales Management and training
  3. Turn-around and revenue management
  4.  Customer Service
  5. Making Cultural Diversity Real
  6. Developing Academic Hospitality programs
  7. Medical Lodging Consultants

If you need assistance in any of these areas or simply an independent review or opinion on a hospitality challenge, contact me directly for a prompt response and very personalized attention.

www.HoganHospitality.com

Your Hospitality Resource for Hotel Owners, Innkeepers, Managers and Associations

 

SMART MANAGEMENT tips from HospitalityEducators.com

HospitalityEducators.com Founding Associate Dr. Marc Clark Shares Interviewing Tips in SMART MANAGEMENT

Smart Management

Dr. Marc Clark, CHA, CHRE, CHE, CHO

 Pre-Screening Phone Interview Questionnaire

The benefit of conducting a pre-screening phone interview is to save both the interviewer time and the company money. Such questionnaires help identify and qualify employment candidates in order to move them to the next lever of the recruiting process.

Questions should address goals, personal skills, talent, team issues and interest.

IMPORTANT:

  • Be inquisitive.
  • Ask pointed questions in order to generate specific responses.
  • Hone for facts.
  •  Look for weak links in information provided.
  • Do not assume anything.

Listen 80 percent—Talk 20 percent!

Probing Questions

  1. Provide me some facts pertaining to your current work situation:
  2. How do your talents, skills, and knowledge fit into our current workplace needs?
  3.  Describe the biggest contribution you have made to your workplace. Why do you feel that way?
  4. Tell me about a team task you participated in that failed. Where did things go wrong? How did you rectify the situation?
  5. Explain your concept of exceeding customer expectations.
  6. What is most significant individual accomplishment (award or recognition) you have achieved up to this point in your career?
  7.  Describe your strongest internal emotion and what it would bring to our workplace.

Think & Use Your Time Wisely

Quick Fact Finding Checklist
Collect the following information on each accomplishment for validation.

  • Discuss accomplishment and specific clarifying example.
  • Measure of success—When? Why? Impact? Statistics?
  • Collect names of supervisors, direct reports, peers, dates of employment.
  • Seek information on business, standards of performance, and quality of leadership.

 If candidate is applying for a management or supervisory position ask:

  1.  “What were the greatest challenges involved in dealing with your assignments?”
  2. “Describe the techniques you used to energize, bond and to build pride in your staff or team.”
  3. “Why were you chosen for additional leadership responsibilities?”
  4.  “How did you personally drive the business forward and contribute to the business’ bottom line?”
  5.  “What have you done in the last year in order to grow personally? Professionally?”
  6. “How did you grow or change as a result of this effort?”

Note this information from every candidate:

  • Applicant’s Name & Contact Number (Print)
  • E-mail Address
  • Position Applying For:
  • Interviewer:
  • Date:

Dr. Marc Clark, CHA, CHRE, CHE, CHO,
 President & CEO at SmartBizzOnLine.com

 Available in the Store at www.HospitalityEducators.com

Using this kind of tool can allow a focused interviewer to listen for inconsistencies or missing information in the resume or CV.  The goal is to find the best match for both candidates and your hospitality business, so be certain to actively listen to the responses and follow up with the most promising candidates.

Success does not come by accident or chance.

Contact us for assistance.

John.Hogan@HospitalityEducators.com or 602-799-5375

HospitalityEducators.com was created to help hospitality businesses address problems via a training and information resource site to help you increase your Hotel’s revenue, market share and profitability.  With more than 800 pages of tips, guides, best practices, strategies, plans, budgets, videos and resources, HospitalityEducators.com is the #1 independent website for hotel owners and managers.  This site can help you solve your problems now!      Read More  

KEYS TO SUCCESS  is the umbrella title for my 2011 programs, hospitality services and columns. This year’s writings focus on a variety of topics for hotel owners, managers and professionals including both my “HOW TO” articles, HOSPITALITY CONVERSATIONS™, Lessons from the Field™, Hotel Common Sense™ , THE P-A-R PRINCIPLE™  and Principles for Success.

Feel free to share an idea for a column at john.hogan@hospitalityeducators.com   anytime or contact me regarding consulting, customized workshops, speaking engagements … And remember – we all need a regular dose of common sense,


   John Hogan is a successful hospitality executive, educator, author and consultant and is a frequent keynote speaker and seminar leader at many hospitality industry events. He is Co-Founder of www.HospitalityEducators.com , which delivers focused and affordable counsel in solving specific challenges facing hospitality today.
www.HospitalityEducators.com  is a membership site offering a wide range of information, forms, best practices and ideas designed to help individual hoteliers and hospitality businesses improve their market penetration, deliver service excellence and increase their profitability.

www.HoganHospitality.com
Your Hospitality Resource for the Hotel Owner, Innkeeper, Manager and Hospitality Industry Associations.

Job Interview Questions that Should Do the Trick- Tips from Dr. Marc Clark of HospitalityEducators.com

Valuable information from a well known and respected industry resource
Interviews should be dialogues, but the right questions from the hiring party can draw out from the applicant responses that help decide if the position and the candidate appear to be a solid match.
This kind of information from Dr. Clark and others may be found at HospitalityEducators.comA Sampling of Job Interview Questions that Should Do the Trick
These questions include both traditional and behavioral interview questions.The key to good interviewing is the ability to ask the right type of questions in order to draw out from the applicant a response that makes sense and one on which you can make a solid business decision.The decision: whether this applicant will be a right fit for the business.  Consider adding your own questions to this list.

Dr. Marc Clark, CHA, CHRE, CHE, CHO,
President & CEO at SmartBizzOnLine.com

Dr. Marc Clark, a Founding Associate of HospitalityEducators.com

  • Dr. Clark is a service/hospitality veteran of more than three decades. Over his career he has conducted over 3,400 domestic (42 states) and international seminars in such locations as Mexico, Canada, Panama, Thailand, Taiwan, India, Switzerland, Spain, Africa, Puerto Rico and the Caribbean.
  • Dr. Clark is the author of SMART Management and The Manager’s Toolkit: 61 Building Blocks for Success. He is a Senior Advisor for GATE Hospitality University in Katmandu, Nepal.

These 20 questions are a sampling of the kinds of questions that can help you find the right person to full your vacancy.

1. What precise goals have you established for your personal and professional life?

2. How did your high school experience prepare you for the work world?

3. How has your college experience prepared you for a business career?

4. Can you describe the ideal work environment?

5. With all the places to work, why did you choose our company for possible employment?

6. What influenced you to choose this career line and industry?

7. Why have you chosen this career path?

8. What particular goals would you like to achieve in the next two years?

9. What will it take to attain your goals, and what steps have you taken toward securing them?

10. Tell me about the worst person above you whom you had to deal with?

11. What do you think it takes to be flourishing in any career?

12. What makes you the preeminent candidate to fill the position that is available?

13. How do you determine or appraise success? Give an example of one of your successful accomplishments?

14. Give an example of an undertaking that you were responsible for … and failed at.

15. Do you have the qualifications and personal characteristics necessary for success in your chosen career? What are they?

16. What personal work attribute do you feel you can develop on?

17. What has been your most rewarding triumph?

18. If you could, how would you plan your college career differently?

19. Are you more eager by working alone or by collaborating with other persons?

20. How would you describe yourself in terms of your ability to work as a member of a team?

________________________________________________________

Feel free to share an idea for a column at info@hoganhospitality.com anytime or contact me regarding consulting, customized workshops, speaking engagements … And remember – we all need a regular dose of common sense.

John Hogan is a successful hospitality executive, educator, author and consultant and is a frequent keynote speaker and seminar leader at many hospitality industry events.  He is Co-Founder of a consortium (www.HospitalityEducators.com) of successful corporate and academic professionals delivering focused and affordable counsel in solving specific challenges facing hospitality today. www.HospitalityEducators.com is a membership site offering a wide range of information, forms, best practices and ideas designed to help individual hoteliers and hospitality businesses improve their market penetration, deliver service excellence and increase their profitability. Individuals wishing to contribute materials may send them Kathleen@HospitalityEducators.com. Special  pricing is in effect for a limited time that also includes a complimentary copy of LESSONS FROM THE FIELD- A COMMON SENSE APPROACH TO EFFECTIVE HOTEL SALES.

Dr. John Hogan, CHE CHA CMHS          United States – Phoenix, Phone: 602-799-5375
www.hoganhospitality.com/ Email: info@hoganhospitality.com.