![]() ![]() One strategy is to come prepared with a 30-60-90 day plan or portfolio, says career coach Chris Taylor of the Occupation Optimist. Downey recommends candidates research the “categories and types of wines and brands that performed well during the previous year, and develop insights as to why.” His ideal hire will demonstrate an ability to “prioritize time and show efforts to exploit new opportunities” for the business. ![]() “I’m looking for people who show the ability to use data to absorb and anticipate market responses,” says Downey. ![]() “Candidates should detail exactly how they achieved an increase in business and profitability for past employers,” he advises. Provide specific examples of situations where you impacted the bottom line, says Josh McCullough, global talent acquisition director at Sazerac. “Questions around underlying profitability, vineyard sourcing, the cost of glass, cork, and capsules would also play into a credible understanding of the business side of winemaking,” he says. Candidates should ask about pricing and margin strategies, says Thomas Vogele, vice president sales at Folio Fine Wine Partners. Importers and distributors are seeking team members with strong business acumen and initiative - particularly around how to improve the bottom line. Ryan Hardy, chef/partner at Delicious Hospitality Group, which includes New York City restaurants Charlie Bird and Pasquale Jones, says there is no right answer to this question, but he pays special attention to candidates who explain that they tried something new or took a chance on something they’d never done before during the past year. Ian Downey, executive vice president at Winebow Imports, says he wants to hear “key learnings about yourself professionally from the past year’s experiences.” Candidates who can “provide examples of how they adjusted and innovated their approach to customer service and sales in order to respond to the market changes of the past year,” are most likely to be hired, he shares. As restaurants have had to work with pandemic restrictions and fewer staff, people need to demonstrate that they can work in a constantly evolving environment.Īlso, come prepared to talk about how you spent your time during the pandemic. Career coach Jillian Lucas points out that because the workplace has evolved faster than ever this past year, “employers need to see that you are adaptable, flexible and resilient-that you can handle changing priorities.” Employers want to know how you respond in a crisis: Do you complain? Shut down? Try finding solutions?Ĭynthia Cheng, the director of human resources at Cote in both New York City and Miami, calls adaptability a “vital skill,” and her interview questions reflect this priority. Many hiring managers have adapted their line of questioning. From technical and financial expertise, to soft skills such as adaptability and resilience, businesses are hunting for talent using new metrics, and it’s up to you to effectively communicate why you are the right person for the job. While many interview skills will never go out of style (don’t be late, do your research, show enthusiasm), many employers are looking for additional skills today. Interviewing for a job in the drinks industry, whether at a restaurant, wholesaler, or importer, is a little different right now.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |