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John Wirth

Food Industry Consultant

John Wirth is one of the very best head hunters in our industry.  From time to time John will offer his unique insight for foodservice professionals seeking employment and employers seeking pre-qualified employees.

United We Stand

June 19, 2006

June 4, 2005

March 15, 2005

Here's a good article on resumes. I get this question ten times a day!


 

February 15, 2005

February 22, 2004

March 29, 2003

special note:  John submitted this for posting quite some time ago...and contrary to his wishes I did not post it immediately.  As it turned out we were able to secure incredible legal representation and stand up to the "forces of evil" effectively.  Throughout my association with John Wirth he has shown himself to be a man of integrity, and I am very proud to be able to say that I know John Wirth.
Steve Hoschler

August 17, 2002

John Wirth Jr., CSAM, CFSP
Food Service Consultant
SC Austin J-101
2301 S. Capital of Texas Hwy
Austin, Texas 78746
(512) 328-9955 x123
(512) 328-8659 fax

April 2, 2002

December 20, 2001

The subject of "age discrimination" is one that comes up frequently...I'd like to address this issue by re-posting a message that appeared in Business Week:

Q: I am an "experienced" professional, and I find that during the interview process an attempt is made to determine my age. This is done indirectly, such as asking me when I graduated from college or when I served in the armed forces. Prior to the interview, most companies have you fill out forms with questions about your first job or where and when you graduated from high school. How do I respond to these types of questions without excluding myself from consideration? ---- P.R. Tulsa, Okla.

A: I'll get right to the point. It is generally illegal in a job interview for employers to ask questions -- even indirect ones such as when you got your high school diploma -- that can be used to determine your age, says employment attorney Louis DiLorenzo, who heads the labor department at Bond, Schoeneck & King in Syracuse, N.Y. But whether it's smart to stand up and cry foul in the middle of an interview if you really want the job is another issue. (Once you're hired of course, employers can ask your age for a variety of reasons including pension eligibility and other benefits.)

First things first. The Age Discrimination in Employment Act (ADEA) bars employers from using age as a basis for hiring, firing, and other employment considerations, such as promotions and compensation. The protection generally applies to workers age 40 and above, but individual states can pass laws that protect even younger employees.

There are some fuzzy areas, however. An employer can ask you when you graduated from college if the question is related to the job that you would be doing at the company. Let's say you have an engineering degree. If you are being considered for a technical position, the company could have a legitimate reason for asking the year you graduated to figure out just how knowledgeable you are about the latest technology, DiLorenzo says. "If you graduated 20 years ago, the degree might not be that useful if you were trying to get into fiber optics," he adds.

AVOIDING LAWSUITS.  Otherwise, sniffing around to find an employee's age is pretty much verboten, DiLorenzo says, and most employers know it. In fact, most companies with an on-the-ball legal department will go to great pains to avoid learning a candidate's age during the interview process because they don't want to get slapped with a lawsuit if they don't hire the person. "Most employers know not to gather any information like that preemployment because all it does is open them up," DiLorenzo notes.

Sometimes, inquiries about when a candidate graduated from high school or college may be nothing more than a harmless attempt by the interviewer to find something to talk about, DiLorenzo acknowledges. But in other cases, employers could have nefarious intentions. In fact, companies in 2000 paid $45.2 million to settle age-discrimination cases, up from $38.6 million in 1999, according to the Equal Employment Opportunity Commission (EEOC), the federal enforcement arm for cases of employment discrimination.

If you think an employer is crossing the line with a question about age, DiLorenzo suggests responding with a comment that gently probes the wisdom of the interviewer's question, such as: "I'm not sure I see how that is relevant to this job." This way you can highlight the inappropriateness of the question without turning the interview into a confrontation.

NO "OPEN SEASON."  Remember, however, that by not answering the question, you also run the risk of the employer suspecting that you have something to hide. If you, in turn, bring up your age by mentioning it in the interview or by putting revealing dates on your resume, it may minimize your ability to claim down the line that you were a victim of age discrimination because the employer did not solicit the information, DiLorenzo says.

Still, he adds, it doesn't make it "open season" for the employer to ask you any questions related to your age such as your health or family situation. "There is no protection for the employer for soliciting additional information if a candidate volunteers information about age," DiLorenzo says.

Of course, if you're persuaded that you have been discriminated against because of your age, then you may want to seek counsel or file an EEOC complaint, DiLorenzo says. One thing to remember, though, is that discrimination in hiring cases is among the hardest to prove. That's because plaintiffs must show that they would have gotten the job if not for their age.

HONESTY IS THE BEST...  It probably doesn't hurt to remind you that you should always be honest in your answers. Saying you graduated from college 10 years later than you really did could get you in trouble, even if you get the job. Companies have been known to can employees after discovering that they misrepresented themselves during the hiring process.

"It's definitely in a candidate's best interest to be as honest as possible, as anything less would take away their opportunity to be evaluated alongside other candidates," says Bobbi Moss, vice-president in the Scottsdale (Ariz.) office of Management Recruiters International, a large executive search firm.

Moss thinks the best way to deal with an employer's concerns about age is to anticipate them and counter them in an interview. If you believe the employer might be wary of your appetite for working long hours, Moss suggests saying something like: "I've raised my children. I have several interests outside the office. But my career is very important to me." Or if you believe your interviewer suspects that you could be an old dog who can't be taught new tricks, describe the breadth of your experience and your ability to adapt to a changing work culture.

GET A NEW SUIT.  Moss suggests a comment such as: "I recognize that I have been at my last company for quite some time, and you're probably thinking that I'm set in my ways. But because of the variety of projects that I had to handle, it was actually like working at several different companies."

Don't forget, though, we live in a society that's in many ways superficial: How you look in your interview does matter. Louise Kursmark, president of Best Impression Career Services, a résumé and career-guidance company in Cincinnati, suggests making sure your coif is up to date -- if you have any hair left to style. And don't bother wearing the same suit or interview outfit you used to apply for your first job decades ago.

"Make sure your appearance isn't going to disqualify you," says Kursmark. "Are you wearing a skinny ugly tie that accountants wore 20 years ago?" For a fee, image consultants can help with makeovers. And many department stores now offer personal shoppers, free of charge, who can help you put together a new wardrobe.

USE THE LINGO.  More important, perhaps, than looking slick, is projecting a youthful, energetic, with-it attitude. That's done partly through following the basics of interviewing such as sitting forward in your seat and making appropriate eye contact. You also want to be comfortable using the lingo in your field. And you want your interviewer to know that you are at ease working with lots of different people, some perhaps barely old enough to order a drink in a bar.

"You don't want to refer to 'those young kids in the home office' or use other terms that make you seem like an old codger," Kursmark says. "You want to talk about working in 'teams.'" Be up on technology, and make sure that the person recruiting you knows it. "You don't want to be one of those people who can't save a file that was e-mailed to you," Kursmark says.

One last thought that may provide hope. The likelihood is high that you'll find employers who value your experience. The U.S. as a population is working longer and getting older. Indeed, according to the Bureau of Labor Statistics the median age of the labor force is expected to reach 40.7 years in 2008, up from 38.7 years in 1998 (the most recent year for which figures were available).

So with any luck, you'll be the best candidate for the job thanks to your background -- and your age won't matter, in part because your interviewer may be even older than you are.
 

November 21, 2001

September 16, 2001

July 30, 2001

July 29, 2001

July 12, 2001

June 29, 2001

June 16, 2001

    I was just doing some reference checks when the phone was answered by the sweetest little voice you have ever heard.........."Hi wo, who is this?"

    I introduced myself and ask her if her daddy was home.  She said that he was and promptly hung up.  On the next call I ask her if I might speak with her daddy.  This time she said no and hung up.

    Long story short...........it took six calls before the daddy answered the phone and by then I was pleading with the child when he answered the phone not to hang up.  Hearing me say, "Please little girl," he assumed it was an obscene call and HE HUNG UP!

    Moral to this story: For references, use office numbers.  They don't mind when you are using them as a reference, in fact, it's a complement.  And, be sure to use your office number on your resume, (if you have a home office), with an explanation that the recruiter should leave his name and number only.

    This could help your recruiter AND YOU !

John Wirth, Jr., CFSP
Food Industry Consultant
SC Austin
512 328-9955  ext. 123
512 328-8659  Fax
jwirth@scaustin.com

May 2, 2001

    It is that time of year again..............the NRA will be held in Chicago May 19th through the 22nd.

    Get your a fist full of resumes, (1 page preferably), call your old buddy or girlfriend, invite yourself over for a couple of days, book your flight now, (take advantage of the cheapest rates), and head out for Chicago.

    Guys, get your power suit, white shirt, and striped tie out, get a haircut 3-4 days before the show, shine your shoes, scrape that old face clean and brush your teeth.  You gals do the same, with some obvious exceptions.  Ladies should wear a professional suit, low heels, (you will be walking a lot), don't overdo the makeup or the perfume.  Put on your game face and go get 'em !

    This is one of the best opportunities to network you will ever have.  Take advantage of it.  As you enter the building you will notice there are several types of badges.  They differ by  color.........you will want to zero in on the supplier/manufacture badges.  Ask everyone in that category if they know of any hiring go on.  Consult your free catalog to fine the booth.  When you arrive at the booth, you want; 
    1. find out who he decision maker is and, if he's there, will he have time to meet with you while you are at the show and, 
    2. if he's not there, get his name and title, (the catalog will have the address).

    I know many of you have recently been: laid off, downsized, let go, or whatever you want to call it..................bottom line, you're out of a job.  Get over it, no one cares except you and your family........so let's go get employed!!!!!!

Saludos,

John Wirth, Jr., CFSP
Food Industry Consultant
SC Austin
512 328-9955  ext. 123
512 328-8659  Fax
jwirth@scaustin.com

February 14, 2001

    Well, here we are again.  The webmaster constantly chides me about submitting another article for you guys.  You would think he is paying me a real wage....not just  three grand a month.

    START HUNTING FOR A JOB WHILE STILL EMPLOYED

    I happened to be employed by a "Happ'n Guy" by the name of Alan Schonberg.  Alan had a book published recently, "Head-hunters Confidential."  In his book, he said "the worker is far better off employed, not on the street seeking another job."  "Employers look at the unemployed with one set of eyes.  It's not favorable.  They figure that whatever the reason (is for being unemployed), they ought to be employed.

    Q: I have been in the food industry for about four years and each assignment has been more challenging.  However, several  months ago I took a job with a new, very small startup company.  I was promised rapid advancement if I brought the same abilities to this job that I displayed at my former job.  Now I know it will never happen.  Should I wait several months before looking again to show some stability?

    A: Start looking yesterday while staying employed.  You can do all the filling out applications, etc. early in the morning or at night.  There are many ways to take off work for an interview.  Point out to the prospective employer that the job did not have the challenges you wanted and expected.

    Q: How many past employers should I list on my resume?

    A: List only those that have relevance to your current job.

    There ya go Webmaster........satisfied now?  To both of my readers...............have I got a article for you!  Next time I will tell you the true story of a CEO who achieved that position because no one ever told him he could not  and I am talking about 280 million dollar company. 

    On a serious note;  thanks for all the calls and e notes.

    Saludos,

John Wirth, Jr., CFSP
Food Industry Consultant
SC Austin
512 328-9955  ext. 123
512 328-8659  Fax
jwirth@scaustin.com

January 5, 2001

RESEARCH

    The new research expectation:  In the old days, you might have been excused for not studying up on the company.  But with a tool such as the Internet at most people's fingertips, those days are over.  If you don't want to be screened out, don't show up without studying up on your prospective employer's products, services, management team and marketing strategy-----even its latest  news/press releases.

    The new spin on "stability."   Remember when you could impress a prospective employer with ten years solid experience in the same position ?  Today, if you're not moving, you're stagnating. 

    The new honesty, yours and theirs: "Good fit" is the name of the game for both job hunter and employer.  How well will you assimilate into the culture?  To find out, you both will have to lay your cards on the table.   Be prepared for more probing into what you want and what you are.

    The new timing: Remember when it took weeks, even months, for companies to make up their minds?  Well it's not unheard of today to be offered a job on the spot.  So you should think ahead about just what would get you to move----how much money, what benefits, what environment.

    The new references:  If all you have on your list is former bosses, you'd better get on the phone and rustle up someone who reported to you, as well someone who served with you on a team.  DO NOT give your neighbor or a relative.  Very little attention is given to these.

John Wirth, Jr., CFSP
Food Industry Consultant
SC Austin
512 328-9955  ext. 123
512 328-8659  Fax
jwirth@scaustin.com