Interview Technique

Career Services Office Your career development and job search partner… Millie Reed Director, Career Services/Employee Relations [email protected]

Molly Brown Assistant Director [email protected]

Tanja West Career Development Coordinator tw72 @cornell.edu

Career Services Office Website Guide CSO Main Information Page http://www.hotelschool.cornell.edu/students/career.html Permanent & Summer Job Directories http://www.hotelschool.cornell.edu/students/career/jobsearch/pandsjobs.html Alumni Directory http://www.hotelschool.cornell.edu/students/career/jobsearch/alumdir.html On-Campus Interviewing http://www.hotelschool.cornell.edu/students/career/interviewing/participate.html CSO Company Contacts http://www.hotelschool.cornell.edu/students/career/jobsearch/compcontact.html Cornell Career Services http://www.career.cornell.edu/ Career Services Office

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255 Statler Hall

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255-9794

Table of Contents

Networking ……………………………………………… 3 Career Planning ………………………………………… 11 Describing Your Experience …………………………… 16 Résumé Writing ………………………………………… 19 Cover Letters …………………………………………… 32 On-Campus Interviews ………………………………… 40 Interview Preparation ………………………………….. 45 Choosing the Right Job ………………………………… 53 Independent Job Search Resources …………………… 62

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Career Services Office Undergraduate 2002-2003

Networking 

Networking Basics

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How to Network

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Informational Interviews

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Sample Networking Letter

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Working a Career Fair

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Making a Career Fair Work for You

The Hotel School 255 Statler Hall • Ithaca, NY 14853 • 607-255-9794 • Fax 607-255-9540 www.hotelschool.cornell.edu/students/career -3-

NETWORKING BASICS Networking is one of the most effective job search techniques you can use. Many positions are never advertised, and networking is the best way to learn about these opportunities. Furthermore, getting someone’s attention is frequently the hardest part of a job search — networking can solve this problem. Make it your business to know as many people as possible. Regardless of the stage of your career, the process of building a large number of contacts is invaluable when changing employment. Overcoming the "Networking Jitters" • The prospect of asking for help may make you feel uncomfortable. Some students find it awkward to make telephone calls to someone they don't know. Keep in mind the following objections to networking and responses. • “It’s an imposition” — People like giving advice and everyone likes being regarded as an expert. Most people are flattered when you ask for their opinions and will offer help where they can. • “I’d want to be hired on my merits” — Networking opens doors and gets you noticed, but you still must convince people to hire you. • “It’s difficult” — Remember, you’re not asking for a job. You are merely requesting information. Prepare yourself by practicing with a friend. • “I don’t like it” — Trying something new can be difficult, but remember that networking works. Fear of rejection is a common feeling, but do not let it get in the way of your success. • “If all I get is information and referrals, how will I ever get a job?” — As you learn more about people and challenges in your field, and as you make good impressions along the way, you become more than just another résumé. You become a known quantity and perhaps a solution to a company’s problems.

HOW TO NETWORK The ideal way to network is to ask contacts you already know, or can easily get to know, for informational meetings. They, in turn, can help you contact new people that they know well. Eventually, through contacts and meetings, you will meet someone either who has a position, or who knows someone else with a position they are trying to fill. Develop Contact Lists Make a list of friends, neighbors, business associates and other people who might be able to help you. Use your intuition in deciding who might be a good contact. As your search progresses, you will find that almost everyone can lead you to someone else who might be helpful. The number of names that turn up will surprise you. As a "Hotelie," remember that you are connected to the finest network that exists in the hospitality industry- Hotel School Alumni. Thus, the Hotel School is a good place to start, but be sure to expand your horizons. Consider the following when developing your contact list: • • • • • •

Family/relatives Friends/colleagues Faculty/staff members Cornell Hotel Society Non-hotel Cornell alumni Undergraduate college alumni

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People at professional/trade associations Executive search consultants CSO contact list Neighbors/community contacts Co-workers Club/church members -4-

• Prep school alumni • Company representatives • Other job seekers • Fraternity/sorority alumni • People you meet anywhere

Establish Goals Motivate yourself to contact a certain number of people each week. Force yourself to meet your goal. Set aside some time each day to make calls and bring your records up to date. Periodically summarize, review and evaluate your progress. Identify Specific Questions After you have done your homework about a company or segment of the hospitality industry, prepare specific questions designed to fill in the gaps of your knowledge. Following this you will be able to develop more sophisticated questions. Ask the contact about: • • • • • • •

Their position Their background and experience What skills and knowledge are needed to be successful in XYZ position How your interests would fit into their specialty What kinds of opportunities exist for someone with your background What trade journals or newsletters you should read What trade associations or clubs you should join

Attend Networking Events Attend events that have networking potential. These include on-campus company presentations, career development workshops, question & answer sessions, Career Day, guest lectures, Cornell Hotel Society events, industry trade shows and professional conferences. Introduce yourself to people and engage them in pleasant conversation. Obtain their business cards and develop professional relationships. Make Contacts Contact the individuals you have identified. Write letters and make telephone calls. These will allow you to generate interest, arrange meetings and be sure you are well remembered after a meeting. Combining exceptional letters with effective telephone calls gives the perfect structure for a successful job search effort. Networking through a Letter • Indicate why you are writing and the source of your contact — when possible, you may want to have another contact call the person first to make an introduction. Use your judgment on which method would be appropriate for your particular circumstances. • Develop interest with a brief overview of whatever message you want to convey. Be sure your statements are relevant and to the point. • State that you will call on a certain date to set up a convenient time to meet. Call back when you say you will! Do not lose a good contact through lack of follow-through. • Include a résumé for their reference. Make sure you explain that you do not expect a job. Telephone Networking If you feel confident about your networking skills, simply pick up the phone and call — but be brief and to the point. • •

Identify yourself, why you are calling and the source of your contact. For example: “This is Bill Jones — Bob Smith suggested I call you. I am currently a student at the Cornell Hotel School. I am interested in marketing and would like to talk with you about your experience in the field. Could we set up a time to talk for about 15 minutes?” Make sure you have your list of specific questions with you in case your contact does not have time to meet with you but is willing to spend a few minutes with you on the telephone. Be polite, patient and persistent.

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When networking by letter or telephone, remember to do the following: • • • • •

Connect the reader to your source. Your words must give you validity, arouse interest and stimulate a desire to read further. Make a bridge from your reader’s accomplishments or interests to your own. Alleviate any fear the reader may have of becoming prematurely committed. Be sure it is understood that your meeting would be exploratory, for informational purposes, to test a reaction, etc. — not because you expect a position will develop. Schedule the meeting for a time and place at their convenience. Be prepared to ask all your questions in the initial phone call- they may be too busy to answer them in the future.

Thank You Notes Send thank you notes to everyone, regardless of how helpful they are. Maintaining Contacts Keep a log of your contacts, including impressions of the meeting and the names, addresses and phone numbers of the individuals to whom you were referred. Highlight the subject of the conversation, questions raised and contacts developed. Include any action plans and follow-up on them. This tracking system becomes more important as your network grows. A Final Note about Networking Continue to maintain and expand your circle of “networking friends” even when you have secured a position. Follow-up with contacts to keep your relationships current. You may need them in the future.

INFORMATIONAL INTERVIEWS An informational interview is a meeting that you arrange with a person who currently does the job that you think you might want, or who has specific knowledge of an occupation or career field of interest. Your contact person certainly has the most up-to-date information on the position you are investigating and may or may not have the power to hire you within the organization. An informational interview is a low stress situation where you have the opportunity to gather the data you need to make a realistic career choice and get advice for your job-hunt strategy. How it Can Help •

It allows you to collect information on a particular function, industry, or geographic area. It helps you focus your career choice and job search.

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You can discover the skill sets that are required for certain jobs and match them with your own abilities and strengths.

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Finding out how people feel about their work or the culture of their company can help you see yourself in a similar position and allow you to assess whether it would be right for you.

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Informational interviewing can give you a competitive edge in an interview. After you have talked with several people in a functional area or industry, you should have a strong understanding of current issues and should be able to use that knowledge in your actual job interview.

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The professionals with whom you interview can serve as valuable job contacts in the future. By asking for names of those who are doing similar work, you can begin to establish a list of resources and get a sense of the network of professionals in that particular occupation.

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You will develop self-confidence in the art of interviewing.

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Protocol •

Don’t waste your or your contact's time. Have an agenda for the meeting. Be prepared to ask questions and take the initiative. However, remain sensitive to your contact’s time constraints.

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Be open to suggestions or a new way of looking at things — the informational interview may help you reevaluate, focus and discover new opportunities.

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Keep in mind that the purpose of the meeting is not to ask for a job, but to gain information at this time.

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Arrive early dressed for an interview. Make a positive impression by being punctual, professional, and properly attired.

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Informational meetings sometimes develop into job interviews. Be sensitive to your contact’s actions and words, and be prepared to answer questions about yourself.

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Bring a résumé with you. Also, bring a note pad and, if it seems appropriate, jot down notes during the meeting or immediately following while your memory is fresh.

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Make your contact aware of your objectives and background.

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When you schedule a phone meeting, be sure to call back at the appointed time. Be well prepared. The conversation should not last longer than 15 minutes unless the individual chooses to extend the conversation.

Making Requests •

Seek information, ideas, advice, feedback, assistance, and referrals to other contacts. Have your questions ready. Be sensitive about how you ask them.

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At the appropriate time(s), ask if the person can suggest someone else you might contact. This could be someone at the same organization or someone at another company. The next person will be more receptive if a colleague has referred you.

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Get a business card so that you have a name, title and address for follow-up.

Follow-Up Follow-up is imperative! A successful meeting can quickly become unsuccessful if you do not follow up. •

Send a thank you note regardless of how helpful the interview was.

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Send it the same day as the meeting!

First, it keeps you in a good light. At a later date you may want to send a letter expressing interest in employment. If so, you can mention your informational interview in your cover letter. And second, it helps you maintain a record of your contacts for future use.

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NETWORKING LETTER The initial contact is most often made by letter and is followed with a phone call about a week later, or as indicated in your letter. An approach letter and a copy of your résumé will prepare your contact and make it easier to reach them by phone. A sample letter follows. This is provided only as an example. Your letter should reflect your personal writing style, but keep it as brief as possible.

SAMPLE NETWORKING LETTER 210 Lake Street Ithaca, NY 14850 Date Ms. Jane Q. Public Vice President, Marketing Hyatt Corporate Headquarters 1 Hyatt Center Chicago, IL 60607 Dear Ms. Public: Harry Smith, the Director of Marketing, referred me to you. Currently, I am a Junior in the School of Hotel Administration at Cornell University, specializing in marketing. I am interested in arranging an informational interview with you to discuss the marketing field. This interview would be used for further development of my career strategy. I am not searching for a position at this time. Most of my experience has been in hotel operations. However, as Front Office Manager for the Plaza in New York, I was constantly involved with the design and implementation of marketing strategy. One of my achievements was the development of a marketing plan aimed at Japanese guests, which I identified as an untapped market. I have enclosed a copy of my résumé for your review. Next week I will contact you to arrange a convenient time that we could meet. I look forward to speaking with you soon. Thank you in advance for your time and consideration. Sincerely,

John P. Doe

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WORKING A CAREER FAIR Before you meet with company representatives at a career fair, you should decide what you hope to achieve. Are you there to gain general information about companies or are you looking for actual job opportunities? State why you are initiating the contact and what information you hope to obtain. Plan ahead by preparing questions that you want answered. Some areas to focus on include: Information Collection - About the company, job opportunities, the industry, market trends, etc. You may want to know: y What skills, knowledge, and experience levels are needed for permanent or summer positions? y What segments of the industry are growing or downsizing? y What is the size of the company, office or property? y Where the properties or companies are geographically located? U.S. or international locations? y What are the company’s future growth plans? Advice and Assistance: y How would you suggest I prepare for a position in…? y What should be my next step to position myself with your company? y What is a typical career path in your company for someone with my background and interests? y Would you be willing to meet me for an informational interview? y Could you give me some feedback on my résumé? Remember, the information you gather should depend on your objective. If you simply want to learn as much about a company as you can, your questions may be general. If you’re looking for a potential interview, you need to have done your research. Contacts: y Who could I talk to in your organization to further pursue an opportunity in….? y Who would you suggest I contact for an informational interview? Do:

y Determine your objective y Be prepared to market yourself y Show interest and enthusiasm y Ask questions and take notes y Professional dress is suggested, but not required.

y Bring your résumé y Collect business cards y Be professional and polite y Follow-up

Don’t let these roadblocks get in your way: y Poor planning y Shyness y Fear

y Indecision y Lack of work experience y Apathy (“it won’t work for me”)

Remember the benefits you can receive by effectively working a job fair. y Increase your knowledge of the industry, company, and job opportunities y Learn about various company cultures and their growth potentials y Make contacts and open doors for future opportunities y Become comfortable with your presentation and networking skills -9-

MAKING A CAREER FAIR WORK FOR YOU Freshmen Use career fairs as opportunities to learn about companies and increase your confidence when speaking with representatives; they are a great way to practice networking and presenting yourself effectively. Find out what summer options are available with companies in which you might be interested. You may even make a contact or two! Sophomores Sharpen your communication and presentation skills and explore options for summer positions that will build upon your freshman summer experience. Explore an area different from one that you have worked in previously. Take the time to broaden your knowledge base and learn about other parts of the industry that you may not have exposure to, but have an interest in. Juniors Now is the time to create a positive impression, make contacts, and network for summer jobs or internships. Learn about companies that interest you, their corporate culture, and what employment opportunities exist. If your work experience to date has been in Food & Beverage, now might be the time to explore real estate, finance or consulting. By striking up a conversation with a representative, you will gain tremendous insight into what their company is all about and if you would be a good fit. Be prepared to talk about yourself, stay positive, and market yourself non-stop! Seniors This may be one of your last chances to meet and talk with so many company representatives at the same time and place. To take full advantage of this opportunity, you should come prepared. Research those companies that interest you and prepare some thoughtful questions to ask. Have your résumé in hand and a list of the top five reasons why you are a great candidate for their company. Inquire about training programs and development tracks in your field of interest. In addition, be open to learning more about companies that you are not familiar with. Be positive, calm, and confident. Now is the time to demonstrate your knowledge, skills, and abilities and sell yourself! Follow-up Collect business cards and send a thank you note after the career fair. This simple step will demonstrate to the representative that you are sincerely interested in their company. Continue to research companies that interest you and maintain communication with your contacts. The more information you have and the more contacts you maintain, the better off you will be.

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Career Services Office Undergraduate 2002-2003

Career Planning 

Career Development Process

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Career Development Timeline

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Freshman Year

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Sophomore Year

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Junior Year

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Senior Year

The Hotel School 255 Statler Hall • Ithaca, NY 14853 • 607-255-9794 • Fax 607-255-9540 www.hotelschool.cornell.edu/students/career - 11 -

CAREER PLANNING Career planning is a continuous process that begins your freshman year. The numerous opportunities available for summer and permanent employment will require you to make deliberate choices as you prepare yourself for a professional career. The issue is not always getting a job, but rather getting the right job. Career planning is the key to finding the best match between you and your future employer. It is a lifelong skill that you will need and will continue to develop in the future.

CAREER DEVELOPMENT PROCESS There are three main components to effective career planning. These should be developed throughout your college career. 9 The first step is self-assessment. Knowing your interests, goals, needs, strengths and weaknesses, and likes and dislikes will be the most important, and possibly the most difficult, aspect of career planning. Developing self-knowledge will help you make a decision about what you want to do and where you want to be. The career offices at Cornell have many programs to assist you in your self-assessment. Individual career counseling and testing with a staff member is one option. Other options, available through the Explore Program of Cornell Career Services, are interactive computer programs, such as the SIGI Plus computer guidance system, which helps to identify your strongest interests and values and corresponding occupations; the Campbell Interest and Skill Survey*, which compares your interests to people who are successfully employed in a variety of occupations; and the Myers-Briggs Type Indicator, which matches your personality type to careers in which people with your personality type are successful. *(available from the Hotel School CSO) 9 The second step is to identify opportunities that will help you meet your career goals. Based on your conclusions in step one, you must determine what jobs are available in the areas that interest you. The earlier you start, the more time you will have to learn about your options. Information is available to you through resources in the Hotel School Career Services Office, 255 Statler Hall; Cornell Career Services, 103 Barnes Hall; and the campus library system. Networking, informational interviews, course work, career fairs, and paid and volunteer work experience will be essential as you prepare to meet your goals. Use proactive methods to gather information. Spend time each year investigating job opportunities available to you. 9 The third step is getting the right job. Market yourself through résumés, cover letters, and interviews to project the interests, goals, and strengths you determined in step one. Target employers who meet your needs, but be sure you meet the employer's qualifications as well. Use the previous two steps as the base for a successful job search.

CAREER DEVELOPMENT TIMELINE Career planning is an ongoing process. Freshmen and sophomores have three to four years to plan career-related experiences, build self-knowledge, and investigate career options. Experiences such as internships, summer jobs, externships, course work, campus organizations, and volunteer work will contribute to your experiences and make you qualified to get the job you want upon graduation. Juniors and seniors who are trying to make a career decision will need to allocate additional time to their career planning. Ideally, self-analysis and the identification of opportunities will occupy the first two years; by your junior year, you should focus on the third and final step. By narrowing your goals and interests, you can spend time researching organizations that will meet your career goals. Concentrate on taking careerrelated classes, participate in activities that relate to your ultimate goals, and talk with contacts about your interests. Continue to work on polishing your résumé, cover letter, and interviewing skills so you can market yourself most effectively. 9 Attendance at résumé preparation and career development workshops should also be an important focus for career planning each year. These workshops are conducted by experienced Career Services staff to give you direction and help with modifications and improvements to your résumé. You will add to your experience each year—these workshops will help you make the necessary résumé modifications most effectively. 9 Consider participating in the Management Intern Program (MIP). MIP is a six- to eight-month work-study program for juniors and seniors who choose to participate in the program and who have completed required coursework. - 12 -

The MIP is a unique opportunity for students to gain invaluable knowledge and experience in the real world while receiving academic and practice credits, as well as earning a salary. Although there are academic requirements, the internship is flexible enough to meet the specific interests of the student as well as the needs of the sponsoring company. Sponsoring organizations include hotels and resorts, restaurants, corporate offices, clubs, consulting firms, and catering and dining services. If you would like to participate in MIP, or learn more about the program, begin by reading through the MIP literature in the Career Services Office. Attend an MIP Informational Meeting, the Welcome Back Reception for returning interns and the Oral Presentations given by returning interns, all held at the beginning of each semester. Cornell Study Abroad is available for students who wish to study in an international location. Information on this program is available in the Student Services Office, 178 Statler Hall. With the guidance of your advisor, begin to plan your four-year course schedule to make sure you can complete your requirements and still participate in an internship. The job experience you gain will help you focus on your career goals and get the job you want upon graduation.

FRESHMAN YEAR •

Become familiar with the Career Services Office, 255 Statler Hall, and Cornell Career Services, 103 Barnes Hall. Begin to use their resources to learn about available opportunities and get to know the staff and student assistants.

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Get involved with one or two campus activities.

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Develop your academic, campus, and personal activities—it is never too early to start building a strong résumé.

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Begin to network—establish contacts with faculty, staff, administrators, alumni, friends, and others.

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Conduct “informational interviews” with alumni or industry contacts. Use school breaks to make contacts and to network. Expand your alumni contacts by attending Cornell Hotel Society functions in your region.

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Attend career fairs and company presentations advertised by the Hotel School and Cornell Career Services.

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Attend atrium company showcases. They offer an excellent opportunity to learn about employers and market yourself to them in an informal setting.

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Attend career development workshops related to summer jobs, résumé preparation, interviewing, and various other career development topics. Have the CSO critique your résumé.

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Talk with upperclassmen about their past summer jobs and experiences.

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Search for a summer job. The CSO has several resources to help you in your search—use the Summer Job Directory, Summer Job Survey Notebooks, Summer Job-Search handout, and the Alumni Directory to find a job that matches your interests. Take a job that will develop your technical as well as your interpersonal skills. Remember that summer work experience (practice credit) is a requirement to graduate and also makes you a more attractive candidate for future positions.

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Consider participating in the Management Intern Program. The MIP is a six- to eight-month work/study experience that allows you to work for a sponsoring company while receiving academic and practice credit as well as earn a salary. More information on this program is available in the CSO

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Read the weekly newsletter “The Career Connection” for up-to-date information on workshops, recent job postings and more.

SOPHOMORE YEAR •

Use the resources in the Career Services Office and Cornell Career Services to explore career paths.

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Participate in student organizations and activities that relate to your concentration or ultimate career goals. - 13 -

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Continue to network. Attend company presentations, atrium company showcases, guest lectures, career fairs, and workshops to meet new people and make contacts in organizations that interest you. Use school breaks to conduct more “informational interviews,” and expand your alumni contacts by attending Cornell Hotel Society functions in your region.

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Attend workshops on interviewing skills, cover letters, résumé preparation, summer jobs, and internship programs. Take advantage of mock interviews offered by the Career Services Office and Cornell Career Services to prepare for interviewing for summer jobs or internships.

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Based on your career goals, meet with Career Services Office and Cornell Career Services staff, hotel school faculty and administrators, and alumni to discuss what a typical career path might be for the type of position you may be seeking in the future. Determine what types of experience you will need to attain the position you are seeking upon graduation.

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Search for a summer job. The Career Services Office has several resources to help you in your search—use the Summer Job Directory, Summer Job Survey Notebooks, Summer Job-Search handout, and Alumni Directories to find a job that matches your interests. Choose a job that will expand your knowledge and build on your previous experiences. Your résumé will be strongest if you have a broad base of experience in a variety of positions. There are many opportunities to diversify your experience even when you are focusing on one segment. You should select a position that is significantly different from your previous summer jobs—make it a learning experience. A position where you can grow both personally and professionally is ideal. Prospective employers look for experience first. Balancing your activities will be important, but experience that reflects technical and interpersonal skills, managerial exposure, and industry knowledge will set you apart from others.

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Consider participating in the Management Intern Program. The MIP is a six- to eight-month work/study experience that allows you to work for a sponsoring company while receiving academic and practice credit as well as earn a salary. More information on this program is available in the Career Services Office.

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Read the weekly newsletter “In-Focus” for up-to-date information on workshops, recent job postings and more.

Get as much experience, particularly in management, as you can. Spend your summers in any type of internship program, not only for the experience, but also for the networking possibilities. And if you really want to get ahead, set your goals early, work a few years in management, and then pursue an advanced degree. Long-term thinking is the key.

JUNIOR YEAR •

Use the resources in the Career Services Office and Cornell Career Services to explore career paths. Begin to investigate specific requirements for permanent jobs or graduate school. Put in additional time each week to research companies and investigate available opportunities.

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Talk with faculty and students who have contacts at organizations that interest you. Learn about company culture, philosophy, hours and benefits to determine which organizations will be right for you.

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Work on fulfilling your concentration requirements, but also take elective courses to enhance your knowledge base and skills.

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Attend company presentations and atrium company showcases to gain information about the companies who send representatives to recruit at the hotel school. Being well informed will help you in your decisions about summer jobs as well as permanent jobs in the future.

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Continue to network. Attend career fairs, guest lectures, and workshops to meet new people and make contacts in organizations that interest you. Use school breaks to conduct more “informational interviews” and expand your alumni contacts by attending Cornell Hotel Society functions in your region.

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Attend informational sessions and workshops relating to summer jobs, cover letters, résumé preparation, internship programs and interviewing. Use Career Services Office resources to get your résumé critiqued and to learn more - 14 -

about summer job and internship opportunities. Participate in the Career Services Office and Cornell Career Service's mock interviews to prepare yourself to interview for summer jobs or internships. •

Consider participating in the Management Intern Program. The MIP is a six- to eight-month work/study experience that allows you to work for a sponsoring company while receiving academic and practice credit as well as earn a salary. Typically students participate in the program during the second semester of their junior year or the first semester of their senior year. More information on this program is available in the Career Services Office.

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Get a summer job that will help you to grow both personally and professionally. Use this summer to improve your interpersonal and managerial skills and to test your career plans. The Career Services Office has several resources to help you in your search. As part of on-campus recruiting, many employers will come to the Hotel School to interview juniors for summer internship positions with their companies. Remember, prospective employers look for experience first. This will be your last opportunity to get experience that will allow you to develop your technical and interpersonal skills, management style, and industry knowledge to set yourself apart from others before you graduate.

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Read the weekly newsletter “In-Focus” for up-to-date information on workshops, recent job postings and more.

SENIOR YEAR •

Become familiar with the career services and resources available to graduating seniors through the Career Services Office. Attend the mandatory orientation explaining the Hotel School’s on-campus recruiting procedures. Cornell Career Services at 103 Barnes Hall also maintains an on-campus recruiting schedule. Refer to the CCS web site at http://www.career.cornell.edu for more information.

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On-campus recruiting is competitive, and not all students find a job using this method—do not rely solely on oncampus recruiting. The Career Services Office is here to provide you with the resources, counseling, coaching, and support you need in your job search.

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Begin your independent job search early. An independent search is especially effective if you are focusing on a specialized or unusual aspect of a field. Even if you are interviewing on-campus, you should also investigate other employers that do not visit campus. Many smaller companies have excellent job opportunities but do not have the resources or the number of positions available to justify on-campus recruiting. Use the Permanent Job Directory (job opportunities from companies that are not coming to campus to recruit), the Alumni Directories and Company Contacts, Company Literature, and networking to conduct a comprehensive search. Attend workshops on interviewing skills, and cover letter and résumé preparation.

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Keep informed about companies conducting on-campus interviews through Cornell Career Services -- you can access the university wide InterviewTRAK by visiting www.career.cornell.edu or 103 Barnes Hall.

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Take advantage of mock interviews offered by the Career Services Office and Cornell Career Services to prepare for interviewing. (For more information on interviewing, see the corresponding section in this manual.)

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Attend the career fairs sponsored by the Hotel School and Cornell Career Services. Be prepared to provide prospective employers with your résumé. This is a good opportunity to familiarize yourself with the companies that interest you and to make personal contacts with representatives.

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Devote time each week to your job search. Allocate time to research companies, talk with contacts, and correspond with potential employers.

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Finalize your résumé and create targeted cover letters to send to companies. Highlight your interest in the company— tell them what contributions you can make.

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Always follow up. Call organizations to arrange interviews (as stated in your cover letter), send thank-you notes after interviews, and send a confirmation when you accept an offer. A follow-up letter to a “ding” letter is equally important, especially if you are still interested in working for that organization in the future.

Employers place less emphasis on candidates’ educational background, and more on their work experience. -Perri Capell Associate Editor National Business Employment Weekly - 15 -

Career Services Office Undergraduate 2002-2003

Describing Your Experience 

Transferable Skills

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Achievements

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Different Environments Exposure

The Hotel School 255 Statler Hall • Ithaca, NY 14853 • 607-255-9794 • Fax 607-255-9540 www.hotelschool.cornell.edu/students/career - 16 -

DESCRIBING YOUR EXPERIENCE TRANSFERABLE SKILLS When describing your experience, think hard about your “transferable skills.” What did you practice in your previous work that could be useful in the job you are now seeking? It’s up to you to make the connection, and to tell the employer about your experience that is relevant in some way. Following is a partial list of skills valued by many different organizations. Think about whether you possess any of these skills and incorporate them into your résumé, cover letter and interviews! administering programs advising people analyzing data appraising services arranging social functions budgeting expenses calculating numerical data checking for accuracy coaching individuals compiling statistics coordinating events corresponding with others counseling people creating new ideas delegating responsibility designing products dispensing information displaying artistic information distributing products editing publications

estimating costs evaluating programs exhibiting plans handling complaints interpreting languages interviewing people inventing new ideas investigating problems listening to others locating missing information managing an organization mediating between people meeting the public motivating others negotiating contracts operating equipment organizing people and tasks planning agendas planning organizational needs preparing materials

promoting events raising funds recording scientific data recruiting people for hire rehabilitating people researching in library reviewing programs running meetings selling products serving individuals setting up demonstrations speaking in public supervising others teaching classes trouble shooting equipment updating files visualizing new formats working with precision writing clear reports writing for publication

WHEN DESCRIBING YOUR EXPERIENCE... ACHIEVEMENTS ...remember the word “achievement.” What did you actually accomplish in a job or extra-curricular activity? Provide hard evidence of your achievements so the employer can almost see you doing it. Make it easy for employers to see you working in the position you are seeking in their organization. Here is what we mean by “achievements”... As program coordinator, initiated new system of data entry that reduced turnaround time one-third. University expenses were financed by personal earnings earned through part-time and summer jobs. Promoted to supervisor position with additional responsibilities and a 50-percent increase in salary. Have a working knowledge of the operation and maintenance of the following equipment: ,

, and

.

First summer student invited back to firm. Organized a special showing of native art for the gallery. Article in the corporation newsletter highlighted the results of my summer project. - 17 -

Report was described as “timely and well researched.” Awarded substantial pay bonus for completing difficult field survey. Graduated in upper ten percent of the class. Supervised a staff of three full-time and two part-time employees. Received an excellent recommendation (evaluation) upon completion of the project. Successfully completed the company training course designed for full-time staff. Asked to represent department on a company-wide task force investigating the applications of robotics to the manufacturing process. Earned special commendation from the Vice President of Operations for completing the project ahead of schedule. In my capacity as assistant manager, had direct supervision of four employees. Presented recommendations of the report to senior management. Recommendations were well accepted and most of them acted upon. Was offered and accepted a position of greater responsibility. Managed an operating budget in excess of $100,000.

WHEN DESCRIBING YOUR EXPERIENCE... ENVIRONMENTS …think hard about what “environments” you were exposed to. Maybe your job wasn’t the greatest, but what you saw and what you experienced could be of interest to potential employers. Were you part of... a fast growing business, a results-oriented firm a small, medium or large organization an entrepreneurial environment a leading edge manufacturing company a competitive high pressure culture a creative, artistic environment an international business organization, a global business an organization with high quality or high service values an environment which brought you face to face with the public a position that involved conflicts

- 18 -

Career Services Office Undergraduate 2002-2003

Résumé Writing 

Preparation



Elements of a Résumé



Résumé Format



Most Common Mistakes



Action Verbs



Sample Résumés

The Hotel School 255 Statler Hall • Ithaca, NY 14853 • 607-255-9794 • Fax 607-255-9540 www.hotelschool.cornell.edu/students/career - 19 -

WRITING AN EFFECTIVE RÉSUMÉ It is never too early to prepare your résumé. Over the course of your study at Cornell, there will be many occasions when you will use a résumé to market yourself. Summer and full-time employment opportunities are obvious times, but events such as career fairs, guest lectures, HEC, and field trips provide opportunities for you to network by presenting your résumé. There are two purposes for a résumé, neither of which is to get a job. The main purpose is to get the attention of the reader. The résumé may be a potential employer's first impression of you. Present yourself as a professional, organized, and competent person so that the person reading the résumé will want to meet you. The second purpose of the résumé is to help interviewers remember you after the interview and to help them present you positively to others. Your résumé is an advertisement for you. A résumé is a summary of your academic, employment, and personal experiences. Focus on your career interests and organize your qualifications in support of your career goals and objectives. Complete your résumé by concisely describing your specific skills and experiences. Your résumé should lead the interviewer to ask questions that let you emphasize your accomplishments and talents.

PREPARATION Writing an effective résumé will require preparation. It is important to spend time conducting a self-inventory of your experiences, activities, and skills. Review your educational, extracurricular, employment, and volunteer experiences. Think about course work, honors and awards, and any technical skills you have developed. Begin by brainstorming about these experiences and writing everything down. These lists form the basis of your résumé and help you identify your accomplishments. Gradually eliminate less important information as you focus on the position you are currently seeking and polish your résumé. Keep in mind that a résumé is usually divided into sections: education, experience, activities, and skills are most commonly included. Analyzing your accomplishments is essential to this process. It is important to show responsibilities, skills, results, and accomplishments. Potential employers look for evidence of certain qualities, characteristics, and skills. You can demonstrate your capabilities through the accomplishments and activities you include in your résumé. Focus your résumé to express your qualifications for a specific position or specific area—you may have several résumés, each centered around different interests. The information you have compiled can now be categorized for your résumé. Sections can be included depending on the information you want to convey. There is no one résumé format that will work equally well for everyone, but there are basic elements that most résumés should include.

ELEMENTS OF A RÉSUMÉ •

Personal Information. Include your name, school and permanent addresses, e-mail address and telephone number. Do not include facts that are irrelevant to the job, such as height, weight, age, or marital status.

•

Objective. We do not recommend that you include an objective on your résumé. A more effective way to communicate your objective is through your cover letter.

•

Educational Background (or Education). Include the name and location of the institution you are currently attending, the degree you expect to receive, and your graduation month and year. You can also include concentration, GPA (only include if above 3.0), and academic honors (such as Dean’s List) information. If you are a transfer student or have - 20 -

attended other institutions since high school, you should include this information if it strengthens your résumé. Include any study abroad in this section. High school is usually not included unless it would be positively recognized in the area where you will be pursuing employment. •

Experience (or Work Experience, Relevant Experience, Professional Experience). Your experience, volunteer or paid, is the most important thing you have going for you. This section need not be limited to permanent or paid experiences; you may also describe volunteer work, student organizations, internships, or other positions in greater detail. Each entry should include the following: name of the organization/company, city and state where you worked, the dates of employment/involvement, and the position you held. Do not include superiors’ names or the company’s exact address. Use bold and italics to set items apart and to help highlight important information.

•

Using the bullet format (see examples in this section), list responsibilities, skills, activities, and challenges that describe the position. Put the most important and relevant aspects of your job first. Use action verbs (a list of common action verbs is provided) to begin each point to convey that you are active and productive. Avoid the first person (I, me, my). Each bullet point should be concise, yet informative—do not use complete sentences, yet pack your statements with descriptions and specific accomplishments that will help you to market yourself. Convince prospective employers that you were an asset in each position you held. Quantify whenever possible (number of employees you supervised, dollar amount of sales volume increase, responsible for [dollar amount] cash bank, number of covers served in shift, type of restaurant/hotel and number of seats or rooms, etc.). Be consistent in formatting and grammatical phrases and avoid using vague, generalized statements.

•

Skills, Activities, Interests. Use this section to list special skills relevant to your career goals. This section should include foreign language(s), computer expertise, and may include professional memberships and affiliations, extracurricular activities, interests, and hobbies. Use the appropriate title(s) to meet your needs. Decide what information to include based on space available and its relevance to the position you are seeking. List high school activities only if they support your objectives—usually include this type of information only in your freshman year résumé.

•

References. Do not write “References available upon request.” Have a prepared list of references with names, addresses, phone numbers and e-mails available to give to an interviewer when requested. Always ask permission from your references before distributing this information. Provide each reference with a copy of your résumé.

RÉSUMÉ FORMAT As mentioned above, there is no one correct format for writing a résumé. There are two basic styles of résumés, chronological and functional, and it is your choice whether to be traditional or creative. Keep in mind that prospective employers are looking for certain qualities and skills to be expressed in a résumé, so choose the format that will express your accomplishments most effectively. The type of position, the atmosphere of the company, the field of interest, etc., are determining factors in deciding which style to use. •

Chronological résumés are the most traditional and commonly used format. The layout is in the order of the sections as previously described, with education and work experience listed in reverse chronological order (most recent first). The advantage of this format is that it is easy to read and shows continuity and career growth. This style is most effective when the career goals you have targeted match your experience and academic background—it is appropriate and desirable for most people. Samples of this format can be found on the following pages.

•

Functional résumés state capabilities, highlight transferable skills, emphasize major contributions, and de-emphasize job titles and dates of employment. Use your objective or goal to prioritize the information according to the type of position you are seeking. Select headings that best describe you professionally (Sales and Marketing, Food and Beverage, or Properties Management, for example). A reverse chronological listing of employers, positions, and dates should appear in a condensed form below the “functional” information. The functional résumé can be a very effective style for people who have a clear-cut career focus or specialized needs. Some employers dislike this format - 21 -

because it is more difficult to extract the information they need and because it can be used by applicants to disguise problem areas. •

Alternative formats should be used selectively. This style can be appropriate for certain people with specialized interests or skills. Your personal preference will be the determining factor in your choice of résumé formats. An alternative form may be appropriate if you are a highly creative and unique individual, you want to call attention to your differences, you like taking risks, or your specialization requires creativity (marketing or advertising, for example). Alternative formats could include a brochure about yourself, videotape, or a concept résumé such as a baseball card. Keep in mind that alternative résumés are highly risky; traditional employers may not respond positively to a new format, and your résumé may not be read. However, a creative résumé may be what certain applicants need to get noticed.

No matter which format you decide to use, the layout of your résumé is very important. Most recruiters scan at least 5,000 résumés a year. You have 10-15 seconds to catch and hold a recruiter’s interest. Your résumé must have “scanability.” This means that you should highlight information that will tell the recruiter about you in a glance. Use bullets, indentations, CAPITALIZATION, s p a c i n g, bold, and italics, to make it easy for the reader to find all of the pertinent information. Balance your résumé with an appropriate amount of white space.

There are other general guidelines to follow when preparing an effective résumé: •

Be consistent when listing dates and experiences. Use the same formatting, spacing, and emphasis throughout your résumé.

•

Margins should be even—1/2" top and bottom and 1" left and right.

•

Your résumé should be concise and usually limited to one page. When in doubt about whether or not to include an item, decide if it supports your objective or goal (i.e. the position you are currently seeking). Stress positive factors and omit negative ones. Important items should be immediately identifiable; the résumé should be clear and uncluttered. The structure should be simple and well organized, regardless of which format you decide to use.

•

Emphasize important information such as your name, section headings, name of the university, and your position or the name of your employer, depending on which merits greater attention. Again, using bold and italics makes information stand out; save ALL CAPS for headings.

•

Relegate dates—the least important information—to the right-hand side of the page (because readers will scan from top to bottom and from left to right).

•

Use concise and clear language. Use the minimum number of words necessary to communicate. Start each description with precise action words that convey measurable accomplishments and problem-solving skills. Avoid passive phrases such as “My duties included...” and “Responsible for…” Use past tense when describing jobs you have completed.

•

Keep in mind the position you are seeking when preparing your résumé. The information on your résumé should be targeted to a specific position, field, or area of interest. You may have more than one résumé—customize each to the position you are seeking.

•

Avoid abbreviations as much as possible. Spell out numbers from one to ten, and use numerals for 11 and above (“three days” or “15 people”).

•

Ask other people to proof read and critique your résumé for accuracy, content, and style. Be sure grammar, spelling, and punctuation are correct. Bring it to the Career Services Office to have it critiqued by experienced staff. - 22 -

•

Print your résumé (using a laser printer) on high-quality bond paper. Choose a neutral color, such as ivory, cream, or light gray. Print your cover letters on the same paper, and use matching envelopes.

•

Use samples as guides. The following pages contain sample résumés that incorporate the general guidelines mentioned above. The samples, along with the résumé books located in the Career Services Office, are examples of actual résumés which you can review for different formats, wording, and style ideas that will help you create a résumé that is unique.

MOST COMMON MISTAKES •

Résumé is too long. In most cases, limit your résumé to one page.

•

Failure to send a cover letter with the résumé.

•

Poorly typed or sloppy résumé. Most employers base their initial opinions of applicants on the appearance of their résumés.

•

The résumé is disjointed or disorganized. Put the most important information first, make it easy to read, and organize it sensibly—focus on scanability.

•

The résumé is either overwritten or too sparse.

•

The résumé tries too hard. Including binders, photographs, and too many fonts distract from the professional appearance and clarity of the résumé.

•

Careless mistakes (misspellings, inconsistency, and poor grammar).

•

The résumé is not oriented for results. Stress accomplishments and skills in your résumé. It is important for prospective employers to know your qualifications and abilities, so let them know what you have done in the past and what you can do for them in the future. Use the cover letter to emphasize specific information in your résumé.

TIPS FOR WRITING A CONSULTING RÉSUMÉ (from an interview with Tara Kitley, recruiter for Accenture)

•

Mention GPA as long as it is above 3.0

•

Only include an objective in the résumé if it is extremely focused--if you are applying for a specific job(not entry level)

•

Assure good scannability of the entire résumé with a professional layout

•

Describe under either Experience or Activities the extensive involvement in extracurricular activities (highlight leadership roles)

•

Mention campus involvement in either student organizations or special organizations (e.g. Cornell Consulting)

•

Highlight computer knowledge and include the “unusual” (HTML, Web Design), especially if the degree is a nontechnical one.

- 23 -

Action Verbs Commonly Used in the Hospitality Industry accommodated

conducted

enjoyed

initiated

persuaded

responded

accomplished

connected

ensured

inquired

planned

restored

accounted

confirmed

entertained

inserted

played

retained

accumulated

consolidated

enumerated

inspected

positioned

retrieved

achieved

constructed

Equipped

instituted

practiced

reviewed

acquired

consulted

Established

instructed

precipitated

revised

adapted

contacted

Estimated

insured

predicted

sampled

added

contrasted

Evaluated

integrated

prepared

saved

addressed

contributed

Examined

interfaced

presented

scheduled

adjusted

controlled

Exchanged

interpolated

prevented

screened

administered

converted

Executed

interpreted

priced

searched

adopted

cooked

Exhibited

interviewed

printed

secured

advanced

cooperated

Expanded

introduced

produced

served

advised

coordinated

Expedited

invented

programmed

set

advocated

corresponded

Experimented

judged

projected

set up

aided

corrected

explained

justified

promoted

settled

allocated

counseled

explored

keep informed

protected

simplified

allotted

counted

exposed

lead

provided

sold

analyzed

covered

extracted

learned

publicized

solicited

answered

created

extrapolated

lectured

published

solved

applied

customized

facilitated

listened

purchased

spoke

appointed

dealt with

figured

lobbied

quantified

started

appraised

decided

filed

localized

ran

stimulated

approved

decreased

filled

located

rated

strengthened

arranged

dedicated

financed

made

read

studied

ascertained

deduced

finalized

mailed

received

submitted

assembled

delegated

fine-tuned

maintained

recognized

suggested

assessed

delineated

fit

managed

recommended

summarized

assigned

delivered

focused

manipulated

recorded

supervised

assisted

demonstrated

followed

mapped

recruited

supplied

assured

derived

forecasted

marked

rectified

supported

attended

designed

formed

marketed

reduced

surveyed

audited

designated

forwarded

matched

referred

tailored

augmented

detailed

formulated

maximized

refined

tasted

authorized

determined

found

measured

regulated

taught

automated

developed

founded

met

related

tested

balanced

devised

grasped

minimized

removed

trained

began

diagnosed

gathered

mobilized

reorganized

transferred

- 24 -

billed

differentiated

gave

modeled

repaired

transformed

budgeted

directed

generated

modified

oriented

translated

built

discussed

graded

monitored

pointed out

transmitted

calculated

displayed

graduated

motivated

proceeded

tutored

carried out

disseminated

granted

negotiated

processed

updated

categorized

distinguished

guided

notified

proved

upgraded

caused

divided

handled

observed

provisioned

used

changed

documented

helped

obtained

ranked

utilized

charted

drafted

hired

orchestrated

reacted

validated

commenced

earned

identified

ordered

recalled

valued

communicated

edited

illustrated

originated

recollected

verified

compared

educated

implemented

organized

reconciled

visited

compiled

eliminated

improved

oversaw

registered

worked

completed

employed

incorporated

paid

relayed

wrote

composed

encompassed

increased

paired

renewed

conceived

encouraged

indicated

participated

reported

concentrated

enforced

influenced

performed

represented

condensed

engineered

informed

persisted

researched

- 25 -

Heather L. Collins Current Address: 50 Dryden Rd. Apt.85 Ithaca, NY 14850 (607) 277-6427 EDUCATION

[email protected]

Permanent Address: 210 Meadowbrook La. Weston, MD 02493 (781) 699-7863

Cornell University, School of Hotel Administration, Ithaca, NY Candidate for Bachelor of Science Degree, May, 2000 Dean’s List for Fall Semester, 1998 Cumulative GPA: 3.2 Institute Lorenzo de Medici, Florence, Italy January-May, 1999; GPA: 3.7

RELEVANT Marketing • Hospitality Sales • Financial and Managerial Accounting • Corporate Finance COURSEWORK Micro and Macroeconomics • Business and Real Estate Law • Corporate Finance • Hospitality Financial Management • Managerial and Oral Communications • Strategic Management WORK EXPERIENCE

Goldman Sachs Summer 1999 Special Events Intern, New York, NY • Coordinated and planned several nation-wide internal events • Created and maintained a working database of 350 clients invited to the Institutional Client Conference, which required daily communication with Managing Directors and Vice Presidents throughout the Asset Management division • Visited restaurants and other venues to assess their potential as sites for future Goldman Sachs events Interaction Associates Summer 1998 Marketing Development Intern, San Francisco, CA • Created customer survey to obtain information for establishing and building corporate brand recognition • Researched competitors’ pricing for public workshops to evaluate Interaction Associates’ pricing strategy • Extensively used the internet and the Haas School of Business Library at Berkeley in multiple research projects The Boarding House Summer 1997 Manager-in-Training Intern, Nantucket, MA • Learned management skills including; task-designation, performance-evaluation, and customer service • Hostess and cocktail waitress for 150-seat restaurant: responsibilities included training employees, seating guests, booking reservations, and serving desserts and cocktails during after-dinner hours • Performed daily computer tasks such as recording accounts receivable for outstanding balances • and designing daily menus

ACTIVITIES

Vice President: Social Standards January-December 1998 Delta Gamma Sorority, Cornell University • Chaired the chapter’s disciplinary board which helped members resolve matters involving outstanding dues, rules infractions, and personal issues • Created membership recognition program and corresponded with national organization in completing lengthy applications for national awards • Demonstrated leadership and managerial qualities as a member of the Chapter Management Team • President of 1997 Pledge Class, Delta Gamma Sorority, January-May, 1997 • Tower Club Chair for the 2000 Cornell University Senior Class Gift Campaign

HONORS

• Order of Omega: Honor society for members of the Greek System who have attained a high standard of leadership in inter-fraternity activities • Proficient in Microsoft Word, Microsoft Excel, and PowerPoint • Basic knowledge of written and spoken Italian

SKILLS

- 26 -

Alicia MacArthur Current Address: 240 Linden Avenue, Apt. #115 Ithaca, NY 14850 Phone: (607) 257-0580

E-mail: [email protected]

Permanent Address: 142 Country Lane Manhasset, NY 11040 Phone: (718) 545-6309

EDUCATION Cornell University School of Hotel Administration, Ithaca, NY Candidate for Bachelor of Science Degree, May 2000 Dean’s List EXPERIENCE THE GETTYS GROUP, INC., Chicago, IL (Hospitality Consulting and Design Firm) Guestroom Express Program/ Purchasing Intern • Revised and provided input on consulting reports including financial projections • Performed purchasing duties including bidding, swatching, invoicing, follow-ups and closeouts • Completed sections of proposals for renovation projects • Attended management-level meetings • Updated department’s computer file system REALTIME HOTEL REPORTS, Ithaca, NY (Hospitality Research Company) Data Specialist/ Hospitality Researcher • Aided in data collection for the U.S. lodging industry database • Researched information on, and aided in creating hospitality/IT job descriptions THE MAY FAIR INTER-CONTINENTAL HOTEL LONDON, UK (287-room, five star luxury hotel) Human Resources Intern • Exposed to all aspects of Human Resources including recruiting, interviewing, hiring, training and follow-ups • Assisted in organizing management and employee social events • Revised staff handbooks and job descriptions • Available to 300 employees for daily queries and concerns

6/99 – 8/99

9/98 – 11/98

5/98 – 7/98

THE PLAZA HOTEL, New York, NY (806-room, four star luxury hotel) Assistant Housekeeping Manager / Executive Office Intern 6/97 – 8/97 • Inspected rooms daily to ensure maintenance and quality of cleanliness • Assisted in supervision and training of over 200 union employees • Assisted in the ‘put-back’ of renovated floors • Attended management-level meetings and training modules • Completed a project of organizing financial data by creating annual summary spreadsheets and graphs ACTIVITIES / HONORS President, Cornell Hotel Society, Collegiate Chapter 1999-2000 Vice President of Student Affairs, Cornell Hotel Society, Collegiate Chapter 1998-1999 Head of Selection Committee, Cornell Hotel School Ambassadors 1998-1999 Associate, Hotel Ezra Cornell 75, 1999-2000 Properties Assistant, Hotel Ezra Cornell 74, 1998-1999 Function Manager, Conference Services Assistant, Hotel Ezra Cornell 72, 1996-1997 COMPUTER / LANGUAGE SKILLS

Computer: Proficient on IBM and Macintosh including Microsoft Word, Microsoft Works, Microsoft Publisher, Excel, PowerPoint, Adobe Photoshop, Micros, and ADACO systems. Language: Fluency and basic written proficiency in Korean. - 27 -

NEIL JOHNSON e-mail: [email protected] CURRENT ADDRESS 312 College Ave., Apt. 1 Ithaca, New York 14850 (607) 275-0805

HOME ADDRESS 6108 Paradise Dr. Orlando, Florida 33158 (305) 658-2527

EDUCATION Cornell University, School of Hotel Administration, Ithaca, New York Candidate for Bachelor of Science, May 2000, First Marshal Cumulative GPA: 4.0 — Dean’s List WORK EXPERIENCE Marriott International Headquarters, Washington, D.C. June 1999 – August 1999 Analyst - Revenue Analysis and Strategy Group • Recommended a new leisure pricing strategy expected to produce a two percent revenue increase • Streamlined operational procedures for the company’s use of the priceline.com distribution channel • Defined the project specifications for an internal revenue management benchmarking analysis Royal Caribbean Cruises, Ltd., Miami, Florida June 1998 – August 1998 Internal Business Consultant - Business Solutions Group • Developed mathematical models to predict remaining demand and drive gross ticket revenue • Analyzed revenue management practices and made recommendations to upper management • Helped meet departmental goal of $25 million annual revenue increase Total Guest Satisfaction Intern June 1997 – August 1997 • Developed an accounting procedure used to monitor guest prize consumption • Reviewed and recorded guest comments relating to onboard cruise programming for youths and teens Miami Dadeland Marriott, Miami, Florida (302 rooms) June 1997 – August 1997 Rotational Intern • Trained in all operational areas of the property with a concentration in Revenue Management • Mastered the MARSHA Reservation System and became familiar with Marriott’s DFS and NGS • Performed functions of the Rooms Controller, such as balancing inventory levels and blocking rooms Rooms Division Intern June 1996 – June 1997 Carried out various front office tasks including front desk, PBX, and concierge • Assisted in implementing the Guest Response customer service program •

OTHER EXPERIENCE Cornell University Information and Referral Center, Ithaca, New York February 1997 - present Campus Information Specialist • Serve as a knowledgeable reference on all aspects of the Cornell community • Handle walk-in, telephone, and written inquiries about the university and conduct walking tours • Research and update campus information to ensure its accuracy LEADERSHIP AND AWARDS • • • •

Merrill Presidential Scholar 2000 Golden Key National Honor Society - Inducted Spring 1999 Ye Hosts Honorary Society - Inducted Fall 1998; Co-President 1999-2000 Teaching Assistant for Hospitality Managerial Accounting, Introduction to Microcomputing, - 28 -

DARIA L. TANNAK School Address: 24 Linden Avenue #O Ithaca, NY 14850 (607) 279-5091

Email: [email protected]

Home Address: 17 Church St. #4 SW Washington, DC 20034 (202) 667-1458

EDUCATION ____________________________________________________________________________________ CORNELL UNIVERSITY, SCHOOL OF HOTEL ADMINISTRATION Candidate for Bachelor of Science Degree, May 2000 Concentration: Real Estate GPA: 3.27/4.00, Dean’s List (Fall 1997, Spring 1998, Fall 1998) Relevant Coursework: Hospitality Financial Management, Hospitality Real Estate Finance, Principles of Real Estate, Hospitality Real Estate, Real Estate Law Other Coursework: Information Technology for Hospitality Managers, Yield Management RELEVANT EXPERIENCE ________________________________________________________________________ U. S. FRANCHISE SYSTEMS, Atlanta, GA (franchiser of Hawthorn Suites, Microtel Inns, Best Inns) Corporate Office Intern (AHMA Hospitality Mentors Program Scholarship Recipient) June – July 1999 • Prepared the industry overview and loyalty program sections of the year 2000 marketing plans • Presented a recommendation for a new loyalty program to the Franchise Advisory Committee • Redesigned job descriptions and performance appraisal procedures in the National Sales Department • Conducted research and updated web pages for the electronic marketing department J W MARRIOTT HOTEL, Washington, DC (5-star convention hotel, 772 rooms) Sales Intern • Solicited and secured $100,000 worth of business • Researched and compiled a competition survey book on hotels in the region • Compiled a supplementary training manual for future sales managers • Conducted site inspections – informational tours of the hotel to external customers

June – August 1998

OSCAR’S – CONRAD INTERNATIONAL CENTENNIAL, Singapore (upscale dining room, 228 seats) Hostess and Part-time Waitress July – August 1997 • Implemented new system that increased guest feedback by 8% • Recommended changes for marketing and human resource aspects of the restaurant that were implemented • Recorded the “Talking Menu” for children (the first tape-recorded menu in Singapore) • Seated guests, took reservations, and performed all administrative duties in the restaurant KING’S HOTEL, Singapore (4-star business hotel, 316 rooms) Front Office Clerk and Part-time Guest Relations Officer March – May 1996 • Performed guest registration and reservations • Managed Business and Executive Club Center: performed secretarial duties in business center and supervised setting and cleaning up of Executive Club breakfasts ADDITIONAL EXPERIENCE ______________________________________________________________________ SCHOOL OF HOTEL ADMINISTRATION, CORNELL UNIVERSITY, Ithaca, NY Teaching Assistant, Restaurant Management August 1999 – Present Research Assistant, International Marketing February – May 1998 STATLER HOTEL, Ithaca, NY (4-star business hotel, 150 rooms) Sales Assistant October 1998 – October 1999 AWARDS AND LEADERSHIP POSITIONS __________________________________________________________ Models of Excellence in Business Speaking, Top Speaker (Spring 99) Hospitality Sales & Marketing Association International, Vice President (98/99) and Advisor (99/00) Alpha Phi International Fraternity, Director of Finance (98/99) LANGUAGE/COMPUTER SKILLS _________________________________________________________________ Basic knowledge of written and spoken Mandarin (Chinese) and French Proficient in PC: WordPerfect, Microsoft Office (Word, Excel, Access, and PowerPoint), HTML, JavaScript, - 29 -

CARMINA ELDORADO [email protected]

Current Address: 705 E. Buffalo Street, Apt. 1 - Ithaca, NY 14850 Permanent Address: R. Murtinho Nobre, 125 - São Paulo 05502-050, Brazil

(607) 253-9660 (011-54-11) 211-1715

EDUCATION_____________________________________________________________________________________ Cornell University School of Hotel Administration, Ithaca, NY Candidate for Bachelor of Science Degree, May 2000 Cumulative GPA: 3.73 Golden Key National Honor Society EXPERIENCE____________________________________________________________________________________ Four Seasons Hotel, Philadelphia, PA (four-star, five-diamond 365-room hotel) Management Intern Program Front Desk • Developed manual for "up-selling" rooms • Executed guest reservations and registrations • Assisted in reservations and communications departments Housekeeping • Monitored the housekeeping incentive program • Supervised 12 housekeepers who cleaned up to 14 rooms/day • Prepared housekeepers' daily room schedule, generated reports, and inspected rooms • Communicated with department heads and attended management meetings

May - August 1999

January - April 1999

Caesar Park Cabo de Santo Agostinho Beach Resort, Pernambuco, Brazil (five-star 300-room beach resort) Guest Service Agent June - August 1998 • Developed and implemented system to increase the retention of mini-bar revenue • Performed guest and group registration as well as cashier duties • Participated in two seminars: leadership and culinary sculpture Associação Beneficente Hospital Israelita Albert Einstein, São Paulo, Brazil (not-for-profit 440-bed hospital) Intern June 1997 • Assisted F&B manager in implementing system to reduce employee theft • Conducted research on temperature holding capacity of different brands of thermal trays and plates Volunteer Work December 1997, 1996 and 1994 • Helped coordinate the packing and distribution of food and toys to over 7,000 impoverished families West Side Suite Hotel, São Paulo, Brazil (four-star 150-room all-suite hotel) Rotational Intern February - April 1996 • Tracked housekeepers performance, replenished carts with amenities and cleaned suites • Monitored inventory of towels, sheets, kitchen dry storage, and room service storage • Prepared menus for the restaurant, conference break rooms, and room service SKILLS AND ACTIVITIES ________________________________________________________________________ • Proficiency in Fidelio and Windows applications including Microsoft Word, Excel, and Power Point • Bilingual in English and Portuguese / Intermediate knowledge of written and oral French and Spanish - 30 -

Benjamin Allen Dahl [email protected] Current Address: 50 Dryden Road F5A Ithaca, NY 14850 (607) 257-3000

Permanent Address: 8002 Egret Lane West Palm Beach, FL 33812 (501) 624-8180

EDUCATION CORNELL UNIVERSITY, SCHOOL OF HOTEL ADMINISTRATION, Ithaca, NY Bachelor of Science Degree, May 2000 Concentration: Food and Beverage Management Dean’s List EXPERIENCE LEIRUM CORPORATION, San Francisco, CA

June 1999 – December 1999

Management Intern, Muriel’s Supper Club, Palm Springs, CA (240 seat up-scale supper club) • Functioned as a Restaurant Manager, responsible for all aspects of restaurant operation • Worked directly with Vice President of Operations and GM to prepare restaurant for profitable operation • Developed training programs for operational issues such as up-selling, service, and the company’s purpose and values Corporate Intern, San Francisco, CA • Worked with President, CFO, VP of Operations, VP of Marketing, and Director of Business Development on projects preparing the company for future growth • Developed a complete inventory system for Muriel’s Supper Club • Completed market analysis of potential markets for growth UNIVERSAL STUDIOS FLORIDA, Orlando, FL

Summer 1998

Food and Beverage Management Intern, Café LaBamba (250 seat quick-service restaurant) • Supervised staff of 70 serving lunch and dinner guests • Consulted in the development and opening of the property’s first themed restaurant • Created food and safety sanitation program for the restaurant staff • Prepared daily food order and communicated with suppliers CLYDE’S RESTAURANT GROUP, Washington, DC

Summer 1997

Intern, Clyde’s of Columbia, Columbia, MD (350 seat mid-scale restaurant) • Supervised dining room and outside dining staff during breakfast, lunch, and dinner shifts • Trained in managerial accounting, bookkeeping, purchasing, and receiving TOMATO TANGO, Olney, MD (100 seat mid-scale family style restaurant) June 1994 – May 1996 Assistant Manager/Server • Supervised dining room during lunch and dinner • Promoted from bus boy to assistant manager/server in 3 months COMPUTER SKILLS Proficient in Microsoft Word, Excel, Outlook, Publisher, Power Point, Word Perfect, File Maker, and the Internet ACTIVITIES • Cornell Men’s Varsity Football Team, Lacrosse Team, and Rugby Football Club • Cornell Hotel Society - 31 -

Career Services Office Undergraduate 2002-2003

Cover Letters 

Content & Format

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Sample Letters

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Emailing & Faxing Correspondence

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Sample Emails

The Hotel School 255 Statler Hall • Ithaca, NY 14853 • 607-255-9794 • Fax 607-255-9540 www.hotelschool.cornell.edu/students/career - 32 -

WRITING COVER LETTERS A cover letter is a brief, one-page introduction that highlights your skills and experience by expanding upon your résumé. The letter introduces you to the company, demonstrates transferable skills you have developed, and promotes special features of your education and experience that qualify you for a particular position within the organization. A wellwritten letter distinguishes you from other applicants and is equally important as your résumé in a job search. Cover letters should always accompany your résumé when you write directly to a company or when a company requests your résumé as part of the application process – it is your first chance to make a good impression on a potential employer.

CONTENT AND FORMAT An effective cover letter will state why you are writing, why you are interested, how you can meet the company's needs, and a follow-up course of action. Your letter should be written in a business-letter format and to a specific person in the organization. Write to a person who has the ability to hire you (who may or may not be someone in Human Resources). Avoid using the impersonal “Dear Sir or Madam” or “To Whom It May Concern.” Use the resources available at the Career Services Office and libraries, or call the organization to get the correct name and position. Cover letters should be clear and concise—be organized in your writing and try to limit the letter to three or four paragraphs. Cover letter examples are included in this handout.

GUIDELINES •

Send all correspondence to the appropriate person. If you have any questions about to whom to address the letter, call the company and ask for the correct spelling and title. Personalization is the way to make the best impression.

•

Laser print your letter on quality bond paper (8.5 x 11); the paper should match your résumé and your envelope.

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Your letter should communicate your potential contributions rather than your current needs.

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As with your résumé, be prepared to support any information you include in the cover letter. State your experience and how it may benefit the organization, but don’t exaggerate.

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Employers are looking for people with excellent communication skills. Your cover letter demonstrates your writing skills, so be sure to pay close attention to grammar, style, and spelling.

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Margins should be one inch on all sides, and the letter should not exceed one page. Follow a traditional business letter format and have other people review the letter to check for errors and to suggest improvements. The Career Services Office staff is available to review your cover letters with you.

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Keep a copy of all of your cover letters. Create a file to use for easy reference and making notes regarding further contact with the prospective employer.

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The effectiveness of your cover letter will depend on your follow up. Call to set up an appointment as you indicated in the letter. Do not rely on the organization to get in touch with you—they may not.

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THE BASICS OF THE COVER LETTER © Vault, Inc 01/01/1999

Your Name Your Address Your Email Address Your Phone Number Contact’s Name Contact’s Info Date Dear Ms. /Mr. Contact, The first paragraph tells why you’re contacting the person, then mentions your connection with that person or tells where you read about the job. It also quickly state who you are. Next it wows them with your sincere, researched knowledge of their company. The goal: demonstrating that you are a worthy applicant, and enticing them to read further. The second and optional third paragraph tell more about yourself, particularly why you’re an ideal match for the job by summarizing why you’re what they’re looking for. You may also clarify anything unclear on your resume. The last paragraph is your goodbye: you thank the reader for his or her time. Include that you look forward to their reply or give them a time when you’ll be getting in contact by phone. Sincerely, Sign Here

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SAMPLE COVER LETTER Your Name 555 Albany Street Lexington, KY 55555 Your Email Address Your Phone Number Ms. Susan Smith Managing Editor Hospitality Today Magazine 666 North Street Atlanta, GA 66666 Date Dear Ms. Smith: I was delighted to learn of the Hospitality Today Magazine opportunity through the Career Services Office at the Cornell University Hotel School. As a senior graduating with a hospitality management degree, I am interested in utilizing my academic background along with my practical experience in this particular position. From my company and industry research, I am a confident there will be a good fit of my skills and interests with the needs of Hospitality Today Magazine. Last summer I completed a full-time internship at Ryan Hotels, a 25-unit hotel chain in the Southeast, specializing in group tours. Half of my time was spent as an assistant to the marketing director. My duties included updating our tourist brochures and writing press releases. However, I am most proud of a special assignment in which I wrote a feature article and illustrated with my own photographs. One of the newspapers that included my feature article was the Savannah Gazette in Savannah, Georgia. The other half of my time was spent rotating through operations where I gained a comprehensive knowledge of housekeeping, food and beverage, and the front desk. Through my coursework at Cornell I have gained knowledge and experience in all areas of the hospitality industry. My courses have included (e.g., Rooms Division Management, Principles of Marketing, Food and Beverage Management, and Business Communication). These courses have given me the background I need to apply to work as a position. I appreciate your time and consideration. I have enclosed my résumé for your review. I will call you the week of October 19th to further discuss this position. If you need any other information, please do not hesitate to contact me at (607) 555-1234. Thank you for your time and consideration. Sincerely, Signature Andrew D. White

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SAMPLE COVER LETTER TO ALUMNI Your Name 555 Albany Street Lexington, KY 55555 Your Email Address Your Phone Number Name (abbreviate the year they graduated only when they are alumni) Title Company Address Date Dear Name: I obtained your name through the alumni directory in the Career Services Office at the Cornell hotel school. Currently I am a (fill in your year, i.e., sophomore, junior, etc.), and I am actively seeking a (permanent or summer) position in (name area of interest and/or geographical location). Since you are an alumnus of the hotel school, I hope that you might be able to provide me with information about (field of interest), or know of some potential leads I might pursue. Both my academic experience along with my work experience have prepared me for a position in the (area). Last summer I completed a full-time internship at Ryan Hotels, a 25-unit hotel chain in the southeast, specializing in group tours. Half of my time was spent rotating through operations where I gained a comprehensive knowledge of housekeeping, food and beverage, and the front desk. The other half of my time was spent as an assistant to the marketing director. My duties included updating our tourist brochures and writing press releases. However, I am most proud of a special assignment in which I wrote a feature article and illustrated with my own photographs. The story depicted Ryan Hotels’ employees giving time to their communities and was featured in our corporate newsletter, as well as five local newspapers where Ryan Hotels are located. One of the newspapers that included my feature article was the Savannah Gazette in Savannah, Georgia. If you do not have any work experience, you may want to include a paragraph such as: To give you some background on myself, I have completed two years of academic training for a position in (field). My courses have included (e.g., Rooms Division Management, Principles of Marketing, Food and Beverage Management, and Business Communication). I am looking forward to using the knowledge I have gained in these classes in a real world work experience. I would appreciate any information, opportunities, or leads that you could provide me. I will call you within the week (usually of the date of the letter). Thank you in advance for your assistance. Sincerely, Signature Jane Smith - 36 -

E-MAILING AND FAXING CORRESPONDENCE Emailing and faxing can increase the efficiency of your job search. It’s quicker and more convenient than traditional correspondence, but you must be careful how you present your information to a potential employer. This is the first impression you will make, so take steps to ensure it is a good first impression. Guidelines: •

Sending an email or fax to a potential employer is considered business correspondence, so be sure to use a professional, formal, business format. Potential employers will use this as an opportunity to judge your communication skills.

•

Include your cover letter as a means of introducing your résumé - this is the time employers determine their interest in a candidate. When emailing, communicate clearly what you are looking for and summarize your skills set and experience in one or two paragraphs. If you are faxing your résumé, make your cover letter your first page.

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Check for spelling, grammar, and punctuation errors. Your letter and résumé will be printed and shown to several people. Proofread several times before sending.

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Finish with a professional signature including all of your contact information. Avoid using quotations or sayings; they may create an unfavorable impression. Make sure your return email address is professional and businesslike.

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Address and send your email or fax to the right person. Tailoring your correspondence to the appropriate contact, to a company’s specific advertised position or relating your experience to the company’s perceived needs will get you further than sending a generic message.

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Always follow up your email with a phone call or send another email; this will confirm your interest in the position.

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When emailing your résumé, you can either include it in your message or send it as an attachment. Sending your résumé as an attachment will ensure that your format will remain in tact.

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Highlight a special project; this will entice your reader to carefully evaluate you as a candidate.

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SAMPLE EMAIL MESSAGES To Potential Employers Dear Ms. Smith: I was excited to learn about the Assistant Front Desk Management position listed with the Career Services Office. As a senior at Cornell University’s Hotel School, I will be graduating this May with a specialized hospitality education and enhanced industry experience that have prepared me well for the Assistant Front Desk Manager position. While attending Cornell, I interned at a variety of hotels where I was able to put the knowledge I learned into action. I spent this past summer rotating through operations at XYZ Hotel where I gained comprehensive knowledge of housekeeping, food and beverage, and the front desk. I also took the opportunity to participate in a special project involving the planning and execution of the Annual Hotel Conference. Courses such as, Strategic Management, Hospitality Facilities Management and Managerial Communication have given me the academic background I need to apply to any operations position. I have attached my résumé (or my résumé follows) for your review. I will call you the week of October 19th to further discuss this position. If you need any other information, please do not hesitate to contact me at (607) 555-1234. Thank you for your time and consideration. Sincerely, John Doe Address Phone Number Email Address

To Alumni Dear Ms. Smith: I obtained your name through the alumni directory in the Career Services Office. Currently, I am a senior actively seeking a permanent position in hotel operations at the Four Seasons in Chicago. Since you are an alumnus of the Hotel School and the General Manager of the Four Seasons, I hope that you might be able to provide me with information about the hotel’s operations and if there are any available positions within the hotel. While attending Cornell, I have been given the background I need to apply in any operations position and I have interned at a variety of hotels where I was able to put the knowledge I learned into action. I also took the opportunity to participate in special projects, one in particular involving the planning and execution of the Annual Hotel Conference. I would appreciate any information on the hotel and possible opportunities that you could provide. I have attached my résumé (or my résumé follows) for your review. I will contact you within the week to further discuss my options. If you need any other information, please do not hesitate to contact me at (607) 555-1234. Thank you for your time and assistance in advance. Sincerely, John Doe Address Phone Number Email Address - 38 -

SAMPLE INFORMATIONAL EMAIL MESSAGE TO ALUMNI

Dear Ms. Smith: I obtained your name through the alumni directory in the Career Services Office. Currently, I am a senior actively seeking a permanent position in hotel operations in the Chicago area (identify your area of interest and/or location). Since you are an alumnus of the Hotel School, I hope that you might be able to provide me with information about hotel operations in the Chicago area or know of some potential leads I might pursue. While attending Cornell, I have been given the background I need to apply in any operations position and I have interned at a variety of hotels where I was able to put the knowledge I learned into action. I also took the opportunity to participate in special projects, one in particular involving the planning and execution of the Annual Hotel Conference. I would appreciate any information, opportunities, or leads that you could provide me. I have attached my résumé (or my résumé follows) for your review. I will contact you within the week. If you need any other information, please do not hesitate to contact me at (607) 555-1234. Thank you for your time and assistance in advance. Sincerely, John Doe Address Phone Number Email Address

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Career Services Office Undergraduate 2002-2003

On-Campus Interviews 

About InterviewTRAK

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InterviewTRAK Instructions

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On-Campus Interview Guidelines

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Interview Cancellation Policy

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Recent On-Campus Recruiting Companies

The Hotel School 255 Statler Hall • Ithaca, NY 14853 • 607-255-9794 • Fax 607-255-9540 www.hotelschool.cornell.edu/students/career - 40 -

ON-CAMPUS INTERVIEWS Each semester, companies send representatives to the Hotel School to recruit undergraduate and graduate students for permanent and summer employment opportunities. Although you should not rely on this as the only method to get a job, it is a good opportunity to interview with certain companies and learn more about them. The representatives decide for themselves when they will visit Cornell, how long they will stay, what positions they are seeking to fill, how many interviews they will conduct, and often who they will interview (prescreening).

ABOUT INTERVIEWTRAK The Cornell Hotel School utilizes InterviewTRAK, a web-based system for on-campus recruiting. InterviewTRAK is available to all Hotel students looking for summer or permanent jobs and want to participate in on-campus interviews. It allows students 24-hour on-line access to job descriptions and recruiting information. InterviewTRAK provides on-line résumé submission, interview selection notification, and on-line interview sign-ups. To manage their interview schedules, companies choose from two types of interview sign-up methods for summer and full-time positions. CLOSED INTERVIEWS (PRESCREEN) These are by invitation only. Students submit their résumé to companies for positions they are interested in and qualified for through InterviewTRAK. The company representatives choose the candidates they would like to interview. Employers are encouraged to notify pre-selected students by e-mail, however, they may not always do this. Students should always check their “personal reminders” on the InterviewTRAK student menu page (note: the majority of companies that recruit at the School of Hotel Administration prescreen résumés.) OPEN INTERVIEWS These interviews are available to all qualified students and are filled on a first-come, first-served basis through InterviewTRAK.

CORNELL CAREER SERVICES In addition to the resources and services available to you at the Hotel School CSO, the Cornell Career Services Office (www.career.cornell.edu) provides services to all Cornell University students. They are located at 103 Barnes Hall. Cornell Career Services offers on-campus interviewing for industry segments including: • • • •

investment banking financial services public relations/marketing consulting (non-hospitality)

Our InterviewTRAK system is separate from the on-campus recruiting program offered through Cornell Career Services in Barnes Hall. You must register for these two systems separately, using a different user name and password for each system.

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INTERVIEWTRAK INSTRUCTIONS Access the Hotel School Career Services Office website: www.hotelschool.cornell.edu/students/career/ 1. Scroll down to “On-Campus Interviewing” and select How Do I Participate? 2. Double Click on On-Campus Recruiting via InterviewTRAK 3. Select Register Now 4. Enter your 6-digit Cornell ID and press continue

5. After reviewing the “Interviewing Guidelines”, click on “I have read and understand the above guidelines” to create your Career Interest Profile 6. Complete the registration form, making sure all information is accurate 7. Select “Return to the main menu” at the bottom of the screen 8. Make a note of your user name and user password because you will need this information for future entry into your account on the system. Note: The system will email you a confirmation of your user name and user password. As a Hotel School student the majority of companies that you will be interested in will recruit through our office. However, due to the broad education students receive at the Hotel School you may be interested in and qualified for positions with companies that recruit students from a variety of majors at Cornell via Cornell Career Services, located in 103 Barnes Hall. The Hotel School InterviewTRAK system is separate from the on-campus recruiting program offered through Cornell Career Services in Barnes Hall. You must register for these two systems separately. CORNELL CAREER SERVICES Access the Cornell Career Services website: www.career.cornell.edu 1. Select “Are you a Cornell Student” 2. Click on “Jobs, Internships, & On-Campus Recruiting” 3. Choose “Job Postings (Cornell MonsterTRAK)” 4. Click on “Enter Cornell MonsterTRAK”, this will lead you a Career Interest Profile page similar to the one available on the Hotel School’s Career Services InterviewTRAK 5. Complete your Career Interest Profile by entering your 6-digit Cornell ID: and press continue 6. Complete the registration form, making sure all information is accurate 7. Select “Return to the main menu” at the bottom of the screen 8. Make a note of your user name and user password because you will need this information for future entry into your account on the system.

ON-CAMPUS INTERVIEW GUIDELINES To ensure that all parties in the recruiting process—the recruiting companies, the students and the school—share an understanding of recruiting procedures and standards, the following guidelines have been prepared: STUDENTS • Hotel School students are expected to conduct themselves in a courteous and professional manner. Recruiters are asked to let the Director of Career Services, Millie Reed, know of any who do not. Similarly, you can expect visiting recruiters to conduct themselves in a courteous, professional, and legal manner. Please inform the Director if a recruiter does not conduct himself or herself properly. • The Career Services Office considers signing up for an interview a serious commitment. Any student who does not keep an interview appointment may lose the privilege of interviewing through our office. Please refer to the Interview Cancellation Policy for details. Be punctual, and remember the time and location of your interview. If an emergency prevents you from interviewing, please notify the Career Services Office (255-9794) immediately so the recruiter can be promptly notified. • Accurately present your qualifications and career expectations. Interview only with companies in which you are truly interested. It is not fair to the company or your fellow students to fill an interview slot if you are not seriously interested in the company. Never accept an offer unless you fully intend to take the position offered. - 42 -

By completing the InterviewTRAK Career Interest Profile, you agree to have your name posted on a schedule for employment interviews and for releasing your résumé to companies with job opportunities. RECRUITERS • Recruiters are expected to conduct themselves in a professional and courteous manner, which includes asking only appropriate and legal questions. • Recruiters are expected to share the university’s commitment to an aggressive equal opportunity and affirmative action philosophy. • Employers should assume responsibility for all representations made by their recruiters and should use only qualified, informed interviewers. Employers are expected to make sure that all of their recruiters read and understand these guidelines. • Employers are expected to hold offers of employment open for a reasonable period of time, so that students can make an informed choice. Employers are encouraged to allow students a minimum of six weeks in which to consider an offer of employment. The CSO does not condone the use of exploding offers. Previous experience has shown that companies who use this method of recruitment find it counter productive in the long term.

CANCELLATION POLICY To allow us to better serve our customers - you, the students, and employers - we have established the following On-Campus Interview Policy. The cancellation of an interview can adversely affect all Hotel School students, that is, the company may not come to campus again and other companies may hear of the incident, both reflecting poorly on the entire hotel school. Company representatives spend a significant amount of time and money to come to Ithaca. When students cancel interviews, it has a negative effect on all involved. Adhering to the policy stated below allows us time to contact students on the waiting list who would like to interview with that company. Before you commit to an interview, you should have thoroughly researched the company and the requirements of the position. Please keep these policies in mind when deciding to sign up for interviews. Cancellation Policy You can only cancel an interview during the signup date range. Once that date has passed, you will need to contact the Career Services Office directly. Cancellations for interviews will be accepted only if they are requested in person at least three business days prior to the interview day (not counting the interview day). For example, if the interview is on a Tuesday, you must cancel by 5pm on the Wednesday of the preceding week. Holidays and weekends do not count as business days. “No-Show” Policies A student who cancels after the cancellation deadline for an interview will be considered a “no-show.”

First “No-Show” The first missed cancellation period will result in a meeting with the Director of Career Services to discuss your reasons for canceling, and presenting a copy of written correspondence of apology sent via U.S. mail or e-mail to the company contact.

Second “No-Show” The second missed cancellation period will result in a loss of all on-campus interview privileges for the remainder of the academic year (of the infraction). You must also complete the letter of apology procedure as stated above. We look forward to assisting you with your job search. Thank you for your cooperation. If you have any questions, please feel free to contact Millie Reed, Director, Career Services Office/Employer Relations. - 43 -

Fall 2001 – Spring 2002 Companies Participating in On-Campus Recruiting Host Marriott Corp. Hotel Du Grand Lac Houlihan's Restaurant Group Houston's Restaurants HQ Global Workplaces Hyatt Hotels & Resorts Insinger Machine Co. King Christian Hotel/Pinnacle Advisory Group KPMG LLP Hospitality, Leisure and Tourism LaSalle Hotel Properties (div. of Jones Lang LaSalle) The Leading Hotels of the World, Ltd. Loews Corp. Loews Hotels, Development Marketing & Planning Systems / MaPS Marriott International Marriott Vacation Club International MGM Grand Morton's of Chicago Myriad Restaurant Group Nantucket Island Resorts Nomadic Expeditions (S) The Plaza Hotel, A Fairmont Hotels & Resorts property

Africa Expeditions, Ltd. AIG Global Real Estate Investment Corp. Aldi Foods Inc. American Food & Vending American Learning Expeditions Andersen Business Consulting Group Andersen Business Fraud Andersen Global Corporate Finance Group Andersen Hospitality Consulting Services Andersen NYC Cornell Day Andersen Real Estate Consulting & Structured Finance Group Andersen Workplace Transformation ARAMARK AvalonBay Communities B.R. Guest, Inc. Banc of America Securities Bravo! Development, Inc. The Breakers Canton Food Enterprises The CBORD Group The Charlotte Inn Clyde's Restaurant Group College of Veterinary Medicine at Cornell U. Conte's Market & Grill Credit Suisse First Boston Fixed Income Div. Crystal Cruises D&MM Industries, DowntownBytes Dartcor Management Services E. & J. Gallo Winery East West Resorts Ernst & Young L.L.P.,Real Estate Advisory Services Ernst & Young L.L.P.Structured Finance Services Expedia F&G Management Group Fairmont Hotels & Resorts Fannie Mae Federated Department Stores FelCor Lodging Trust Fitch Four Seasons Hotels & Resorts Goldman Sachs & Co. OF&R - Corporate Sve. Harrah's Entertainment Inc., F&B Corporate-Wide Training Program Harrah's Entertainment, Inc. [Corporate] Hilton Hotels Corp. [Corporate] Hilton Hotels Corp. Revenue Management Hilton International Hilton's of Boston Hospitality Partners Hotels

PricewaterhouseCoopers L.L.P., FAS Hospitality & Leisure The Procter & Gamble Co.,Customer Business Development Radiant Systems Restaurant Associates Rich Products Corp. Rockbridge Capital Schott Corp. Skytop Lodge Smokey Bones BBQ Sports Bar, A Darden Restaurant Concept Starwood Hotels & Resorts Worldwide N. America Tishman Hotel Corp. Tishman Speyer Properties LLP United States Department of State Universal Studios, Inc., Universal Studios Hollywood The Venetian Resort Hotel and Casino The Waldorf=Astoria A Hilton Hotel Wegmans Food Markets The Weitzman Group Wequassett Inn Resort & Golf Club Winegardner & Hammons Woodstock Hotel

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Career Services Office Undergraduate 2002-2003

Interview Preparation 

Steps

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Types of Interviews

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Second Interviews

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Illegal Conduct

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Sample Questions

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Sample Follow-up Letters

The Hotel School

255 Statler Hall • Ithaca, NY 14853 • 607-255-9794 • Fax 607-255-9540 www.hotelschool.cornell.edu/students/career - 45 -

INTERVIEW PREPARATION The job interview is one of the most important parts of your job search. It is your opportunity to shine, to sell your strengths, and to present yourself as a distinctive candidate. With preparation and practice you can learn the skills necessary to interview effectively. During an interview you are being assessed on how well you will fit within a given organization. This assessment will include evaluation of your analytical skills, knowledge base, communication style, leadership abilities, and marketing skills.

INTERVIEW PREPARATION STEPS Practice It is imperative that you practice interviewing with a friend or on videotape. Utilize the mock interview sessions that are offered through the Career Services Office. Fine-tune your interview style and become more comfortable answering questions about yourself. However, don't memorize answers or practice excessively, as this can adversely affect your spontaneity during the interview. Do Your Research First, know your product. The product is you, so make sure you know your key features: strengths, skill set, accomplishments, goals. Prepare a one-minute "personal statement" ready to go. In it, you will want to describe who you are, what your strengths are, and what your goals are. Rehearse this until it rolls off your tongue easily and in an unrehearsed fashion. Also, be prepared to talk about your background in accomplishment language. Employers will want to hear how you tackle problems and how you deliver results. To do this, back up your statements with examples. Second, do your homework. Learn as much as possible about the interviewer (job title, alum, etc.) and the company beforehand. Be prepared to answer questions in a relevant fashion and be prepared to ask intelligent questions. Areas to research include: • Corporate culture • Typical career paths • Age of company • Competitors within the industry • Size • Services or products • Number of employees • Yearly earnings

• Present market • Location and length of time established • Divisions and subsidiaries • Foreign operations • Organizational structure • Future growth • Reputation • Growth pattern

Sources of information include alumni, past or current employees, the company's public relations office, a library, the Career Services Office, and on the web at: www.hotelschool.cornell.edu/students/career. Knowing all you can about a company not only helps you make an informed decision, but it may enhance your employment potential. Dress Professionally Dressing for success is important for an interview. An interviewer’s first impression is a lasting impression. Develop a professional image. Most interviews will necessitate wearing a suit, but the corporate culture of the organization and the position for which you are applying are the determining factors when deciding what to wear. Interview Tips The interviewer will generally start with a brief period of informal conversation. This brief socialization period, your responses to the recruiter’s questions and the questions you ask at the end of the interview are equally important elements of a successful interview. Research has shown that most interviewers make their decision about a candidate within the first three to five minutes, and then spend the rest of the interview testing their decision. - 46 -

Things to Remember Do.... • Arrive early, approximately 5 to 10 minutes before your interview. • Be well groomed and appropriately dressed. • Bring an updated résumé and a list of references. • Greet the recruiter with a firm handshake and a smile – always make eye contact. • Wait to be asked to be seated. • Be positive, confident and optimistic. • Try to overcome nervousness or shortness of breath. • Observe all the rules of etiquette. • Demonstrate your knowledge of the company and its products. • Recount experience that demonstrates your qualifications for the job (i.e., transferable skills). • Provide examples of the contributions you can make. • Indicate your flexibility and readiness to learn. • Talk and think about the future rather than the past. • Indicate your stability, attendance record and relevant experience. • Answer questions honestly and in a straightforward manner. • Do your best to get along with the interviewer. • Recognize your limitations and flaws. • Be yourself. • Be prepared to ask questions or give a closing statement if given the opportunity. Don't.... • Speak indistinctly or with a muffled voice. • Emphasize your need for a job. • Hedge in answering questions. • Discuss past experience that has no relevance. • Give the impression that you are a "know it all" or person who can't take instructions. • Act arrogant or “cocky.” • Make claims you can't fulfill on the job, for example, in language ability. • Prolong the interview when it should be over. • Discuss compensation until your final interview.

TYPES OF INTERVIEWS A series of questions constitutes the majority of the interview. Be prepared to give clear, concise responses to the questions that will be asked by your interviewer. Be honest, focused, enthusiastic and positive. Below are sample questions in the following styles: traditional question and answer, behavioral, case, and stress. Traditional Question and Answer Interviews The recruiter asks each candidate similar questions to distinguish them from each other as part of the evaluation process. • • • • • • •

How would you describe yourself? Why do you want this job? What do you consider to be your greatest strength or asset? What are the three most important decisions or events in your life? How do you solve problems and set priorities? How would you handle a problem employee? Why should we hire you?

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Behavioral Interviews You will be asked to give examples of situations or tasks, action taken, and results. • Think of a time when you had multiple commitments. How did you decide what to do first? What was the result of your decision? • Can you give me a recent example of a time when your planned schedule was upset by unforeseen circumstances? What did you do? • We often need to work in teams. Please describe a team project, your role, and the process you used from ideas to implementation. • Please describe a time when you had to learn a new task or process. What was the task or process? What steps did you take to acquire or master the new skill? • Please describe a situation in which you had to deal with an irate customer or co-worker. What was the result? • Sometimes people are asked to do things that they think are not right. Has this ever happened to you? What did you do? Case Interviews This style of interview is used most often by consulting firms. You will be asked to solve a problem. • Our client says it wants to buy Company XYZ. Should it go ahead? • How many ping pong balls fit in an airplane? • Tell me ways you could determine the total number of operating cabs in New York City. Stress Interviews Some companies may have stress interviews. Such interviewers try to test your ability to handle stressful situations. Techniques include using two interviewers, asking questions quickly, asking negative questions, reading a newspaper or not greeting you when you enter the room. In some cases, candidates are given a case or problem to solve on the spot. Think about how you will deal with such an interview. Don’t be trapped into letting your guard down – remaining confident and professional will benefit you in the long run. • • •

If you are barraged with questions, relax and try to answer them as they come. Try not to get caught up in a rapid-fire frenzy that causes you to answer poorly. If you are presented with a problem to solve, ask about time limits and proceed rapidly yet methodically. If you don't know an answer, say so without apology. If the interviewer greets you with a long pause or fails to recognize your presence, have an agenda ready and be prepared to lead.

Additional Job, Company and Industry Questions • • • • • • • • • • •

Why are you interested in this industry? What have you read about our company or products lately? Why did you switch from a different field? What do you think is going to happen in this industry? What actions do you think industry leaders should take? Define______________ (i.e., yield management) How do you evaluate a business? What sources did you explore to find out more about our corporation? Give me an example of a comprehensive marketing strategy. I see that most of your experience has been in luxury hotels. How would you market an economy hotel product to an average family? Sell me this pencil.

Remember, after each answer that you give, the interviewer may very well ask "Why?" Be prepared to explain. Even when not explicitly stated, interviewers frequently want you to discuss a specific incident from your past experiences. If - 48 -

you need time to think, feel free to pause for a few seconds before you answer. If you cannot think of an example, admit it. Also, you need to be prepared to explain, justify and expand on everything that you have stated in your résumé. Sometimes, interviewers may describe a business situation and ask you to comment on it. Generally, they are not looking for one right answer but rather searching for common sense, logic, and thought processes. They are more likely to be interested in how you deal with the question than the content of your answer. Take time to think, and feel free to ask for more information before you answer; this is sometimes what interviewers are looking for. Telephone Interviews Employers are increasingly relying on telephone interviews to screen candidates. Telephone interviews are less costly, time consuming and are just as serious as the face-to-face variety. Phone interviews average 30 minutes. Prepare the same way as you would for any interviews, and remember that it is just as important to create a positive impression on the telephone as it is in person. Below are some tips for a successful telephone interview:

• • • • • • • • •

Find a quiet place away from distractions; if you have call waiting, turn it off Inform your roommates that you are expecting calls from recruiters; keep this in mind when you are recording your outgoing answering machine message Have your résumé, pen and paper, and company research handy Maintain a professional demeanor and good posture; this will come through to the interviewer Your body position affects the quality of your voice; lying or sitting down, relaxing will not project the same readiness as standing up Many employers call when you aren’t prepared in order to evaluate if you are a quick thinker and to judge your communication skills; ask the interviewer if you can call back in five minutes, this will give you time to organize yourself Take the time you need to think through your responses; because you lack visual cues, marking your responses with a question such as, “Would you like more details…”, will allow you to assess whether you explained yourself well enough Be prepared to ask questions about the company & position At the end of the interview, as always, thank the interviewer for his/her time and reiterate your interest in the position and the company

SECOND INTERVIEWS There are many possible formats for a second interview. If you are invited back to speak with an organization for a second time, be sure to find out what format they will be using. Site visits (of one or more days), team interviewing, and dinner or cocktails are all common formats for a second interview. The company wants to learn more about you, and this is your opportunity to learn more about the organization and its corporate culture. Your preparation will once again be the most important aspect for a successful interview. Read as much as you can about the organization; talk with alumni who are currently employed with the company, and talk with students, faculty, and administrators who have some affiliation with the organization. You will need to know about the organization’s values, goals, direction, and opportunities for advancement in order to make an effective career decision. It is acceptable to repeat questions you asked in the initial interview if you are meeting with different people—getting varied opinions should help you to make your decision. You will be expected to have questions about the position and the organization, so prepare in advance. A site visit is an invitation to visit the organization’s headquarters or a specific property. Accept the invitation only if you are seriously interested and haven’t accepted another offer. Most site visits last from a few hours to a couple of days, and you will be evaluated over the entire time. You should be given a schedule of events for your visit, which should include the names and titles of people you will be meeting. You may be interviewing with potential supervisors, human resources staff, co-workers, and administrators. The people who meet with you may have prepared questions, but you may also be required to repeat yourself throughout the visit. It will be important to remain enthusiastic, poised, confident, and interested at all times. During cocktail parties, receptions, tours, and interviews you are constantly being evaluated. Site visits will give you the unique opportunity to get to know more about the community and company culture. Ask the employees about the standard of living in the area, and about any other personal or non-monetary concerns you have. - 49 -

Most site visits will have a summary meeting at the end of the visit. This is a good time to review the visit and to discuss a timetable for further actions. Be sure to use this opportunity to discuss reimbursement issues if you have not done so previously. Be sure to keep accurate records and receipts of your travel, lodging, and meal expenses. Send thank-you notes immediately after the second interview. If you participated in a team interview or a site visit, send one note to the team leader of the interview or organizer of the visit. Mention the other people you met with, and ask that your appreciation be passed on to them. As with the initial interview, verify names, titles, and addresses before mailing out the thank-you letter

ILLEGAL CONDUCT Questions about your age, marital status, ethnic background, or sexual preference are illegal. If you are asked any of these questions, or if you feel you are being sexually harassed, you may want to stop the interview and diplomatically draw attention to the problem. If possible, continue with the interview, depending on your comfort level and the type of illegal conduct that has occurred. If illegal conduct occurs during an on-campus interview, report the incident to the Career Services Office.

SAMPLE QUESTIONS It is important that you ask questions, too. Interviewers expect this, since it shows interest and enthusiasm. The answers can give you a better understanding of the position and the company. Questions will help you decide if the job is right for you, and can help prepare you for second interviews. Remember that you are interviewing the company as well. • Ask about the details of the job. • Follow up on things that the interviewer said during the interview. • Don't ask about things covered in the recruiting brochure or the presentation given earlier unless you need clarification. • Don't ask about vacations, salary, or benefits until the final interview. The following are sample questions. Don't use them verbatim but rather use them to help you formulate your own list. Experienced interviewers will recognize a "canned" question and may respond negatively. • What is the company's management philosophy? • What do you see as the company's biggest challenges? Biggest assets? • How would you describe the company's culture? • What is the typical career path of someone who starts in this position? • How are you different from your competitors? • What are the company's plans for remaining competitive in the market? • Is your company market-driven, numbers-driven or product-driven? • What kind of training would I receive? • How are assignments made after the training period? • Are there opportunities for international assignment or travel? • What kind of decision-making responsibilities will I have? • How long does the typical employee stay in one area or with one product? • How long does it take most people to become a partner? • Will I mostly be working individually or in a team? • Who will I be working for? How would you describe him or her? • How many employees are in this department? • How many people would report to me? • How much client contact will I have? • How much interaction would I have with upper management? • What other departments would I have contact with? • Does your company have a formalized performance evaluation system? • How much travel is typically required?

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FOLLOW-UP If you are still interested in the position at the end of the interview, say so explicitly. Then ask the question: "What is the next step?" and perhaps add, "I can make myself available at your convenience." • • •

Get the business card of the individual with whom you interviewed. Always write a thank you letter immediately expressing interest in the job and highlighting one or two of your best qualifications. Follow-up with a phone call one to two weeks after the interview.

Regardless of how well the first interview went, continue with your job search and contact as many other companies as time permits. Remember, until you have an offer in writing, it is not an official offer.

SAMPLE FORMAT OF A FOLLOW-UP LETTER TO AN INTERVIEW Your address (if not using letterhead) Date (spell out month) Name Title Company Full address Dear name: Remind the interviewer of the position for which you were interviewed, as well as the date and the place of the interview. It is always courteous to express your appreciation. Confirm your interest in the opening and in the organization. Highlight your qualifications and tailor them toward the various points that the interviewer considered important for the job. If you have done anything since the interview which demonstrates your interest in the position (such as talking to alumni, or faculty, or doing research in the library, etc.) be sure to mention it. Include any information not previously presented to supplement your résumé, application letter, and the interview. You may have completed a term paper or research project, or perhaps you have received some kind of recognition. If travel, location, or a similar subject was stressed during the interview, be sure to confirm your willingness to comply with these conditions. If appropriate, close with a suggestion for further action, such as the desire to have additional interviews at a mutually agreeable place and time. For a prompt response, it often helps to end the letter with a question. Sincerely, Signature Full name (typed)

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SAMPLE FOLLOW-UP LETTER TO A REJECTION

Your address (if not using letterhead) Date (spell out month) Name Title Company Full address Dear name: Recently I received notification of your decision to hire another candidate for the position of Title. Although I am disappointed, I want to thank you for considering me through the interviewing process. At your convenience, I would appreciate any feedback you would be willing to give on my credentials, my experience, or my performance in the interview itself. Because of your willingness to share time and information, I learned a great deal about the company, and I came to regard your organization highly. Perhaps we may have the opportunity to meet again. Thank you for your effort on my behalf. Sincerely, Signature Full name (typed) Your follow-up letter should: • • • •

Acknowledge receipt or knowledge of employment decision Express thanks for consideration Keep future prospects open Ask for feedback

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Career Services Office Undergraduate 2002-2003

Choosing the Right Job 

Initial Offers

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Compensation Packages

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“Job Offer Negotiation Strategies”, David Jensen

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How to Prioritize

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The Salary Calculator

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Acceptance Letters

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Regret Letters

The Hotel School 255 Statler Hall • Ithaca, NY 14853 • 607-255-9794 • Fax 607-255-9540 www.hotelschool.cornell.edu/students/career - 53 -

CHOOSING THE RIGHT JOB After working long and hard at your job search, receiving your first job offer is an exciting and rewarding experience. Carefully handling this phase of your career search is very important. The employment decision will affect your job history, career path, and compensation for years to come. It is important that you look ahead to what the position will offer in the future, as well as what the opportunity is now.

INITIAL OFFERS Your initial offer with a company will probably be given orally, either at the conclusion of a final interview, during a site visit, or over the phone. No matter how excited you are or how anxious they are, resist the temptation to accept an offer on the spot. You need time to evaluate the offer and compare it to your current needs and future career goals. You may also be interviewing with other companies and need time to evaluate any other offers you may receive. Remember, once you accept an offer it will be much more difficult to negotiate any aspect of the position. Respond to the offer with genuine enthusiasm, and explain that you are excited about the prospect of working for the company but need time to evaluate the offer. It is essential at this time to ask for a copy of the offer in writing, including a date that they would like a decision made. If the company really pushes for a quick acceptance, be wary. This may be a red flag signaling problems; hold off and evaluate the offer. Your next step is to evaluate your offer(s). Make sure to have a written offer from each company you are considering. If any part of an offer is unclear, ask for clarification. Offers may vary in format but the following elements are usually addressed. Questions you should consider when evaluating an offer follow each element. y Base Salary What salaries have you been offered by competing firms? What length of service can you expect before promotions? When can you expect your first employment review? y Bonuses and Profit Sharing Are there special benefits after a certain length of service? Does the company offer profit sharing or stock options? Do you have to stay a specified length of time to be eligible to receive your retirement package? Will you receive a signing bonus or relocation assistance? y Benefits What benefits (vacation, health and life insurance, etc.) are included? What flexibility exists in health care and retirement choices? What benefit increases can be expected with promotions? Ask to see an insurance handbook to compare insurance packages y Title What will your title be? Who will be your direct supervisor?

y Responsibilities What are the primary duties of the position? (Get a job description in writing.) What will be the length of the typical workday and week? Will you receive comp time or overtime pay? y Career Track What is the typical career path from this position? How long can you expect to be in this position? y Deadline to the Offer When is a response required? Will this leave you enough time to hear from other companies? What will the start date be? Is it negotiable? - 54 -

There are other elements you should consider when evaluating job offers and comparing organizations. Look closely at the company culture. Is the work environment one in which you will be comfortable? What is the typical career track of people entering this position, and is this path compatible with your career goals? If you have any relationships with people that have been employed or are currently employed with this organization, you can call them and ask them for an insider's opinion about this organization. By comparing these aspects of the different offers you have received, you will be able to begin to systematically evaluate each offer. Remember that the base salary may not be the most important criterion in your decision. A fast career track, high visibility, or the opportunity to get your foot in the door may be more important in reaching your career goals. If the company is right, the salary offered should be of secondary importance when making your final employment decision. Additional benefits such as health insurance, vacation time, sick leave, or other perks may also increase your total compensation package.

COMPENSATION PACKAGE Your compensation package is the total of your base salary and the benefits your company provides. The Salary Calculator on page 74 may be useful to you for computing equivalent salaries in various locations. Companies may offer many different types of benefits; some of the most common are explained below. y Bonus Potential Depending on your position and the type of company you work for there could be additional rewards for quantitative aspects of your job. Measurable improvements to which a bonus could be tied include increasing the number of covers or average check, increasing the number of rooms sold or average daily rate, or decreasing food cost or employee turnover. y Profit Sharing In addition to bonuses for improving specific areas, an offer may include a profit sharing plan. This could be based on a percentage of the total profit or calculated as a percentage of increase in profit. y Retirement Many companies also have incentives for investing in retirement plans. Fund-matching retirement programs, such as the 401(k) plan, where the employer matches up to 100% of money employees invest, seem to be an increasingly popular benefit. It is important that you check the vesting period of your plan so you know what length of time you must work with a company before you are eligible to acquire your pension benefits. y Stock Options Many companies offer a stock option. You may be given the option to buy a certain number of shares at a set price that may be lower than the trading price. The bonus potential is unlimited, while the risk is small—you can choose when to buy and when not to buy. y Insurance Packages can be differentiated by the types of insurance policies offered. The full range of life, medical, dental, optical, and disability insurance may be offered by the company. Although the company’s printed material may be technical and difficult to read, try to determine the insurance plan’s worth in dollar amounts. Many companies are adopting a cafeteria-type plan to let employees pick and choose the kind and amount of insurance and benefits they would like. This type of plan may result in a smaller deduction if you do not choose many of the benefits or a larger deduction if you select more benefits. y Vacation and Sick Leave The average new employee receives one to two weeks of vacation and one to two weeks of sick or personal leave per year. Over 50 percent of firms in the United States give employees ten or more paid holidays as well. If you are working for an airline or hotel company you may be eligible for travel benefits such as discounted airfare or hotel rooms. yHuman Services Your company may offer paid maternity, paternity, or family leave. (The Federal Family and Medical Leave Act of 1993 mandates that employers provide up to 12 weeks of unpaid leave.) Some companies also offer child-care assistance, by having day-care facilities either at the company or by supplementing the cost of childcare. Your potential employer may also pay for drug or alcohol abuse counseling, and psychological, financial, retirement, or career counseling.

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y Educational Assistance Many companies have an educational program that assists their employees in furthering their education. Some companies pay you to continue your education, while others have a reimbursement program that pays for jobrelated educational expenses. y Miscellaneous Perks Depending on your company’s location and work environment, it may provide you with free or discounted meals, wardrobe assistance, laundry service, company discounts, a company car, transportation assistance, or paid parking. When comparing the different benefit packages, do not let the benefit plans outweigh the opportunities of the position. If you are young, you most likely do not require the same level of benefits as an older, more experienced person. NEGOTIATING FOR A BETTER OFFER When accepting an entry-level job, you usually are not in a position to negotiate very much of your offer. You may ask for a higher salary, later starting date, relocation assistance, an earlier review date, or placement at a desired geographic location. Be prepared to justify that what you will provide for the company will be worth the extra cost. You can leverage your offer with another offer, or show examples of your abilities or qualifications compared to other candidates starting in your position. For more information on negotiating job offers see: • The Only Job Hunting Guide You’ll Ever Need, Kathryn and Ross Petras • The Where Am I Now? Where Am I Going? Career Manual, William Lareau ACCEPTING AN OFFER When you have made your final decision to accept an offer, notify the employer by phone. Send a formal letter of acceptance by fax or mail confirming position title, salary, start date, and other agreed-upon details. Send letters of regret to other employers who offered you a position. (See examples of acceptance and regret letters at the end of this section.) If members of your network helped you with your job search, inform them of your acceptance and thank them for their assistance. Stop all interview activity and inform the Career Services Office about your new position.

JOB OFFER NEGOTIATION STRATEGIES By David G. Jensen, Search Masters International Have you ever wondered why there is not much written about negotiating the terms of an offer? Perhaps this is because many people consider it an uncomfortable part of the process. I enjoy watching how the two parties involved -- company and prospective employee -- relate to one another in these final stages of recruiting. Sometimes our search firm has an involvement and will smooth things along by acting as a buffer. In other cases, the occasional hiring manager likes to "go it alone." Despite who is involved, however, there is a classical scenario that plays out -- one that would be wise to understand in advance. A misconception that many candidates have is that job offers are easy and cheap for a company to extend. One fellow told me recently that he'd like to wait for the offer, although he wasn't at all interested in making the move to that company "just to see what my market value is," he said. Others will use this as a way to solicit a counter-offer from their employer. Both approaches are not only unethical, but they can give a person a reputation in a closely networked industry that will take more than a few years to wear off. Offers are not cheap and easy for a company to extend. The organization must go through a complicated and occasionally exhausting effort ahead of that offer letter. How does the job offer process develop? Although there are many ways to deliver an offer, they are typically presented from two different viewpoints. I have found companies fall into one of these two categories depending upon their attitude about flexibility. Here are those different philosophies and what the difference might mean to you: - 56 -

"First Offer, Best Offer" A company with this philosophy analyzes the employment market and what they already pay others doing similar work. They may even have someone on the human resources team who specializes in compensation analysis. When they extend an offer, they typically believe that they are being competitive and that the package represents a fair wage and the best that they can offer. There is no conscious effort from their side to "lowball" in order to snag a bargain. They believe that negotiation is distasteful in this process, and have found that they accomplish nothing by bringing in an underpaid employee. "Negotiation is OK and Expected" This philosophy can be either part of the company culture, or an attitude of one of the hiring managers. Big company employers, who usually have a very scientific process of extending offers, can have a department head that likes to operate a little differently. Perhaps the manager has made this last step, negotiating your way into a decent offer, the final test of your aptitude for the new job! Some people feel that this step is also taken by a manager seeking to establish a dominant relationship right upfront. Not all companies that expect to negotiate are doing so in a quest for a bargain, or to establish dominance, however. Some fine employers approach offers this way. However, you will find most of those companies known as the "better employers" using the more scientific approach of a "first offer, best offer." After describing these two distinctly different approaches, your first question is likely to be "How do I tell them apart?" I have always found that you can respond to them both in the same way - and it is in how they answer that you know from which direction they are coming. The Basics of Salary Negotiation Unless you are an attorney, or someone who arbitrates for a living, chances are that you do not enjoy these situations. When it is time to go buy a car, you feel like a lamb ready for slaughter. In these situations, we learn to get into our suit of negotiation armor and go armed and dangerous onto the playing field. Trouble arises in the offer negotiation process, however, when we come in wearing that same suit of armor and treat the process like buying a car. I have seen people change dramatically when they begin discussing the offer. Suddenly, a talented scientist with the gentlest personality in the world looks like a wild boar, rearing back with fangs showing. Remember this process should be a smooth one, and success is determined by how well you break down the barriers that crop up when two people take sides. Do not approach this process with the attitude that the two parties must be antagonists. Remember that you will be working together if you get the job. Your Approach Imagine that there is a desk between you and your potential employer -- a symbol for the barrier that separates the two parties in the negotiation. Your job is to move around that invisible desk and onto the same side as the employer. When one party feels that they have been "joined" by the other, the communication process opens up. Both sides can then work together to find a mutually acceptable solution. The focus should be on this "win-win" scenario, rather than a hardball discussion of how poor the salary figure is. Break down the feeling of "us versus him/her" - showing the company by your words and actions that you are already a team member. Make certain they know how excited you feel about the new job. Ask a few relevant questions about benefits, the stock options, etc. Make certain that you know all the ramifications of the offer before zeroing in on some issue - salary, stock, etc. - that you believe is substandard. Besides defusing the stress, your questions about other aspects of the company's offer may actually be very valuable in comparing "apples with apples." Although a better medical program will never offset a $10,000 difference in salary, it could make the difference for you if you are down to a close decision. Your greatest opportunity to influence your offer then comes at the time when everything else has been put aside and you are down to those remaining areas that could be negotiable. To learn if the company is in the "first offer, best offer" category, you've got to have first assured their side that you are sincere - and not some hardball negotiator. Once you have done this, and they know that you are on their side mentally, ask about the areas of your concern. Do it in a way that does not back you into a corner. Here is an example of what I mean: - 57 -

"Phil, I've done a bit of analysis on my costs to move to Boston. As you know, Nancy and I have much of our savings in the home here in Cleveland, and with our two jobs, we are just coming out slightly ahead each month. I have looked over the relocation and I believe that you have covered all the bases. It is a fine program, and I am sure it is very competitive. What worries me is the fact that the actual salary figure means that not only will Nancy have to have a job immediately upon our arrival, but she'll need to have almost a 30% increase in her earnings just to keep our monthly budget on track. That kind of increase does not sound too likely for her immediately. Is there any flexibility in the salary portion of the offer?" [This example works only to show you the type of gentle approach that is necessary at this delicate stage, and is not representative of your own unique situation.] Most companies in the "first offer, best offer" category will politely describe how the offer process works at the firm, and ask if you have any concerns about the actual job or responsibilities. A company that wants to negotiate, however, will take your question as the cue to begin the bargaining process. Perhaps they will ask what figure you had in mind, or maybe just intimate that there "may be something that we can do about that." Regardless, you will know how the company feels about offer negotiation by the way that they answer your concerns. Here are some additional points about offer negotiation: ¾ Always use real-life examples rather than trumped up negotiation tactics that sound too much like "I want more." You must be on their side, not on the other side of the desk, when the discussion turns to negotiating an offer. ¾ Do not expect an offer to be in writing 100% of the time. Although you won't sign up without confirming correspondence, you'll find some very good employers would rather discuss all the parameters of the offer first - then send you a letter of agreement after you've given an oral "yes." If a company appears hesitant to move on salary, bonus, stock options, etc., then perhaps they might have some latitude in other areas like relocation, vacation days, or temporary housing. Even in many "first offer, best offer" companies, there is flexibility in certain areas - or within the discretion of the hiring manager. ¾ Frequently companies are using one-time cash bonuses, or "hiring bonuses," to offset cost-of-living differences and other setbacks that a person might experience to take the new job. If you know someone else at the firm, find out how the company feels about offer negotiation and issues like these. ¾ Make creative suggestions when you find yourself with no flexibility in the area of salary. Can the total expense the company budgets for relocation be converted to a hiring bonus, thus not costing them anything - but allowing you to pack and move yourself while pocketing the savings? ¾ People who dismiss lateral moves, or situations that do not earn them an immediate financial incentive, may miss the long-term growth that could occur for them in that position. Generally, companies are hesitant to extend "laterals," but on occasion, it is necessary to remain within the salary structure of their other employees. If so, are there reasons to consider the offer before throwing it out? Certain people would have a greater chance than others to see a "lateral move" offer: A diagnostics industry employee seeking to break into the biotech arena, a microbiologist with a first chance at moving to cell culture, a technical person with their first offer from a company for a sales position, etc. The less experience you have in doing the job that is required, the more likely it is that you'll get an offer a lateral move. To sum up, remember that your offer negotiation is taking place in the developing relationship with a new employer. Put yourself in the position of the person on the other side of the desk and you will realize that he or she is probably just as uncomfortable as you are. Relax. Break down the barriers of discomfort that stand between you and your new boss and you will find yourself accepting a great new position with a minimum of hassle. (Besides, you may have much more difficult confrontations ahead of you in your personal life…Ever negotiated with a 5-yr-old in a Toys-R-Us?) Dave Jensen Search Masters International Five Hundred Foothills South, Suite #2 Sedona, AZ 86336 Phone: (520) 282-3553 Fax: (520) 282-5881 http://www.bio.com/hr/search/negotiation.html Copyright © 1995 Search Masters International. Reprinted with Permission. - 58 -

“WHAT’S IMPORTANT TO YOU IN A JOB?” HOW TO PRIORITIZE On this page is a grid used for prioritizing up to 10 items. Figuring out which one is most important to you, which is next most important, etc., may be useful at various times, but especially during a job search. • •

• • • •

•

Insert the items to be prioritized, in any order, in Section A. Then compare two items at a time, circling the one you prefer - - between the two - - in Section B. Which one is more important to you? State the question any way you want to: In the case of geographical factors, you might ask, “If I were being offered two jobs, one in an area that had factor #1, but not factor #2; the other in an area that had factor #2, but not factor #1, all other things being equal, which job would I take?” Circle it. Then go on to the next pair, etc. When you are all done, count the number of times each number was circled. Enter these totals on the TIMES line in Section C. The number of times in Section C determines the item’s ranking. Most circled = #1, next most circled = #2, etc. Enter this ranking on the RANK line in Section C. If two items are circled that same number of times, look back in Section B to see - - in the box in which the two were compared - - which one you preferred. Give that one an extra half point. List the items, now in their proper rank in Section D. Adapted from The 1993 What Color Is Your Parachute?, by Richard Nelson Bolles

THE SALARY CALCULATOR http://www.homefair.com/homefair/cmr/salcalc.html The Salary Calculator will compute the equivalent salary you will need in various cities, based on cost-of-living differences. The information used to create The Salary Calculator is obtained from local real estate boards, Chambers of Commerce, and other sources. In the weighting of cost-of-living criteria, taxes and government services are not included.1 Directions: 1. On the internet, go to http://www.homefair.com/homefair/cmr/salcalc.html 2. Choose your initial location and destination states from the pop-up menus in the corresponding boxes, and then press the "Show Cities" button. 3. Select your initial location and destination cities from the pop-up menus in the corresponding boxes, and enter your salary, then press the "Calculate" button. Salary Relocation Calculator Results You will need an income of $62,217 in NYC (Manhattan), NY to match an equivalent income of $25,000 in Dallas, TX You will need an income of $36,758 in Boston, MA to match an equivalent income of $35,000 in Chicago, IL You will need an income of $45,510 in San Francisco, CA to match an equivalent income of $30,000 in Atlanta, GA You will need an income of $39,959 in Los Angeles, CA to match an equivalent income of $30,000 in West Palm Beach, FL You will need an income of $33,560 in Washington, DC to match an equivalent income of $30,000 inLas Vegas, NV Alaska, Florida, Nevada, South Dakota, Washington and Wyoming do not have state income taxes. Effective 7/2000

1

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SAMPLE ACCEPTANCE LETTER

Your address (if not using letterhead) Date (spell out month) Name Title Company Full address Dear name: It is with pleasure that I accept the position of position name at property name in location, at an annual salary of $ amount. As we discussed earlier today, I will be reporting for work on start date. Your consideration of my application and efforts on my behalf are greatly appreciated. Thank you for your assistance during the interview process. I look forward to working with you and your staff and continue to be excited about my new responsibilities at company. Sincerely, Signature Full name (typed)

Your acceptance letter should: • accept the offer • refer to salary, start date, and position title • refer to any specific travel plans or moving plans, enclosing an itinerary if necessary • express your appreciation and pleasure at joining the company

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SAMPLE REGRET LETTER

Your address (if not using letterhead) Date (spell out month) Name Title Company Full address Dear name: Thank you for offering me the position of position name; unfortunately, I have decided to accept another position. It was a difficult decision to reach, but I feel that at this time in my career a different position will more closely fit my career goals. I appreciate your willingness to share your time and information with me about company name. I learned a great deal about your company and perhaps would be interested in working for company name in the future. I hope we will have the opportunity to meet again. I wish you success in filling your position. Sincerely, Signature Full name (typed)

Your regret letter should: • inform the company of your decision • thank them for the offer • keep future prospects open

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Career Services Office Undergraduate 2002-2003

Independent Job Search Resources 

Independent Job Search

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Internet Job Search

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Library Resources Š Career Development Š Cover Letter Preparation Š Résumé Preparation Š Interviewing Š Other Job Search Resources

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Business & Industry Databases

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Working Aboard

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Industry Organizations

The Hotel School 255 Statler Hall • Ithaca, NY 14853 • 607-255-9794 • Fax 607-255-9540 www.hotelschool.cornell.edu/students/career - 62 -

INDEPENDENT JOB SEARCH The first step in conducting a successful job search is to define and set career goals for yourself. The staff in the CSO can help you develop your job search strategy, which will include both on-campus interviewing and an independent job search. Your independent job search will require you to engage in a proactive, individually designed, course of action to achieve a career goal. This job search process can help you organize your goals, identify skills you can use on the job, and target specific employers - all of these are useful as you develop yourself professionally. No single job search strategy can guarantee success. Implementing multiple job search methods will help you identify the right fit. Your independent job search should include utilizing the Permanent and Summer Job Directories (www.hotelschool.cornell.edu/students/career/jobsearch/permjobs or www.hotelschool.cornell.edu/students/career/jobsearch/sumjobs).

These directories list permanent and summer positions received from employers and are updated regularly. Several companies do not come to campus to recruit, but have excellent permanent and summer opportunities available. In addition, many companies send listings to the CSO on a regular basis which can be found in our Company Employment Websites (www.hotelschool.cornell.edu/students/career/jobsearch/regcontrib). Networking is a very important component of conducting a successful job search. The Alumni Directory (www.hotelschool.cornell.edu/students/career/jobsearch/alumdir) and Company Contacts (www.hotelschool.cornell.edu/students/career/jobsearch/compcontacts) may be of assistance in identifying potential employers in your region that you can contact regarding employment. The Career Contact & Alumni Network (www.hotelschool.cornell.edu/students/career/jobsearch/ccan) is an on-line resource developed to connect Hotel School students with alumni from various industry segments and geographic areas. Alumni have volunteered to offer their time and insight to assist students with career advice and exploration, information on industry segments and specific companies. Begin developing your own contact list by attending on-campus company presentations, question and answer sessions, Career Day, Cornell Hotel Society events, and industry trade shows and professional conferences. The networking process will allow you to tell people about yourself, enlist their support, and help you gather information about available opportunities. Many resources and services are available to you in the CSO to help you including individual counseling sessions, mock interviews, and a variety of career development sessions that focus on preparation for your job search. Read our weekly The Career Connection newsletter for dates and topics. All students are encouraged to attend. The CSO also has a number of Company Files and Notebooks that include company brochures, annual reports, and press releases on hospitality/service companies. These files and notebooks provide a supplement to your on-line company research. Stop by the Career Services Office if you would like assistance on how to begin your job search. Brief meetings can take place on a walk-in basis or, if you prefer, you can schedule an appointment to meet with one of our career advisors.

INTERNET JOB SEARCH *

Sites specifically for the international job search (many of the other sites may also contain useful information for those seeking international jobs.) ** Sites that contain cost-of-living or relocation information. *** Sites that contain links to salary information and surveys. MonsterTRAK*** www.monstertrak.com Position listings received by the CSO and the Cornell Career Services. America's Job Bank ** www.ajb.dni.us Search for a job or research job market information. Tips for job seekers. CareerBuilder Network www.careerbuilder.com Search for jobs by location. Links to lots of career information and articles - 63 -

Career Magazine’s Job Line Database ** www.careermag.com Employment listings and job search information. Careerspan www.careerspan.com Search general, regional, and specialized job sites, online jobs, classifieds of leading newspapers, and find a recruiter or search firm specializing in your field. Employment Guide www.employmentguide.com Links candidates with positions posted directly by employers. CasinoCareers www.casinocareers.com The world's largest gaming employment center. Job Web ** www.jobweb.com/CATAPULT/catapult.htm Springboard to career and job-related sites. College Grad Job Hunter *** www.collegegrad.com Lots of career resources. Search for jobs by career field and location. Provides links to salary surveys. CollegeRecruiter www.collegerecruiter.com A site targeted at students seeking part time jobs or internships and graduates seeking full time career opportunities. More than 25,000 job postings. CoolWorks www.coolworks.com Information about permanent jobs and internships in places such as resorts and lodges, national parks, amusement parks, and more. CreativeCentral www.creativecentral.com Links for job opportunities in advertising, graphics, internet, and marketing, sorted by region. Experience www.experience.com Research a company and find a job. Global Hotel Jobs * www.globalhoteljobs.com Lists hospitality jobs by country. GRCUSA * www.grcusa.com GRC may find you temporary seasonal employment or permanent employment in the leading US companies including American Summer Camps, Hotels, Theme Parks and Resorts. A Hospitality Adventures www.hospitalityadventures.com Search 1000’s of jobs in hotels, restaurants, clubs, cruise ships or other facets of the hospitality industry. HospitalityCareerNet *** www.hospitalitycareernet.com Search for a job by region, title, industry type, company name, and more. Hospitality Financial & Technology Professionals www.hftp.org Hospitality Financial & Technology Professionals is the society for financial and MIS professionals in the hospitality industry. More than 4,300 members from around the world. Hospitality Link www. hospitalitylink.com Find out about jobs that are listed only by recruiters, major hotel, alumnae and culinary school job listings, and confidential openings by companies that are not widely published. - 64 -

Hotel Jobs www.hotel-jobs.com Provides direct access and contact information for career opportunities and internships offered by employment websites hosted by Hospitality Jobs Online. InternJobs www.internjobs.com A national database of internships for students and recent graduates. Internship seekers can search the database by keywords or location. Internship Programs.com www.internships.wetfeet.com Post your résumé to employers who are exclusively looking for interns, or search the extensive database of internships. JobMonkey www.jobmonkey.com Information about summer jobs such as airlines, ski lodges, casino and gaming, and the great outdoors. FlipDog.com ** *** www.flipdog.com Easy-to-use searching by job category, location & keyword(s). Contains info on career development, relocation and salaries. JobWeb ** www.jobweb.com Career planning and employment information, job search articles and tips, job listings, and company info for college students and recent grads. Overseas Jobs * www.overseasjobs.com Comprehensive site that offers job search capabilities as well as links to other relevant sites. The Monster Board ** www.monster.com Conduct targeted searches for positions at all levels, by job categories and location. Nation Jobs www.nationjobs.com/hotel Search by location, position type, salary, or key-word. Access profiles of companies with current job openings. Resort Internships www.resortinternconnection.com Looking for an internship at a resort? Resort Intern Connections joins students with the best dynamic organizations in the resort, travel, and tourism fields. This partnership takes place in world class resort locations. Visit the site for more information. Restaurant Managers www.restaurantmanagers.com Connects restaurant candidates of all levels with the leading local, regional and national restaurant companies. Restaurant Jobs www.restaurantreport.com Features job opportunities within the restaurant industry as well as providing current articles and links to the top 100 food sites. The Riley Guide: Employment Opportunities and Resources *** www.rileyguide.com Employment opportunities and job resources, including researching companies and salary surveys. Salary Calculator ** www.homefair.com/homefair/cmr/salcalc.html A cost-of-living index for over 450 cities in the U.S. which allows you to figure out the income you will need to maintain your current living standard when you move to a new city. SummerJobs www.summerjobs.com Information about summer jobs and obtaining work permits. - 65 -

SummerJobsUSA www.summerjobsusa.com List of job websites offering summer employment. Top Jobs* www. topjobs.net Europe’s leading premier recruitment site offers job seekers “top jobs” from a select number of international employers. Also offers select job opportunities with exclusive employers in specific U.S. locations. Transitions Abroad * www.transabroad.com/work A guide to work, study and travel overseas. TravelJobs * www.traveljobs.com Lists job opportunities in the U.S., UK, and Australia. Travel Jobs www.traveljobz.net An online job and résumé posting board for the travel, tourism and leisure industries in North America. Wall Street Journal www.careers.wsj.com Lots of advice and articles for new grads. Search for jobs by location and company. WetFeet.com www.wetfeet.com A powerful research tool for your job search. High quality industry and company information. Also offers career information on various topics, including interviewing, negotiating job offers, résumé and cover letter preparation, and networking.

LIBRARY RESOURCES The following resources are located on campus and unless otherwise noted are located in Nestlé Library in the School of Hotel Administration. Other places where resources are located include: The Johnson Graduate School of Management Library, Sage Hall The Catherwood Library in the School of Industrial Labor Relations, Ives Hall Mann Library in the School of Agriculture on the Agriculture Quad Uris Library, the undergraduate library next to Olin Library The Engineering Library in the School of Engineering in Carpenter Hall Cornell Career Services, 103 Barnes Hall CAREER DEVELOPMENT Career Development: Theory and Practice •

ILR Catherwood Library (HF5549.5.C35 C28)

Self-Assessment and Career Development •

Johnson Graduate School of Management Library (HF5381.K87 1992)

The Where Am I Now? Where Am I Going? Career Manual, William Lareau •

Nestlé Library (HF5381.L318 1992)

What Color is Your Parachute? Richard Nelson Bolles •

Nestlé Library (HF5832 B64 1995)

Where to Start Career Planning, Cornell Career Services

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COVER LETTER PREPARATION Cover Letters that Knock’em Dead, Martin Yate •

Nestlé Library (HF5383.Y38)

Dynamic Cover Letters: How to Sell Yourself..., Katharine Hansen •

Johnson Graduate School of Management Library (HF5383.H28X 1995)

Dynamite Cover Letters, Ronald Krannich •

Nestlé Library (HF5383.H28X 1999)

175 High Impact Cover Letters, Richard Beatty •

Nestlé Library (HF5383.B323 1992) RÉSUMÉ PREPARATION

Résumés for Sales and Marketing Careers •

Nestlé Library (HF5383.R45 1991)

From College to Career: Entry level Résumés for Any Major, Donald Asher •

Johnson Graduate School of Management Library (HF5383.A836x 1992)

Power Résumés, Ron Tepper •

Nestle Library (HF5383.T38 1992)

The Résumé Guide for Women of the ’90s, Kim Marino •

Engineering Library (HF5383.M287x 1992) INTERVIEWING

The Perfect Interview..., John Drake •

Nestlé Library (HF5549.5.I6 D74 1991)

Power Interviews..., Neil Yeager •

Johnson Graduate School of Management Library (HF5549.5.I6 Y43x 1998)

101 Great Answers to the Toughest Interview Questions, Ronald Fry •

Johnson Graduate School of Management Library (HF5549.5.I6 F75x 1995)

Hire Me! Secrets of Job Interviewing, Patricia Noel Drain •

Nestlé Library (HF5549.5 I6 D69)

The Perfect Follow-up Method to Get the Job, Jeffrey Allen •

Johnson Graduate School of Management Library (HF5549.5.I9 A46x 1992)

Help! My Job Interview Is Tomorrow: How to Use a Library to Research an Employer, Mary Templeton •

Mann Library (HF5381.T28x 1991) - 67 -

OTHER RESOURCES TO HELP YOU WITH YOUR JOB SEARCH How to Win the Job You Really Want, Janice Weinberg •

Johnson Graduate School of Management Library (HF5382.7.W42 1989)

The Only Job Hunting Guide You’ll Ever Need, Kathryn and Ross Petras •

Uris Library (HF5382.7.P48X 1989)

Professional’s Job Finder, Daniel Lauber •

Nestlé Library (HF5382.75.U6 L33 1992)

Travel and Hospitality Career Directory, Bradley Morgan •

Nestlé Library (G155.A1 T636)

Summer Jobs for Students •

Nestlé Library (HF5382.5.U5 S76)

Directory of Overseas Summer Jobs •

Uris Library (HF5381.A1 D59 1999)

How to Get a Job in Atlanta, Seattle/Portland, Washington, D.C., Europe, •

Johnson Graduate School of Management Library

Looking for Employment in Foreign Countries, June Aulick •

Nestlé Library (HF5549.5.E45 A9W 1992)

Cornell Hotel Society Alumni Directory •

Indexed alphabetically and geographically (contact the CSO for more information).

The On-line Job Search Companion, James Gonyea •

Nestlé Library (HF5382.75.U6 G66 1995)

Hotel and Travel Index (TX 907 H59) • A world hotel directory organized by geographic location, available both in the Nestlé Library and the CSO Directory of Hotel & Motel Companies • A directory of companies operating three or more hotels, motels, or resorts, including referral groups and management companies, available both in the Nestlé Library and the CSO World’s Top 300 Hotel Giants, Executive Directory (TX 907 W92 1991) • Lists key personnel in hotel “giants” Foodservice Operations Guide (TX 907 F6) • • • • • •

Major independent restaurants Chain restaurants Hotels and motels Government Alphabetized by state and city Owners with more than five food service units or $4 million in annual sales

Who’s Who in the Foodservice Industry (National Restaurant Association Directory) - 68 -

• Listing includes name of restaurant, location, contact person, etc. Official Hotel Guide (Volumes I-III) • Organized by geographic location (world) • Also indexed are Tennis and Golf Resorts, Dude Ranches, • Marina Hotels, and Health Spas World Hotel Directory (TX 907 F47) • Hotel groups • Home offices • Individual hotels by geographic location Who’s Who in the Lodging Industry (TX 907 W51) • • • • •

Individuals Properties and companies Leadership directory AH&MA Consultants and purveyors Real estate investors and brokers

Directory of Chain Restaurant Operators (TX 907 D58) • Includes leading chain hotel companies and operating food service units Golf Resorts International (GV 962 L34) • 150 of the finest golf resorts in the world The Greatest Ski Resorts in North America (GV 854.4 W23) • A guide book to destination ski resorts White Book of Ski Areas (GV 854.4 W47) • A guide to 700 ski areas Crittenden Hotel/Motel Real Estate News (published weekly) • Current happenings in the industry • Index of past articles available for reference National Employment Weekly (published by The Wall Street Journal) • Lists current job opportunities • Articles on career planning, etc. Hotel Investors: A Guide for Lenders and Owners Stephen Rushmore • Partial listings available indexed by: –Hotel developers –Hotel owners and investors –Hotel lenders –Hotel management companies –Hotel franchise companies –Hotel development teams (architects; computer systems and consultants; designers; FF&E suppliers; food facilities consultants; hotel brokers; and mortgage brokers) Directory of High Volume Independent Restaurants (TX 945 D58 1999) • High-volume independent restaurants with lists of names, owners, and locations The Cornell Hotel and Restaurant Quarterly • The Quarterly is a bimonthly (not quarterly) magazine that is dedicated to the productive exchange of innovative ideas and opinions relating to the hospitality industry. - 69 -

BUSINESS & INDUSTRY DATABASES The following databases are located in the Nestlé Library in Statler Hall, or by visiting http://www.nestlelib.cornell.edu/research/databases/ The Hospitality Database (1985-current) • A computerized index to periodical articles published in over 50 of the leading periodicals, newsletters, and journals in all areas of the hospitality industry (including key lodging, food-service, and travel publications). ABI/Inform Database (last five years) • Indexes and abstracts over 700 top English-language business and management periodicals. Moody’s Database • Moody’s is a financial database that produces annual reports of various companies. Dow Jones News/Retrieval •

A set of on-line databases designed to allow you to track down business and financial information by yourself, the service provides coverage of companies, industries, the stock market, and the general economy. Current stock quotes, Wall Street Journal articles, company profiles, and up-to-date headlines can all be easily located. This and other on-line services are available in the Binenkorb Center, Room 365, Statler Hall.

Lodging, Restaurant, & Tourism Database • This database is much like the Hospitality Database; contains info from 80 different journals.

WORKING ABROAD The following organizations can assist you in obtaining work permits for employment internationally: The Association for International Practical Training (AIPT) • This is a non-profit, educational exchange organization concerned with arranging and facilitating international on-the-job, practical training in selected countries throughout the world. More information is available in the CSO. Center for International Educational Exchange (CIEE) • The CIEE represents and advises academic institutions and agencies in developing and facilitating educational exchange progress and policy. It represents U.S. higher education in other nations by serving as a source of information on American educational exchange programs. More information is available in the CSO. British Universities of North America Club (BUNAC) • BUNAC administers a program called “Work in Britain” that allows U.S. students to work anywhere in the U.K. for up to six months with provision of a Blue Card work permit. More information is available in the CSO.

INDUSTRY ORGANIZATIONS Please see separate address listing for the following sources: American Hotel & Motel Association (AH&MA) • Offers information packets on selected lodging topics, tracks national rooms inventory and construction data, and publishes both a newsletter and a monthly magazine. American Hotel & Motel Association Educational Institute • Offers training and educational videotapes, books, and correspondence courses concerning a host of topics and positions within the hospitality industry. - 70 -

Council on Hotel, Restaurant & Institutional Education (CHRIE) • The leading association for individuals and organizations involved in hospitality and tourism education, CHRIE provides many services and publications for members as well as sponsoring an annual conference. The National Restaurant Association (NRA) • The NRA provides a number of information services (seminars, newsletter, abstracts of publications) for restaurateurs, and sponsors the annual “Restaurant Industry Operations Report,” which provides collective data on the operating results of restaurants throughout the U.S. The U.S. Travel Data Center • Collects a mass of data on domestic tourism: number of international visitors, average length of trip, means of transportation, travel costs, future outlook, etc.

ADDRESSES American Hotel & Motel Association Educational Institute 2113 North High Street Lansing, MI 48906 (800) 349-0299 American Hotel & Motel Association Research Foundation (AH&MA) 1201 New York Avenue NW Washington, DC 20005-3917 (202) 289-3118 Association for International Practical Training (AIPT) 10400 Little Patuxent Parkway, Suite 250 Columbia, MD 21044-3510 (410) 997-2883 U.S. Travel Data Center (Travel Industry Association of America) 1899 L Street NW - Suite 610 Washington, DC 20036 (202) 293-1040 Council on Hotel, Restaurant& Institutional Education (CHRIE) 1200 17th Street NW Washington, DC 20036-3097 (202) 331-5990 National Restaurant Association 1200 17th Street NW Washington, DC 20036 (202) 331-5900 BUNAC USA Box 430 Southbury, CT 06488 (203) 264-0901 Center for International Educational Exchange (CIEE) of America 205 East 42nd Street New York, NY 10017 (212) 661-1450 Ithaca Location 206B Dryden Road Ithaca, NY 14850 [email protected] - 71 -