5 Things to Never Say in an Interview

 

Your goal at any job interview is to get hired. To prove your candidacy, you need to impress and tell hiring managers what you are capable of. However, there are things you can say and definitely should never say. Here are five messages you absolutely do not want to slip out of your mouth:

#1: "What does your company do/specialize in?"

It is expected that you do research on the company before the interview. The hiring manager should not be the one to inform you. Not knowing general information about business makes you seem unprepared and unfit for the job. If you are unsure, you can ask for clarification, but do know the basics, such as the type of restaurant it is or what type of cuisine it serves.

#2: "Um... I don't know."

You may be stumped by your interviewer's questions, but there is a better way to go around it. Try to avoid saying, "I don't know", and respond with, "That's a good question." That reply can help you segue the conversation or redirect it towards a topic you are able to answer. However, be sure to stay relatively relevant and don't go totally off topic.

#3: "My last boss/job was terrible."

Talking negatively about your former employer or workplace is not a good idea. Your complaining makes it look as if you are hard to work with and not a team player. Instead, mention how you able to take away positive experiences and learnings from your previous position.

#4: "You can find that on my resume."

Certainly, the hiring manager knows that, and just wants you to elaborate further. He/she most likely wants you to tell them more about your role that you did not have written down. Also, he/she could be assessing how well you are at communicating and testing your social skills. Basically, use this chance to highlight your skills in a greater way, rather than it being something listed on a piece of paper.

#5: "No, I don't have any questions."

Don't leave the job interview on a flat note. Ask your recruiter a thought-provoking question, because it can possibly help your memorability-factor. Prepare, in advance, a few you can perhaps ask, such as "Do you have any hesitations about my qualifications?" or "What do you think are the most important qualities for someone to excel in this role?"

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New York 2016 Wage Increases & Reminders

 

As 2015 winds down, it is important to keep in mind these important changes that will effect New York businesses the new year ahead. Failure to comply with these requirements could subject an uninformed employer to substantial liability.

Minimum Wage Increase

Effective December 31, 2015, New York State's minimum wage will increase a quarter from 8.75 to $9.00. Payroll changes must be made in advance, so this shall be a reminder for all employers.

Workers who are covered by New York's Hospitality Wage Order, their wages will now be raised to $7.50 an hour. The overtime rate for those receiving gratuities will be $12.00 per hour.

Please note that pursuant to the report and recommendations of the Hospitality Wage Board, food service workers (e.g., wait staff, bussers) and service employees (e.g., valets, bathroom attendants, coat check personnel) now are entitled to the same tipped minimum wage and overtime rate.

In addition, if an establishment is considered as a fast food provider, the minimum wage in New York City shall be $10.50, effective December 13, 2015. For employees in the rest of New York State, it will be $9.85 hourly.

New York is not the only region to increase minimum wages in 2016. See the chart below for the minimum wage increases for other states:

Notice of Rate of Pay

Pursuant to New York’s Wage Theft Prevention Act (WTPA), New York business owners must provide a “Notice of Pay” form to all employees upon a change in their rate of pay. For all employers outside of the hospitality industry, the New York State Department of Labor (NYDOL) has opined that it will not be necessary, as long as the new rate of pay is referenced in the employee’s next pay stub. Employers do not need to provide a new Notice of Pay as a result of the increase in the minimum wage.

However, hospitality employers are not so lucky. Because of the language of the Hospitality Industry Wage Order, hospitality employers must provide a Notice of Pay form to those employees who are affected by the increase to the minimum wage (including all tipped employees) on or prior to December 31, 2015. The notice must contain the following information:

• The employee’s normal rate(s) of pay and the basis thereof (e.g., hourly, shift, weekly, salary);
• If applicable, the employee’s overtime rate of pay;
• The employee’s regular pay day;
• Any allowances claimed against the minimum wage (e.g., tip credit, meal credit, lodging allowance, etc.);
• The name of the employer (including any “doing business as” name);
• The address of the employer’s main office and a mailing address (if different); and
• The employer’s telephone number.

The notice must be written and signed by both parties (employer and employee) and retained by the employer for at least six years.

The NY Department of Labor has sample Notice of Pay forms that employers can use. It is not required to use the NYDOL forms, but it is recommended since it will ensure full compliance with the NY law. You can find all of the sample forms available on the NYDOL's website.

The notice must also be provided in both English and the employee's native language (if not English), contingent upon if the NYDOL has created the Notice of Pay form in the employee's native language. English, Spanish, Chinese, Haitian Creole, Korean, Polish and Russian are the languages currently available on the site.

(Information courtesy of the NYC Alliance)

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Go from hunting to hired with Harri's updated Mobile App

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Landing your next gig can be challenging, especially if you’re constantly on the move. That’s why Harri created the Harri mobile app, giving hospitality professionals like yourself the ability to go from hunting to hired on the go. Our new features include:

• Push Notifications: stay on top of applications, new job alerts and more.
• All-New Message Center: communicate with potential employers easily from anywhere
• Upgraded Media Gallery: enhance and crop photos from your media library in seconds
• Multi-Location Apply: Apply open positions at multiple locations under the same brand 

We are dedicated to helping you find the perfect job no matter where you are or where you’re going. The Harri mobile app is available now on iTunes and Googleplay.Get it today.

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5 Things That Make Your Profile Look Unprofessional

 

Being that your professional profile and resume is the first thing that recruiters see, you definitely don't want to give off an impression that you are not an ideal candidate. Don't let the little things ruin your chances of gaining a job. So make sure you have these five things that make your profile look unprofessional in check:

#1: Email Address

If you are still using the same email address you created back in high school, make a new one immediately. Get one for your professional life and work, because nobody will take you seriously if you are prettyprincess85@gmail.com. (Save it for personal use, instead.) You can easily set up a new email on Google, Yahoo or Hotmail.

#2: Poor Grammar and Spelling

Misspelled words and bad grammar are big giveaways that make you seem unprofessional. Be sure you give your profile a second look and also ask others to proofread it for you.

#3: Phone Number

It is best that you provide a personal contact number, like your cellphone, rather than a home number. You do not want hiring managers to call you at your house number, and have a family member or roommate pick up. Just make it easier for your prospective employer with a mobile number, so they can reach you anywhere and anytime.

#4: Profile Photo

You want to provide a good first impression to the hiring manager even before you meet at the interview. You can do so with a professional, business-appropriate profile photo. Do refer to Tips for a Professional Profile Photo for more in-depth advice.

#5: Unnecessary Personal Information

It's nice to share a bit about your personality and hobbies away from work, but keep it to a reasonable amount. In case you didn't know, oversharing may actually hurt your employment prospects. So no need to share overly personal details and/or photos. Topics that you can possibly discuss about are clubs, associations or organizations you are a part of, or volunteer work that you are engaged with.

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Economic Considerations of Eliminating Tips (Infographic)

 

Is the U.S. restaurant tipping model on its way out? Amid concerns over whether compensation for back-of-the-house and front-of-the-house employees is fair and how the push for raising minimum wage will impact cost-cutting measures, the tip reform movement is stirring up controversy. Earlier this month, Danny Meyer, CEO of Union Square Hospitality Group, made waves in the industry when he called tipping a “broken system” and announced that his restaurants would phase out tipping by January. The pros and cons of this consideration have impact from the board room to the dining room, and servers, cooks, owners and customers have a stake.

But what about the economic impact? Reporting tips for tax purposes is one of the most complex requirements for restaurants and their employees. Here is a look at the potential effects of eliminating tipping:

Owners Adjust for Higher Wages, Lose the Tip Tax Credit

Federal law allows restaurants to pay servers $2.13 per hour with the server’s tips expected to meet or exceed federal minimum wage requirements. Some states — like New York which will have a $15 minimum wage for fast food workers in 2016 —require a higher minimum wage. Additionally, there is a federal income tax credit (IRC 45B) that the restaurant can take for all tips reported by the server in excess of $5.15 per hour. This gives the restaurant an incentive for encouraging their employees to report all their tips. In a non-tipping environment, restaurants would have to pay higher wages and higher employment taxes, but would have a larger deduction for the increased wages and payroll taxes.

The federal FICA tip credit has been a significant benefit for a number of restaurants over the years. Restaurants that are considering changing to a no-tipping policy may be giving up a substantial tax benefit, and need to take that into account when setting menu prices or additional service charges to help finance the increase in non-tipped wages.

Some fine dining establishments who have eliminated tipping have added a service, hospitality or administrative charge, while others have raised menu prices to compensate. It's important to note that service charges do not constitute tips for the purposes of the federal FICA tip credit.

Employees gain predictability, but not guaranteed higher earnings

Servers are required by law to report all tips, but the IRS has suggested that as much as 40 percent of restaurant tips are not reported. If this is true, many employees are paying less income and employment tax than they should in a tipped environment. In a non-tipped establishment, employees receive wages which may or may not be as much as they earn in a tipping situation. Ideally, the non-tipped wage would create more predictability in employees’ income, eliminating the uncertainty associated with fluctuating tips from shift to shift. However, some will do better and some worse under a no-tipping model. Bonuses may be necessary to retain servers.

Calculation: Let’s take a look at a simple example of how the FICA tip tax credit works.

It remains to be seen whether the tip elimination trend will be a mere crest or a tidal wave of change in the restaurant industry. It is clear, however, that the business impact could be substantial, and restaurants would need to adapt practices accordingly. Even if restaurants and employees can thrive on a no-tipping model, how will customers react? Stay tuned to our blog in the weeks ahead as we explore the potential implications for players throughout the industry.

(via Fast Casual)