Sodexo USA Careers

5 Ways to Bring Value to Your Mentoring Relationships

noreply@blogger.com (Sodexo Careers) — Fri, 27 Jan 2012 17:26:00 +0000

by Anthony Scarpino, Senior Director Talent Acquisition

I’ve just returned from a trip to Orlando where I ended one very close year-long relationship with a fellow Sodexo employee and began another within a two day span. Truth be told, my new relationship started on Wednesday and my old one ended the day after. It will be a challenge to juggle the needs of this new relationship considering my ongoing one with a colleague from Sodexo Canada!

Are some of you thinking that you accidentally landed on this month’s Dear Abby column (Gen Y’s – feel free to replace “Dear Abby” with “Dr. Drew”) rather than the Sodexo Careers Blog? Of course, I am referring to several very meaningful mentoring relationships that I have the privilege of being part of in my role at Sodexo. This week, during national mentoring month, mentoring pairs from across the country met in Orlando to “close the books” on our 2011 program and meet our 2012 partners for the first time.

I’m enjoying being a mentor in the IMPACT program now but also remember being the mentee early in my career with Sodexo. I was nervous about sharing my goals with my mentor, a Vice President in the Hospitals client segment. I realize now that being the mentor is equally scary! I’ve learned, however, to accept that I will not and should not have all the answers for my mentees and that my role is more to empower them to find solutions and help themselves. I can’t say that’s less pressure but I am doing my best to bring value to our relationship in the following ways:

Listen – The most important responsibility of a mentor may be to actively listen and truly understand the needs of our mentees.
Share – A mentor does not teach or lecture. We share our experiences and perspective for our mentee to consider.
Empower – Thankfully, a mentor is not expected to have all the answers or fix every problem. In fact, the opposite is true. We encourage and empower our mentees to problem solve by asking questions. Try asking “why” 5 times to identify the root of an issue.
Be Accessible – When people talk about their mentors, they say things like “(s)he was always there for me when I needed him/her”. Whether it is scheduling a routine call, answering questions (and asking!) by email or live meetings, we make every effort to “be there” for our mentees.
Connect – One of the most valuable gifts you can give your mentee is an introduction to others in your personal and professional network. Growing their professional network will help them solve future problems and advance swiftly in their career.

Mentoring can take many forms and mentoring relationships can be programmatic or they may simply evolve over time. Experience does not preclude you from being a mentee and in fact having a mentor may be even more valuable as you reach the higher levels of your organization. I am lucky to have mentors in my life and career that have been there for me and I’m excited to fill that role for others.

Have you been a mentor or mentee? Leave a comment and tell us about it.

Have you heard?: Sodexo was recently recognized as a recipient of the 2012 Catalyst Award. Sodexo’s initiative, “Making Every Day Count: Driving Business Success Through the Employee Experience”, is a systemic strategy to provide the tools, resources, and support necessary to ensure success of all employees and includes a host of professional development programs and robust mentoring.

If I were looking for a new job I would...

noreply@blogger.com (Chloe Rada) — Wed, 25 Jan 2012 15:10:00 +0000

By Guest Blogger Gina Smethurst, Senior Recruiter

“If I were looking for a new job I would…” the 6th in a series of blog posts that will give you an opportunity to gain insight into the world of job seeking from a recruiter’s perspective.

If I were looking for a new job I would... prepare for the hiring process.

Do you ever consider job hunting as an Indy car race where all you do is go round and round with an occasional pit stop but ideally what you’re looking for is that checkered flag?

Keep Your Info Current

Before you can enter the race, you have to prepare yourself. Like many of my colleagues have expressed before, be sure your resume is up to date. Is your contact information including phone and email correct? Did you recently get laid off or are you no longer working for your current employer? Many times I’ve tried to contact a prospective candidate to find their contact information and employment history was incorrect. Be sure to update your resume with correct dates.

Prepare For Your Interview

You’ve applied, the light is green and you’re off! When a recruiter contacts you to discuss employment, be sure to thoroughly answer the questions being asked. Be clear and concise in your response; provide as much detail as possible. Before the interview, rehearse your introduction to answer the question “Tell me a little about what you’re currently doing.” Just like an in-person interview, we are assessing your qualification skills and how effectively you communicate.

Understand the Job and How Your Skills Match

As you talk with your recruiter, be sure to ask questions about the hierarchy of the position you applied to and how it fits within the organization. Lots of applicants get hung up on titles, and not all are the same from organization to organization. If the position is higher than the current or previous role you held, explain how your skills and experience have prepared you for this next stage. If it’s lower, explain how you can make an immediate impact to the organization.

Are your skills transferable to other industries? Expressing interest in other industries can open doors. As a recruiter for the Environmental Services Healthcare team, I introduce other areas of the organization that a candidate may be interested in such as Senior Services, Facilities, and Education.

Keep the Pace

Like with many races there are mandatory pit stops. Be patient with your recruiter and the recruiting process, but keep up the pace. Ask the recruiter if you can follow up with a call or email asking for a status update.

The key for handling the job hunting race is being prepared for the hiring process. Looking for a new job can feel like you are driving an Indy car, but with a little resume maintenance and interview preparation, you can keep yourself in the race!

Good Luck in the New Year!

noreply@blogger.com (Chloe Rada) — Mon, 23 Jan 2012 15:06:00 +0000

By: Chloé Rada, Senior Marketing Manager - Talent Acquisition

Last night in China and for the millions of Chinese living in the U.S, a New Year was celebrated - the Year of the Dragon. As tradition goes, it is customary to reconcile, forget all grudges and sincerely wish peace and happiness for everyone on this important holiday.

According to ancient mythology, the dragon brings good fortune and intense power and represents change and mobility. This can be particularly good news for those of you looking to make a career move, especially since dragon years tend to boost the world economy.

But when it comes to your job search, it is not all about luck. And I was reminded of this over the weekend, when I stopped by Pei Wei Asian Diner for lunch. My fortune read “Good Luck is the Result of Good Planning.” I couldn’t agree more.

Here at Sodexo, we want to help prepare you to find a job, polish your resume and master the interview process. We also developed a series of blog posts (with a new one launching this Wednesday!) that will give you an opportunity to gain insight into the world of job seeking from a recruiter’s perspective.

As you enjoy the celebrations and continue to plan for your future, I wish everyone a very prosperous Year of the Dragon. And marked by excitement, exhilaration and intensity, this year may be one to start with a new career at Sodexo.

Are you a “Five-Tool Manager?”

noreply@blogger.com (Chloe Rada) — Thu, 19 Jan 2012 18:02:00 +0000

By Darla Mayse, Sourcing and Recruiting Marketing Specialist

Basketball season is in full swing and being a Mavericks fan; I couldn’t help but think how great basketball players are a lot like great Managers at Sodexo. In the world of Basketball, a “Five-Tool Player” would be able to create their own shot, defend their position, shoot, pass and rebound. At Sodexo, a "Five-Tool Manager" would be innovative, manage multiple priorities, have effective decision making skills, work productively and effectively delegate tasks.

Using Sodexo’s Core Competency tool for talent development, I selected competencies that lead to great managers as they relate to the abilities used to describe a five-tool player. HINT: As a candidate, you may find this information beneficial when applying and interviewing for jobs at Sodexo.

The ability to create a shot

In basketball, this is the hardest yet most valuable tool to master. Sodexo seeks candidates who are innovative and creative to ensure we are always on the cutting edge in our industry. Successful managers have the ability to generate new ideas to improve work efficiencies, productivity, and customer service.

The ability to defend a position

Like a great defense, great managers are able to manage multiple priorities. Setting priorities, planning and coordination of daily work activities not only maximizes productivity, it also prevents being sidetracked by less important tasks and activities.

The ability to shoot jumpers

If a player plays farther than 10 feet from the basket, he had better be able to hit an open jump shot! The available shot is not always under the basket, or in a manger’s case, the answer to a tough decision is not always so obvious. This is when having effective decision making skills comes into play. Knowing when a decision needs to be made and having the readiness to make timely, sound decisions is key.

The ability to rebound the ball

In great manager speak, this translates to being able to work productively and effectively in a fast-paced, stressful and demanding work environment all the while having the flexibility of Jason Kidd.

The ability to pass the ball

Lastly, successful managers effectively delegate tasks. Giving clear direction ensures quality and timely completion of assignments.

While Sodexo is always in search of that Five-Tool Manager, our recruiters understand that finding a candidate who possesses all these core competencies, although not impossible, is rare. As a candidate, be able to demonstrate the ability to develop them and show us you can be a great Manager for Sodexo.

What Are You Doing For Others? A Tribute to Martin Luther King Jr.

noreply@blogger.com (Chloe Rada) — Mon, 16 Jan 2012 17:09:00 +0000

By: Chloé Rada, Senior Marketing Manager - Talent Acquisition

Originally established to commemorate his birth, Martin Luther King Jr. Day is now widely celebrated as a day of community service, a time to give back. Federal legislation challenges all of us to transform the holiday into a day of citizen action volunteer service in honor of Dr. King.

As a new member of the Sodexo team, I am learning a great deal about my new employer and how the 391,000 global employees embody this “Service Spirit” in line with Dr. King’s legacy. Their (and now my!) mission is to work together everyday to improve the Quality of Daily Life for our customers. I am looking forward to learning more about how Sodexo delivers on their promise of contributing to the economic, social and environmental development of the cities, regions and countries in which we operate.

During my job search, I was intrigued to learn how Sodexo partners with their clients, vendors and communities to fight hunger and malnutrition and promote sustainability and wellness. This was important to me as I too volunteer in my local community with the House of Good Shepherd, a shelter for abused women and their children on the North side of Chicago.

Is the idea of serving your community important to you? How do you heed Dr. King’s call?

If showing your service spirit is how you imagine your future, I encourage you to search our careers today.

Ready & Reporting for Duty, Sir!

noreply@blogger.com (Sodexo Careers) — Thu, 12 Jan 2012 15:49:00 +0000

Intro by Anthony Scarpino, Senior Director of Talent Acquisition:

As many of our readers know, our Talent Acquisition team has been searching for the new voice of the Sodexo Careers Blog and Talent Communities. We were lucky to have so many talented and creative people express interest in the position! As a result of that search, I am very happy to introduce to you the new voice of Sodexo Careers, Chloe Rada!

Chloe is joining us after more than 10 years of developing and implementing recruitment marketing strategies for human resources, staffing and marketing departments in her family’s firm, Rada Advertising. She is the outgoing President and incoming Vice President of Marketing for the Staffing Management Association of Greater Chicago, a special interest affiliate of SHRM. Though Sodexo Careers maintains its allegiance to the Boston Red Sox, Chloe is a Chicago native and admits to being a Cubs fan (and we hired her anyway!).

As part of the interview process, Chloe was asked to introduce herself to our readers in the form of a blog post. So we’ll let Chloe say “hi” in her own words in the first of what we hope to be many posts for the Sodexo Careers Blog!

Ready & Reporting for Duty, Sir!

By: Chloé Rada, Senior Marketing Manager and Voice of Sodexo Careers

I made it!

Several months ago, I enlisted in what became the most challenging experience of my life. Little did I realize how much this “boot camp” would test my discipline, focus and resilience. I was not preparing to complete the Chicago Marathon, nor enrolling in a rigorous MBA program. Instead, I was undertaking a job search!

Like many of you that read this blog, I dedicated hours each day to navigate the obstacle course of job postings and recruiting departments. I knew that I had the drive and passion for recruitment advertising I developed while working for my family owned agency. But experience and determination alone would not be enough to succeed. My networking muscles would have to be in the best shape of their life and I would need to practice interviewing again and again until I got it right.

While I felt well prepared in the beginning, my job search took a long time and often tested my determination and patience. Through self-discovery and with a lot of help from my friends and colleagues, I learned many valuable lessons about this challenge.

1. Never give up

Always maintain a positive attitude, regardless of the short term outcomes.

2. Allow time for reflection

Take a step back and think. What do I really want? What are my true strengths? Where can I improve?

3. Push yourself

You’ll be amazed at what you can achieve if you give it your all.

4. Follow The Golden Rule

Show appreciation for those that have helped you in your mission. Pay it forward.

This past month, I successfully completed my basic training and I’m ready to report for duty in my new role as Senior Marketing Manager for Sodexo. My experience with employment branding, social media and leadership within the Staffing Management Association of Greater Chicago helped demonstrate my qualifications to become the voice of Sodexo Careers. Passing the test of discipline, focus and resilience during my job search has prepared me for the road ahead. I must salute my comrades for the strength they instilled in me along the way and I welcome any new recruits as we share more lessons about job search, interview skills, networking and the culture of Sodexo here on the Sodexo Careers Blog.

Hire Friday Chat: Building and Engaging Your Personal Brand

noreply@blogger.com (Trish Freshwater) — Wed, 11 Jan 2012 14:57:00 +0000

These days, searching for a job is about more than just sending out resumes. You need to build your personal brand – online. And, you need to connect with recruiters, hiring managers and others who may have a hand in the hiring process. In today’s world, you need to be more than a piece of paper. You need to be active online, building relationships and showcasing your talents and skills through interactive opportunities.

Whether you’re unemployed, in school or casually thinking about your next job, during this week’s Hire Friday Twitter chat (noon EST, Jan. 13, hashtag #HFChat), representatives from Sodexo USA will talk about the importance of building your personal brand through social media. Specifically, we’ll discuss:

What are the key elements of building your personal brand with social media?
Are there unique considerations for your online profiles when you’re unemployed?
What role does Facebook play in your personal brand/job search? How to maximize?
How do you engage with companies/recruiters on Twitter?
How do you engage with companies/recruiters on LinkedIn?

Building your personal brand on social media sites is an important step towards marketing yourself and furthering your job search. Join us on Friday to hear advice from Senior Recruiters Marguerite Granat and Trisha Gary, and Senior Communications Manager Trish Freshwater.

With more than 19 years in recruiting, Marguerite Granat (@SodexoMG) is a member of the Sodexo Brand Ambassador team and an avid social media content developer and everyday user – she sees it as today's tool to recruit both passive and active candidates, utilizing social media as a shared medium between marketing, human resources and recruiting.

As an experienced human resources and recruiting professional with more than 16 years’ experience, Trisha Gary (@SodexoTrisha) is a member of the Sodexo Brand Ambassador team and actively engages with candidates on the SodexoCareers Facebook page, LinkedIn group and on Twitter.

Bringing more than 16 years of communication experience, Trish Freshwater (@SodexoTrish) is an employment expert who aims to help candidates navigate the hiring process through company blog posts, articles in Sodexo’s Career Connections newsletter and on Twitter, just to name a few.

Join us on Friday at noon EST by following the #HFChat hashtag on Twitter. Or, connect with us directly –@SodexoCareers.

Sodexo was founded by Pierre Bellon in 1966 in Marseilles, France and is today the world leader in quality of life services. The Group operates in 80 countries with 391,000 employees who share the same passion for service. We believe that the quality of daily life increases the satisfaction and motivation of individuals, and thus plays an important role in the organizational performance of our strategic partners. Our teams are dedicated to providing high value-added Service Solutions to companies, schools and universities, hospitals and correctional facilities and at remote sites serving people living and working in challenging environments. We develop, manage and deliver a unique array of On-site Service Solutions, Motivation Solutions and Personal and Home Services for all our clients to improve the Quality of Daily Life.

Make 2012 the Year of Preparation

noreply@blogger.com (Trish Freshwater) — Fri, 06 Jan 2012 14:00:00 +0000

By guest blogger, Michele Posehn, Senior Recruiter for Sodexo. Originally posted on the Student Branding Blog.

I've stood among the hundreds of thousands of people in Times Square, hollering in excitement as that famous ball made its descent into the New Year. And as soon as the ball disappears into the days gone bye, those throngs of people join one another in a chorus of Auld Lang Syne as confetti rains down from above.

It may seem crazy to stand in the same spot for hours, in the December cold, for really only about two minutes of thrilling delight – the last of the old and the first of the new. But those two minutes bring a combination of conflicting emotions – a tinge of sadness that time has gone by, an eager anticipation for what is yet to come, and an uneasiness of the unknown.

For those of you preparing for graduation in the next few months, you may be starting to feel some of those same emotions. These last few years have led you to a thrilling achievement. And, for some of you, you may be the first in your family to graduate from college. No matter who you are, turning the corner from student to graduate will be a major transition.

Moving into 2012, you have a valuable gift – the gift of time. So take the opportunity to reflect over what you have learned, both in and out of the classroom, and start preparing yourself for your next role.

As you consider your list of New Years’ resolutions, make sure to save room for those related to helping you land a job. Ideas include:

Get involved in a professional organization, club, sport, or community group.
If you do more than one, try to diversify yourself to showcase different skills and interests. See if your chosen major or industry of study has a related organization you can join. And, don’t just be a member. Try to take on a leadership role to build your skills and experience.
Network.
It’s never too early to get the word out that you will be looking. Not only do you want to talk with people you know, but you want to reach out to professional association members, your professors’ contacts in the community, friends of family members and more. Building your network can lead to internships and jobs through the relationships you develop.
Review your online profiles.
If you have a presence online, make sure you update it regularly. If you don’t have one, it’s a great time to create one! As you start applying for jobs and prepare to leave college behind you, ensure that the material seen on your social profiles is professional. Update your profile photos to a professional-looking photo and make sure that any content on your site that contain comments you may not want a potential employer to see are removed.
Volunteer or Get an Internship.
Volunteering your time or taking on an internship is a great way to add experience to your resume and expand your network. And, you may even be able to get college credit for your time!
Visit your campus Career Center.
Almost every school has the resource and it’s free to you. They can be a valuable resource for assistance with resume writing and interview advice. Plus this is the time of year employers start on-campus interviewing; check for a schedule of events.
Do you need a makeover?
Take a look in your closet. Are you ready to dress the part of a professional candidate?

I’m not going to bore you with the old clichés like “The early bird gets the worm.” But it is true that preparation will help you reach your ultimate goal. Take this chance to position yourself ahead of the rest of the field of 2012 graduates. Not once has anyone ever uttered the words, “Had I only NOT prepared…”

5 Tips For Leaving a Good Voicemail

noreply@blogger.com (Sodexo Careers) — Wed, 04 Jan 2012 14:25:00 +0000

By Darla Mayse, Sourcing and Recruiting Marketing Specialist

In this age, most of us are accustomed to writing on a friend’s wall on Facebook, in-boxing a connection on LinkedIn, direct messaging someone on Twitter and sending a text message as primary forms of communication. With all of these options for communicating, the art of leaving a good voicemail can sometimes get lost. Sodexo recruiters spend most of their day talking with candidates on the telephone so it’s not uncommon to get their voicemail when trying to connect or return their calls. To make the most of this opportunity to communicate, here are 5 tips to help get you back in the habit of leaving a good voicemail.

Listen to the recording. I am always surprised by the number of folks who leave multiple messages for Jane Doe on my voicemail but fail to realize they have the wrong number. You definitely want to be sure you are calling the correct person. Also, if the recipient is out of the office, you may be leaving a different message than intended. This is a good opportunity for you to demonstrate that you have good listening skills.
Greet, identify yourself and make a connection. It’s important to mention the full name of the person you are calling not only as common courtesy, but it also lets them know that the call is indeed for them. Clearly identify yourself and establish how you are connected.
Leave a phone number. Speak slowly. Remember, the recipient is likely writing the information down. This is probably the most important part of your message so don’t rush through it and do us the favor of repeating it.
Get to the point. To avoid a stumbling, stammering message on the phone, think about what you want to say before you call. Consider this outline to keep your message short. Why are you calling? What action is needed? When should I contact you? Be as concise as possible. Anything longer than a minute or two is too long.
Leave a phone number – again. Just in case I did not write it down correctly the first time.

Contrary to what some would like to think, voicemail is not dead. Leaving a good voicemail saves time, avoids extra work and, most importantly, gets your call returned more quickly. I hope to hear you in my inbox soon!

Networking, the Old Fashioned Way

noreply@blogger.com (Trish Freshwater) — Thu, 29 Dec 2011 14:00:00 +0000

By guest blogger, Michele Posehn, Senior Recruiter for Sodexo. Originally posted on the Student Branding Blog.

I am a product of Atari and Cabbage Patch Kids. There was a time when a gallon of gas cost me less than a dollar and, during my freshman year of college, I discovered this new thing called email. My first email was from my dad which read, “Hi Michele. This is neat. We can talk to each other over the computer for free!” I think it took about eight minutes to download.

Flash forward 18 years into the world of Facebook, Twitter and a day at work that is never email free. And while it’s important to use technology to find a job, build a professional network and interact with others in your profession on LinkedIn, Twitter and Facebook … let me remind you of one of the old fashioned ways people used to find work: personal networking.

Personal Contact Shouldn’t Be Underestimated

You have access to a great social network, even when your computer is turned off. Every day, you have an army of personal megaphones at your disposal – friends, family, family of friends, professors, past managers, people at the gym, or people you know through campus clubs. Telling one of them about your job search can ignite a chain reaction because, although they may not have a job to give you, they may know someone who does. I read a great article about how to start this process:

Make a list of those people you are going to tell. They should all be in an area of the country where you want to work (or be someone well connected to others around the country).Send your contacts an email. Tell them you’re looking for a job and that you are looking for a team of people to help make introductions for you to others or keep their ears open. Ask them if they are willing to help.
As people agree to help, start your mailing list. Send an updated version of your resume to them, making sure they know what kind of job you are looking for.
Provide updates to your team. Let them know of any successes or disappointments you have experienced. Ask for help in areas you may be struggling with, such as creating a standout resume or interviewing technique.
Also, you should research professional organizations near the towns/cities where you want to work. Seek out contacts within these organizations in the areas where you want to work. You may even have some inside contacts through campus organizations like the National Society for Minorities in Hospitality, the American Dietetic Association, fraternities or sororities. Contacting local chapter presidents can help you because they are well-connected professionals who are often the first to know about job openings in their city.
Contact company representatives directly. Yes, you can do this. Visit the web site for a company where you would like to work and do some research. Look for opportunities to network with recruiters and/or other hiring managers. Send an inquiry by email to learn more about opportunities that might be available. If there aren't any openings for which you qualify, ask about scheduling an informational interview so that you can introduce yourself, make the company aware of your skills and learn more about positions offered at the company.
Make sure that you pay it forward to other job seekers if ever asked to help.

I don’t know about you but when I buy a product that works wonders or dine in a restaurant with great customer service, I tell others about my experience. My company does the same thing with its StarFinder program – encouraging employees to refer their friends to work for Sodexo. When you stop to think about who you know – and who they know – you’ll be amazed at the size of your network.

Don’t rely solely on technology because even with the popularity of social media sites, there are still some very influential people in your life who may not use these sites. Just because they don’t Tweet or “like” things you post on Facebook doesn’t mean they aren’t socially connected. Sometimes, their connections are even stronger, and more personal. Shouldn’t your job search be personal?

Happy Holidays!

noreply@blogger.com (Sodexo Careers) — Sun, 25 Dec 2011 03:55:00 +0000

Happy Holidays to Our Readers from Sodexo Careers

If I were looking for a job, I would…get involved!

noreply@blogger.com (Sodexo Careers) — Wed, 21 Dec 2011 04:17:00 +0000

Helen Winter CIR, CDR

Senior Recruiter

Midwest Region Communications Chair – HONOR Network Group

“If I were looking for a new job I would…” the 5th in a series of blog posts that will give you an opportunity to gain insight into the world of job seeking from a recruiter’s perspective.

As a recruiter I love it when someone is truly passionate about what they do and can tell me about it. They can tell me what would make them an exceptional candidate for a position and I leave the conversation excited to get them in front of my hiring manager. These candidates are genuine and can speak to real life examples. But communicating with passion about your personal skills and abilities is not a walk in the park! Many of us lose sight of what makes us unique.

Helen and other members of Sodexo's HONOR Network
Group with Gary Sinise at Rockin for the Troops Event

An easy way to learn what makes you unique is to get involved in volunteer activities or professional organizations. Getting involved and lending your unique talents to a cause helps remind YOU of what they are! Through these activities you can see which of your skills stand out as unique, important and valued.

Next, let’s talk networking. We write and read blogs, tweet our updates and connect on LinkedIn and Facebook. Social media has become our cyber career connection, with each of us hoping to brand ourselves as the best candidate for the job. While you may have heard the saying, “It’s not what you know, but who you know,” let me be the first to tell you that is (insert loud buzzing sound) WRONG!

It is very much what you know AND who you know, and who THEY know. Networking is king! Involving yourself with organizations and volunteer activities provides the perfect environment to define your unique identifier and let others know about it. This can truly open doors, some in directions you might not have thought of before.

As a Sodexo HONOR network group member I have met many leaders in our industry that I would not have otherwise crossed paths with. There are many examples of this in our company, such as the opportunity to give back through the Sodexo Foundation initiatives and numerous Sodexo mentoring opportunities.

Helping others by getting involved helps define and sharpen your skills, connects you with others and fuels your passion! That is the place you will speak from when a recruiter asks, “What makes you an exceptional candidate for this position?”

Helen Winter is a Senior Recruiter in Sodexo's Talent Acquisition Group recruiting for Chefs, Food Service and Catering Managers in the mid-atlantic states. If you're a food service professional in that area, we hope you will take her advice AND connect with her on LinkedIN!

Take a Ride in an Elevator for Interview Success

noreply@blogger.com (Trish Freshwater) — Fri, 16 Dec 2011 17:45:00 +0000

By guest blogger, Michele Posehn, Senior Recruiter for Sodexo. Originally posted on the Student Branding Blog.

“Tell me about yourself.”

On the surface, that doesn’t seem like a difficult question to answer. In fact, you probably have lots to say about who you are, your interests and your dreams for the future. The challenge for an interview, however, is to tell the recruiter about yourself in one minute or less. We call this your “elevator speech” – a short, concise synopsis that could be delivered, say, in an elevator between floors.

Having an elevator speech prepared ahead of any interview can set a positive tone at the beginning of the interview and create a great first impression. You can provide a brief summary of your skills, experience and interests while leaving the door open for the recruiter to ask more detailed questions later on. And, your elevator speech should position you as the best candidate for the job.

Here are a few tips for developing your elevator speech:

Introduce yourself – state your name (if not already established), current title or profession, and the industry/industries where you've gained your experience.
Name something unique about yourself that will make you stand out from other candidates – perhaps you have a unique skill, you held a coveted/prestigious internship position or you held an officer position in a campus organization.

Make yourself memorable – try to make your speech interesting, show your personality or provide a quick story that will help the recruiter remember you.
Practice, practice, practice – practice your speech until you have it memorized. This quick synopsis about you should be something you can recall at a moment’s notice.

Once you’ve mastered your elevator speech, you’ll need to be ready to provide detailed examples about your work experience and skills. So, take some time to prepare for your interview – especially for questions that begin with “Tell me about a time” or “Describe a situation or challenge …” These questions are commonly known as behavioral questions.

Behavioral questions are designed to gain insight into how you apply yourself. It’s critical to give the recruiter detailed information about the scenario, what you did, and the results. In other words Situation, Behavior, Outcome. If you remember S-B-O, you will be able to navigate the road of behavioral interviewing.

Interview questions aren’t meant to be difficult. You just need to be prepared – for the interview and the entire hiring process. Make a list of the questions you anticipate and practice answering them. And, don’t forget to make a list of your own questions for the interviewer. All of this prep work will translate into a better interview and, hopefully for you, more of a chance of getting that job.

My Summer Internship: A Foundation for my Future Career

noreply@blogger.com (Trish Freshwater) — Thu, 15 Dec 2011 15:16:00 +0000

By Sarah Horton, Sodexo Future Leaders Intern at the University of South Carolina, Summer 2011

My summer internship with Sodexo at the University of South Carolina not only gave me fantastic opportunity, but taught me how to live independently, communicate with others, and work with a diverse population. As a junior at Penn State University, like many of my peers, I spent my winter break last year applying for internships for the summer.

As I searched through the options, the Sodexo Future Leaders Program stuck out to me because of the word "Leadership." I wanted an internship experience that not only gave me experience in the field of food service, but helped me to grow in confidence and skill level.

As a nutrition major, I believed I could offer a unique perspective to the program. I took my chances and applied to Sodexo. Receiving the offer was so exciting and I embarked on a new adventure to South Carolina that summer.

I moved to South Carolina by myself, and it was the first time I lived somewhere where I didn't know anyone. My first day of work I was incredibly nervous, but meeting my managers made me instantly feel I'd made the right decision. And, I had a mentor for the summer – Lynn Browning, Director Operations for the Retail Brand Group. With incredible support and so much to learn, I felt like a sponge taking in everything they had to tell me about Sodexo and the operation at USC.

My second week, I was given the opportunity to work on a nutrition campaign incorporating Sodexo's Balanced Way program with the new USDA "MyPlate" model. I learned how to handle responsibility and apply my nutrition coursework to this project.

The most gratifying project I worked on during my internship was working with Human Resources to establish the first job fair for new employees. I watched the project build from the ground up and got to work with a diverse group of people, from the district manager to the potential employees. Working and communicating with many types of people is an essential skill in any position. I left Columbia, SC, last summer with a new sense of confidence and endless thanks to my mangers for the leadership experience they'd given me.

As I am now applying for dietetic internships, I feel I am a much stronger candidate because of my experiences with Sodexo. Serving as a Sodexo Ambassador at Penn State this year has let me explain my internship experience to other students and work with other Sodexo recruiters.

In my future career path, I want to continue to incorporate nutrition and food service as a dietitian. I am extremely appreciative to Sodexo for giving me the opportunity to gain valuable experience and grow as a person through the Future Leaders Program.

--------------------
Sarah Horton is a senior at Penn State University majoring in Nutritional Sciences. She is from Richmond, VA and hopes to secure a dietetic internship to receive her Registered Dietitian credential in the Fall of 2012. At Penn State she is part of Omega Phi Alpha, a service sorority, and the sailing club.

Sodexo – A culture that helps our people grow

noreply@blogger.com (Trish Freshwater) — Mon, 12 Dec 2011 21:31:00 +0000

by Arie Ball, VP, Sourcing and Talent Acquisition

Do you know where your career will be in five years? How about 10? Chances are you have a pretty good idea of what you want. But what if I told you that as a Sodexo employee you could likely attain those goals without ever changing companies?

Sure, the old belief is that you need to change companies every so many years to advance your career. But, at Sodexo, we don’t think that’s true. In fact, career growth and opportunity is the #1 reason new employees cite when asked why they chose to come to work for Sodexo. The reason they stay is because our culture rings true for them. We are about providing an environment where our employees can grow and thrive. Although there are many different programs that support this, it’s not just about a bunch of programs – it is the commitment behind the programs to make a difference in careers, and the recognition that there is no one size fits all.

Our goals are simple. We want to attract top talent who will help us meet current and future growth goals – all while providing an atmosphere to grow careers and flourish. And it’s not just what we say. It’s what we do and who we are. We put these principles to work every day, placing a high value on our people while keeping them engaged.

So what does that look like at Sodexo? Our employees are exposed to opportunities throughout the company, and can take the initiative to prepare for the next steps in their careers. From our employee network groups, to our mentoring programs, from our award winning Come Alive program with its innovative one-year growth plan for new employees, to our Emerging Leaders and Enlightenment programs and more that develop strategic leadership skills and help employees prepare for promotional opportunities, Sodexo has an environment that contributes to building a rewarding career.

There are lots of tools and resources available too. We are even working on a mobile recruitment app that will include access to the Sodexo Careers social media profiles on Twitter and Facebook allowing employees to engage with the talent acquisition team. It will provide easy access to search and apply to job openings including those open only to internal employees. With these tools, our employees will have their career path options at their fingertips wherever and whenever they choose.

Sodexo is a special place to work, with a very special culture. Our many related programs that support career development allow our employees to achieve their dreams by growing their careers with Sodexo. It’s an environment that truly values internal mobility, which has been recognized for its innovation. Workforce Magazine recently selected Sodexo as the 2011 winner of the Optimas Award for Innovation for the value we place on our people through our internal mobility initiatives. It’s an incredible honor for Sodexo to be recognized as a leader in employee development, opportunities, and retention.

It is no wonder that Sodexo’s employee engagement continues to increase. This is great for our people, and it also makes good business sense. The message to our employees is clear: we invest in our people. After all, our people are the single most important asset to our company.

--------------------

Building on more than 25 years of operational management experience with Sodexo, in 2004, Arie Ball assumed a leadership role within human resources as VP, Sourcing and Talent Acquisition. In this role, she leads the company’s first-ever centrally managed, cross divisional recruitment organization that focuses on sourcing, attracting and recruiting top talent to Sodexo, and on identifying internal employees for promotional opportunities. The Talent Acquisition Group, a high performing team, has become an award-winning organization, recognized for innovative approaches for attracting and recruiting the best talent the industry has to offer.

Connect with Arie on Facebook, Linkedin and Twitter. Read all of Arie's guest blog posts here.

When it Comes to LinkedIN Profiles, Everyone Has Room for Improvement

noreply@blogger.com (Sodexo Careers) — Thu, 08 Dec 2011 15:00:00 +0000

By Darla Mayse, Sourcing and Recruiting Marketing Specialist

Our Talent Acquisition team recently went through a very thorough LinkedIn training, hosted by Geoff Webb, CEO at Radical Events. We reviewed everything from creating profiles that will get you noticed to in depth people searches. During the course of the training, I had a light bulb moment. My LinkedIn profile was not all that it could be.

I seriously thought I had a great profile. I had completed all of the sections: Current employment, past jobs, education, summary, interests, contact info. I even had a few recommendations. LinkedIn also confirmed my completed profile by letting me know that it was 100 percent complete. Needless to say, after going through the training, I discovered there was room for improvement.

A good LinkedIn profile is not about checking off each profile section but more about what your profile is saying about you and what you have to offer. My profile tells you who I am, where I’m employed as well as a few responsibilities and how to contact me, but how impressive or useful is it to the reader? Does it have keywords that would increase the number of relevant hits? The point is to make connections that are of value. One of the first things I did was to look at profiles I thought were great to see where I could improve.

One way to improve is to optimize the “headline” for search engine optimization – a fancy way to say “I want to be found easily and first.” An example of that is provided here:

Suzanne has done a great job of including in her “headline” her job title and areas of interest. Because of these keywords, her profile is more likely to be displayed in search results of someone looking to connect with recruiters or likeminded professionals in that field. She has also listed websites, blog posts and other information that will help someone learn more about the company. If you have a personal profile and have a blog or website of your own, be sure to promote it here. Also include your Twitter contact if you have one.

Another key component to a good LinkedIn profile is the summary. It does not have to be a book – which I recently discovered. It should succinctly share with others how you can help them and how they might help you and why you should connect.

If you have not done so, edit your profile to claim your vanity URL. For example: www.linkedin.com/in/dmayse – this will help you optimize your own name in the search engines and also makes the URL easier to remember if promoted on resumes, business cards or email signatures.

Finally, ask for recommendations! Why not ask others to confirm what you have already listed in your summary and work experience. It helps you stand out and helps to build trust in forming new connections. Be selective in who you ask. Make sure it is someone who can truly vouch for your background, knowledge and skills.

There are more tips on improving your profile on the LinkedIn site. However, these are few things I need to do to improve my LinkedIn profile. It is still a work in progress. What do you need to do to improve yours?

Holiday Gift Ideas from Sodexo Careers

noreply@blogger.com (Sodexo Careers) — Mon, 05 Dec 2011 21:21:00 +0000

Are you struggling to find that perfect holiday gift for family, friends and colleagues? Consider a subscription to one or more Sodexo Careers online publications! The cost is FREE and all subscribers have a chance to WIN their next career opportunity. Consider these great gift ideas.

The bi-monthly Career Connections eNewsletter is brought to you by the Sodexo Talent Acquisition team. Your friend will benefit from the articles regarding trends in our industries, our values, Sodexo in the news, and articles focused on developing their career. Subscribe to Career Connections HERE.

Our Sodexo USA Careers Blog is the perfect subscription for the job seeker in your family. Informative posts about Our Culture, Our People as well as Job Search and Interview tips will help them navigate the Sodexo hiring process with ease. Click these links to gift a DAILY or MONTHLY subscription (recipients will need to verify their e-mail address and desire to receive the subscription).

Is your colleague a former Sodexo employee? Look no further than enrollment in Reconnexions – Sodexo’s Alumni Program. Reconnexions subscribers receive invitations to informative webinars and special job opportunities available only to current and former Sodexo managers. Subscribe to Reconnexions HERE.

By subscribing to Sodexo’s Talent Community Job Alerts, your friends will receive updates on jobs that match their personalized career interests at the interval they prefer. Visit HERE for a subscription to monthly, weekly or daily job alerts.

OK, I know what you’re thinking. You were hoping to get real gift ideas to make your holiday shopping easier. Well maybe our readers can help by leaving their best gift ideas as a comment on this blog or as a reply to @SodexoCareers on Twitter. We’ll choose one comment/tweet at random and give them a gift of their own – A Sodexo Kindle! See below for details. In the meantime, consider giving a gift that could bring smiles that last an entire career! Encourage your friends, family and colleagues to subscribe to Sodexo Careers!

*************************************

For a chance to win the Sodexo Kindle, post your gift suggestions as a comment to this blog post. You can also @reply to SodexoCareers on Twitter with your gift suggestion. We will number all posts received by 5PM ET on Friday, December 9^th and use the Random Integer Generator to select one winner. The winner will be notified using the contact information provided in the blog comment or via DM on Twitter.

Can You Hear Me Now?

noreply@blogger.com (Trish Freshwater) — Thu, 01 Dec 2011 14:58:00 +0000

By guest blogger, Michele Posehn, Senior Recruiter for Sodexo. Originally posted on the Student Branding Blog.

I have a love/hate relationship with my phone.

I’m on my phone during the day so much that my neck is permanently leaning down towards my shoulder. I guess I should include a headset on my Christmas list this year. Still, all this talking on the phone means that I’m spending a lot of time conducting phone interviews - and doing a lot of hiring! So, if you’ve applied for a job with Sodexo, it also means you should keep your cell phone charged!

Preparing for a phone interview is much like preparing for a face to face interview. In fact, your success on the phone has a direct relationship with your selection for a face to face interview. So, be careful not to slip into a casual approach to the interview since you’ll just be “talking on the phone.” Here are some tips for a positive phone interview:

Be on time.
If you are expecting a call from the recruiter, make sure you are in a quiet area free of disruptions or distractions. Turn off notifications on your phone for text messages and close your e-mail program so that you’re not tempted to lose your focus on the call.
Consider being contacted on a land line versus a cell phone to prevent those pesky dropped calls which can disturb the flow of the call.
Remember that your voice will be critical in demonstrating your eagerness, your excitement and enthusiasm. I can always hear a smile and hearing it is just as good as seeing it.
Practice! Just like you would practice for a face to face interview, practice answering questions you anticipate will come up during your phone interview. Get a friend to role play with you.
Prepare! Before your scheduled call, make sure you take some time to research the company and review the job description. Be prepared to talk about specific examples that show how your background matches the job requirements.
Ask questions. Prepare a list of questions you have about the company, the position and the next steps in the process. It’s just as important for you to ask questions as it is to answer questions.

One advantage to the phone interview is that you’ll be able to use cheat sheets. Unlike a face to face, you can have your resume, notes about the company, the job description and questions you would like to ask right in front of you. You will be able to speak to your background fluidly by referring to your resume for examples of projects handled or achievements in certain roles. You can even make a list of specific examples you would like to talk about. Don’t worry, this isn’t cheating! It’s how you can be better prepared to answer questions while you’re on the call.

There are more virtual recruiters out there like me, so don’t be surprised if during your job search one of us calls you about a job you applied for. And if we do, and you’re not prepared at that moment to discuss your interest in the job or it’s a bad time for you to talk, it’s ok to ask for an appointment at another time. Your preparation will set you up for success later.

New Grads Use Full-Time Work and Part-Time Contracting to Gain Experience

noreply@blogger.com (Sodexo Careers) — Mon, 28 Nov 2011 15:53:00 +0000

By guest blogger Nell Fry, Sustainability Coordinator, Georgia Tech Dining Services, Sodexo

Being young in the job market today has its challenges, to say the least. Because of the 9% unemployment rate, most jobs that are advertised want 3, 5, even 10 years experience because, well, that level of experience is available. Those of us who have graduated in the past few years really have not had the chance to accrue that amount of time in any positions, even if we held internships while in college. During my time at Georgia Tech I had a job, I was highly involved on campus, and I went to networking events regularly, but I have found the job market to be tough. My solution: networking and contract work.

Because I have not been able to reach three to five years of experience in my current job (simply because I have not lived that long), I have had to find other avenues in which to gain experience. Working in a specialized field, like I do in Sustainability, entry level job opportunities can be limited. I am lucky that since graduation I have held a full time job with Sodexo in the field I want to have a career in. To gain additional, valuable experience during this time, I have also contracted with two organizations. I have found that events and small businesses often want to increase the sustainability of their operation but there is just not the need to bring someone on full time. This is an opportunity for someone like me, who has some experience in operational sustainability, to come in, make a difference, gain some skills, and step out.

The most recent opportunity available was with Taste of Atlanta. This festival has about 40,000 attendees each year who look forward to sampling tastes from their favorite restaurants from all around Atlanta. As you can imagine, all those tasting, (plates, bowls, cups, napkins, forks, bottles) from 40,000 people can create quite a bit of trash. Let’s be honest, it creates tons of trash. Taste of Atlanta brought me on to help manage their waste more sustainably. I had the opportunity to organize their volunteers, work a little with their hauler and even organize a Farmers Market on the side. This contracting gig gave me experience organizing waste for a large event, contacts, and a little extra cash. Not too shabby.

In this kind of economy we have to understand that a little extra work is going to be necessary if we want to get to that dream job. You may not have the experience for the position you are looking at yet, but being proactive and willing to do that little extra will get you a long way (and may help you pay your rent in the meantime). Broadening your network is invaluable for finding these opportunities. Eventually a good network, a few contracts and a willing spirit might get you the job that may be just beyond your reach right now.

Nell Fry is the Sustainability Coordinator for Georgia Tech Dining Services, Sodexo. She focuses on improving the sustainability of GT Dining’s operations by increasing energy efficiency, engaging customers and employees and reducing waste. She also contracts her services to non-profits and large event planners around the Atlanta area.

UPDATE 12/7/2011 - Nel has accepted an Energy Analyst position with Sodexo. She will begin her new role in January 2012.

If I were looking for a new job I would...

noreply@blogger.com (Trish Freshwater) — Mon, 21 Nov 2011 18:48:00 +0000

By Karen Graham, Senior Recruiter

“If I were looking for a new job I would…” the 4th in a series of blog posts that will give you an opportunity to gain insight into the world of job seeking from a recruiter’s perspective.

If I were looking for a new job I would... be prepared for the hiring process.

Whenever I think of being prepared in mind and body, I remember a catchy tune from my Girl Scouting days: Be prepared, the Motto of a True Scout. I’ll sing it for you, if you ask.

As a Recruiter for Sodexo, I can tell you that being prepared is what I tell candidates when they ask, “How can I be successful in a job interview?” or “How can I increase my chances of getting hired?” I also caution them to be proactive to avoid asking this question: Why didn’t I get selected for the job?

The reason for why you didn’t get the job doesn’t always come with a simple answer. So, let’s do a little root cause analysis of the situation.

Was your resume up to date and relevant? Yes
Did you apply to a position that matches the skills outlined on your resume? Yes
Did you use social networking in a professional manner? Yes
Did you research the company of interest? Yes
Did you read the job expectations for the position? Yes
Do you have the ability to commute to the job location? Yes
Is the salary range posted aligned with your needs? Yes
Is your contact information up to date? Yes
Is your email/voice mail message professional? Yes
Did you reply promptly to correspondence? Yes
Did you leave your ego, gum and fowl language behind for the interview? Yes
Were you on time for the interview, wearing business attire? Yes
Were your answers during the interview on point and well developed? Yes
Did you ask some relevant questions to the interviewer? Yes

Hmm. Did you ask the interviewer if you met their expectation during the interview? What? Why didn’t you ask this question? This might be the only opportunity that you have for feedback on the interview.

Even if you answered yes to all the questions above, there is a chance you may not be selected as the final candidate. You might be competing for a position in a market that has a high volume of top talent. You may have great skills that align with the job requirements, but you might not be the *best* qualified candidate among all of the applicants.

Don’t be discouraged if you don’t get the job. Continue to network and stay focused on your career advancement goals. Continue to develop your ability to effectively articulate your skills, your ability to contribute to the success of a team and be prepared to discuss business decisions that you’ve made and your ability to solve problems. For any job interview, your motto should be: Be prepared!

Karen is a Senior Recruiter in Sodexo's Talent Acquisition Group. She currently recruits for management positions in the Camps Dining and Senior Living client segment in the Northeast United States.

Construction Experts Have Future Careers with Sodexo

noreply@blogger.com (Trish Freshwater) — Fri, 18 Nov 2011 14:52:00 +0000

By Amber Almeida, Senior Recruiter

As part of our commitment to offer Quality of Daily Life solutions to our clients, Sodexo now designs, manages and delivers construction solutions that offer expert advice and management expertise in every phase of a construction project with a single focus to exceed expectations.

Construction services cover the entire gamut of infrastructure renewal, general contracting and project management. Sodexo’s Construction Solution team embraces a range of skills in the field of general contracting, design and development, project management, construction management, infrastructure renewal management, energy/utility auditing, procuring and purchasing energy supplies.

The team is focussed on hiring top talent, including general contractors, project managers and skilled contractors with a background in infrastructure renewal projects. Here’s some of what our teams do:

Our infrastructure renewal teams focus on evaluating mechanical and electrical equipment at our client locations and offer solutions such as the complete or partial replacement of equipment to reduce long term energy costs.

Our general contractors are responsible for working with the facilities teams. They are often involved in activities that require skills in the field of construction technology or construction science, budgeting, hiring, scheduling and the ability to manage construction projects from start to finish.

Are you an expert in construction management? If you have experience in construction management, architecture, architectural engineering or mechanical engineering, it could lead you work on bigger projects in the future.

To learn more about Construction services offered by Sodexo, please contact Amber Almeida or go to www.sodexousa.com and enter keywords construction or infrastructure renewal.

Talent Review: Planning For Advancement

noreply@blogger.com (Trish Freshwater) — Wed, 16 Nov 2011 16:33:00 +0000

By Trish Freshwater, Senior Communications Manager

"Why do they want to get rid of you?"

This was my mother’s reaction to my first Talent Review meeting with my supervisor. Each year, Sodexo managers meet with their direct reports to talk about their professional interests and goals. The conversation focuses on the employee’s skills, possible advancement opportunities within the company and the skills needed to be able to successfully compete for those positions.

The outcome of this meeting is a plan that includes classes and/or conferences and seminars – along with other key directives – that will help the employee prepare for his or her next career move within the company. For instance, opportunities for job shadowing and mentoring are offered. And, stretch assignments can be assigned to help build leadership or technical skills. What a great way to really learn, hands-on!

But, my mom is a Baby Boomer. She’s retiring this year after working the same job for nearly 40 years. Like others in her generation, she values hard work and her job has defined much of her adult life. In fact, when she submitted her retirement papers she said to me, “What will I do? I’ve never not worked.”

For me, as a Gen Xer with Gen Y tendencies, I’ve held several different jobs over the past 20 years – each progressing me forward in my search for the best fit. Along the way I’ve gained valuable skills and sought the company where I felt at home, where I could grow my career while caring for my family, a place that would value my skills yet help me achieve a greater work-family balance.

At Sodexo, I have seemingly found a great fit. Not only am I fortunate enough to work from home and avoid all the stress of my former commute, but my boss is keenly interested in recognizing my skills and my potential. She wants to see me succeed and plays an active role in pushing me towards my potential.

Throughout my mom’s career she has had good bosses and bad. She’s had some encourage her interests in taking college courses and others who have questioned her every move. It’s no surprise that she’s developed an instinct to question authority when changes are encouraged or, often, insisted upon in her role. After all, there could be some motive behind those actions.

So when I explained to my mom that the Talent Review process is actually an extremely positive and proactive approach towards managing my career, she felt a little better. I clarified for her that our conversation about other possible positions in the company is not intended as a means to “get rid of me,” but more of a development tool to find the path for my future career.

Still, she’s my mom. And she worries. And I often sigh into the phone, “Mom, everything is fine. Stop worrying!” But, one day, I’m sure I’ll have the same conversation with my children who will tell me not to worry. Just don’t tell my mom. In the meantime, I feel optimistic about my future at Sodexo – knowing that my options are nearly limitless.

Guidance from Seven Grandfather Teachings

noreply@blogger.com (Sodexo Careers) — Mon, 14 Nov 2011 16:30:00 +0000

In recognition of Native American Heritage Month, we share with you the following excerpt from an upcoming post on the Sodexo Blog by Eugene Magnuson, a Sodexo General Manager with Pokagon heritage.

As a member of the Pokagon Band of Potawatomi Indians I feel obligated to provide you with some of the foundations of my culture. I would like to elaborate on the Seven Grandfathers teachings. These teachings are well accepted among the Great Lakes Tribes and much of Indian Country in general as follows:

No’ek Mishomesnanek knomagéwenen

Seven Grandfather Teachings

Wedasewen – Bravery
Having courage and strength to make good choices when faced with
difficulties and challenges in life.

Edbesendowen – Humility
To recognize ourselves as humble and human.

Bwakawen – Wisdom
Using good judgment and attitude, we have the ability to
teach others what we have learned.

Debanawen – Love
To show affection and feel love for all beings. To be
unselfish in our relationships with one another.

Gwekwadzewen – Honesty
To be trustworthy and truthful.

Wdetanmowen – Respect
With a good heart, we share our
appreciation and thoughtfulness to all.

Dewewen – Truth
To show in our character and actions a
learning, knowing, and honoring of truth.

We have many responsibilities as human beings. These sacred Nishnabé teachings that have been passed down through the generations can help guide us in our lives if we practice and live by them.

Eugene Magnuson is currently the Director of Food and Nutrition for Mount Sinai Hospital a 325-bed teaching, research, and tertiary-care facility and Schwab Rehabilitation Hospital a 100-bed Rehabilitation hospital in Chicago, Illinois

Opportunity and Support to Deserving Heroes

noreply@blogger.com (Sodexo Careers) — Thu, 10 Nov 2011 15:15:00 +0000

by Guest Blogger Walter R. McCollum, PhD

Sr. Director Organizational Development HONOR National Chair

with contributions from Anthony Scarpino, Sr. Director Talent Acquisition and HONOR Membership Chair. You may also be interested in the companion post here.

This Veteran’s Day, I’ll join many Sodexo colleagues at an event to celebrate the brave men and women that have served in the US Armed Forces. We’ll also be celebrating the 3^rd anniversary of HONOR, the employee network group that provides support, guidance and resources to Sodexo employees connected to the military and their families. And our CEO, George Chavel, will reaffirm Sodexo’s commitment to the employees who serve in the Guard and Reserve by signing a statement of support.

The theme of this year’s meeting is “The Impact of Mentorship on Veteran Transition.” While mentorship programs can benefit all types of employees, veterans are particularly in need of this resource to smoothly navigate their way back into an unfamiliar civilian work environment. Several years of being away from an office setting, adjusting to new business practices or equipment or maybe adjusting to a new disability, all can make starting a new job even more stressful. Employers who can assist veterans in making this transition, reap the benefits of a talent pool that can quickly master new tasks and lead high performing teams that overcome adversity to achieve their objectives.

But not all veterans are created equal. In this post, I will focus on transitioning career veterans and officers who enter the civilian workforce after years, and sometimes a career of service in the military (you can read my thoughts on "young vets" on the Sodexo Workforce & Diversity blog).

A career in the armed services can span a variety of roles and specialties with increasing rank. Some may receive highly specialized training with sophisticated equipment and technology and high ranking officers are among the most sought after candidates for leadership positions. As a group, the unemployment rate for veterans with a college degree is about 4-5% which is slightly better than non-veterans with a degree.

Employers who aggressively recruit from the US military typically seek the officers and technical specialists through outreach to professional service organizations, personal networks and in some cases, Transition Assistance Programs. Job opportunities are online and describe the specific attributes of military service that will lead to success in the civilian role. Military friendly employers implement training programs for recruiters and hiring managers to search for and recognize the important skills and experiences sometimes hidden in the military jargon of a veteran resume.

Career veterans benefit from military to civilian transition programs as much as their younger, enlisted counterparts. Years of operating in a military, authoritative highly structured environment does not always translate easily to the participative management styles of the civilian workforce though even the armed services are improving in that regard. Like non-veterans, veteran employees will want to utilize management development programs that help them grow with the company.

Mentoring is an effective recruitment and retention tool for this important population demographic. At Sodexo, one-on-one mentoring relationships will help build awareness among Sodexo employees of the valuable training, experience and insights that veterans can contribute to our company’s growth and success. Ultimately, this connection will enhance an atmosphere of mutual understanding, respect, and support.

Each year on Veterans’ Day we celebrate the bravery of those who have served. In addition to our thanks, many employers will also extend opportunity and support to these deserving heroes. Will your company be one of them?

What if your resume was a car?

noreply@blogger.com (Trish Freshwater) — Mon, 07 Nov 2011 19:21:00 +0000

By guest blogger, Michele Posehn, Senior Recruiter for Sodexo. Originally posted on the Student Branding Blog.

No matter who we are, a college student, a chef, an accountant or even a recruiter, our job search started in the same way – with a resume. This document is perhaps the most important piece of paper you own (no offense, college diploma) because it will paint a picture of who you are for someone who has never met you.

Your resume is the key to getting your foot in that well known and talked about door of interviewing. So, your resume must act as a sales presentation.

You might think of your resume as a car. The core of all cars is the same – they have an engine and parts that make it run, some seats and doors and a sound system. But how, then, do some car salespeople or car companies seem to sell their product far better than their competitors? They point out what’s unique, what’s award winning, what’s innovative. Maybe the sound system has six speakers instead of four. Maybe the seats are heated and have position memory for different drivers. Maybe that particular car was rated very highly by an industry association.

Unique attributes. Those are the elements your resume needs – highlighting your qualities by qualifying and quantifying them.

Let’s say you took part in a community project. Take a look at these two statements and decide which would read more impressive to a recruiter:

Part of a Habitat for Humanity team in the New York area that constructed two homes.
Team lead for school’s first ever Habitat for Humanity initiative. Coordinated team of 15 volunteers that constructed two homes in the New York area. Recognized by school’s president for leadership.

At their core, both statements say the same thing – you took part in Habitat for Humanity. But the second goes further to establish what your exact role was in the project and why it was so notable.

When I give advice to people as to where to start when writing their resume, I tell them to think about their job and consider if they were to ask for a raise, what would be the top five to seven reasons they would give as to get one.

As a student, you can do the same. If you don’t have work experience, you can consider club leadership roles and why others should vote you in again. Did you increase membership? If so, don’t stop there – tell us by how much. Did you take ownership over a significant project? If so, did it save money or create efficiencies and how did those impact the group?

When applying for jobs, you have a dual role as both salesperson and main product. No one else will be able to better sell your skills, your experience and your personality. Although a resume is only a compilation of words, it can come to life if you put some power behind it.

Never let a statement sit on its own; give it character and substance. Develop your resume so that it answers the question “So what?” and sets you apart from others. Hungry for more? Click here for more Job Seeker Tips, including links to help you strengthen your resume.