Launching the brand new MANITOBA BEST program
When one mistake can cost you a customer, can you really afford to learn by trial and error? How do potential customers know you offer the best in service without experiencing your hospitality first-hand? Take advantage of this special introductory offer, and join us for a new MANITOBA BEST experience:
MANITOBA BEST Service Excellence
Date: Wednesday September 23, 2009
Location: MTEC Office (1534 Gamble Place)
Time: 8:30 am – 4:30 pm
Cost: $50.00 per person plus GST
To register contact Vanessa Hernandez at 957-7437, or email: workshops@mtec.mb.ca today!
Second Best is no where near MANITOBA BEST!
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MTEC is excited to be the lead training provider of the Diversity Food Services program that started this July
Diversity Food Services is an initiative through SEED Winnipeg & the University of Winnipeg Community Renewal Corporation (UWCRC). The majority of participants are immigrants, new-comers to Canada and Aboriginal people. Participants wrapped up their classroom training of the emerit Tourism Essentials as well as the new pilot for Canadian Workplace Essentials in mid-August, and also completed the MANITOBA BEST Service Excellence workshop. With roughly 40 per cent of employees who receive no or poor job training leaving their positions within the first year, MTEC was proud to provide all of the training for this group. They are all excited to take their classroom experiences and start transferring them to the kitchens and coffee shops where they will be serving the University of Winnipeg and surrounding areas with quality food that is also culturally diverse.
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Reminder for MTEC’s Sixth Semi-Annual Hospitality and Tourism Job Fair - Friday August 28, 2009
MTEC’s sixth semi-annual Hospitality and Tourism Job Fair is on August 28, 2009, in the Millennium Suite, Winnipeg Convention Centre
The registration form and information letter are posted on the MTEC website. The registration form can be found here, and the information letter can be found here. If you have questions about the event, please contact Luanne Christensen at 957-7437 or lchristensen@mtec.mb.ca for details.
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MTEC Job Board
With over 1000 monthly visits to our website, MTEC encourages you to take advantage of Manitoba’s first Hospitality & Tourism Job Board.
All hospitality & tourism employers within Manitoba can place recruitment ads for FREE.
To post a job, please follow these easy steps:
log-in or create a user profile, by clicking here
Submit your job posting by completing applicable areas
Administrator will approve the job posting within two business days at which time it will then be displayed on the job board
or
Click Here to view jobs already posted
If you have any questions, please contact Fiona McIntyre at tourismcareers@mtec.mb.ca or 204-957-7437.
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Don't forget to mark your calendars....
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Calling New Board of Directors....
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We have added a new section to our e-newsletter called Spotlight On… In this section we are pleased to shine the light on some of the agencies that we work with and that you as employers can tap into. This month we spotlight the Winnipeg Transition Centre.
The Winnipeg Transition Centre is a non-profit employment service agency funded by Employment Manitoba. We provide FREE professional job search guidance to unemployed Manitobans. Services include transitioning, resume development, interview preparation, job search skills and self-marketing techniques.
Free Employer Recruitment and Outplacement Services
Recruitment: We offer a free referral service for employers who are hiring. This service allows you quick access to a pool of skilled and motivated workers. Our clients have a wide range of career goals and are represented from unskilled / skilled labour to senior management. Once employers send us a job description, we develop a list of our participants that meet the hiring criteria and inform the employer using a pre-arranged agreement.
Employer Presentations: We encourage your company to come to our facility and speak to our participants about career opportunities and typical hiring procedures.
Outplacement: If in the future your company is experiencing cutbacks or terminations, consider referring staff to the Winnipeg Transition Centre. The program is FREE and focuses on empowering clients with the skills they need to find work. Services are confidential and professional.
We are currently celebrating our 20th anniversary on August 27th with an open house between 1:00 - 7.00 pm. Please contact us at 204-338-3899 to register or online at ears@winnipegtransitioncentre.com
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Employee Training Delivers ROI
What if you fail to provide skills training for your employees? What will happen to your tourism/hospitality business?
One recent survey discovered a startling statistic. Roughly 40 per cent of employees who receive no or poor job training leave their positions within the first year. They cite the lack of skills training and development as the number one reason to move on. No way to learn, no reason to stay. It’s that simple.
The benefits of training
As any successful tourism operator will tell you, effective and appropriate employee training is worth the investment—many times over.
Research shows that a proper staff training program can increase productivity and employee feedback, reduce absenteeism, improve customer service, lower the number of complaints, add sales and decrease the need for supervision. It can also boost personal confidence and job satisfaction because employees feel valued, appreciated and committed to your business.
The cost of turnover
Without training, frontline employees leave. Consider the cost of turnover. With one less worker, your company’s productivity slips and sales decline. Your current staff members are required to work more hours. Morale may suffer. To find a replacement, you spend time screening and interviewing applicants. Once you hire someone, you need to train that person.
When totalled, the cost of staff turnover and the downtime to find a new employee adds up. Figures vary, but it costs a minimum of $1000 to $2500 (depending on the position) to replace a frontline employee. A hefty price to pay for not training staff.
Which brings us back to the main point: employee training and development is vital to your business success. It increases your bottom line—and reduces staff turnover.
The stages of training
So where do you start? To develop an effective training program, follow these steps:
Begin with a new employee orientation that outlines expectations
Train your staff members according to their job descriptions
Find out what the employees don’t know, and train to fill those particular gaps in their experience. This saves time and money, and shows you value the specific background of each employee
From there, build skills that exceed the job description:
Give them more responsibility to make decisions
Ask them to train junior employees
Provide incentives, such as professional training seminars. This will lead to greater motivation and a potential job promotion for your employee
This is the big picture view of how employee training benefits your company. It starts from day one, and becomes successive as your employees grow. Training motivates them to improve and builds self-confidence.
Learning and upgrading employee skills makes business sense. Granted, it may take some time to see a return on your investment, but the long-term gains associated with employee training make a difference. The short-term expense of a training program ensures you keep qualified and productive workers who will help your company succeed. That’s an investment you can take to the bank.
From: Go2 The Resource for people in Tourism
This article may be republished for non-commercial purposes subject to the provisions of the Website Use Agreement.
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HR Reporter
7/29/2009
Promising job candidates often disappoint: Survey
7 tips to make the best hire
Interviewing a job applicant can be like going on a blind date — the applicant looks good on paper but often disappoints in person, according to a new survey.
Nearly two-thirds (65 per cent) of 100 senior executives interviewed by Robert Half International said it is very or somewhat common for candidates with promising resumes not to live up to expectations during the interview.
One-quarter (27 per cent) said it was not very common and eight per cent said it's not at all common.
"A resume offers only a partial snapshot of the job applicant," said Kathryn Bolt, district president for Robert Half International's Canadian operations. "However, in-person interaction is essential to ensure the candidate demonstrates the technical and soft skills required to make a valuable contribution to the organization."
Robert Half offers the following tips to help hiring managers make the best hires:
1. Fish where the fish are. Create finely tuned job ads that describe the ideal candidate and post them in targeted places, such as industry publications and professional association websites, to attract strong candidates.
2. Network. Seek recommendations from colleagues, staff and other professional contacts. Also network online and with members of industry organizations to ensure you cast a wide net.
3. Stay front and centre. You know best what you want in an employee. Help prevent delays and potential hiring mistakes by remaining closely involved in the process from beginning to end.
4. Narrow the field by phone. Following up on promising resumes with a 10-minute telephone interview can help ensure you invite only the best candidates to in-person interviews. This can be a time saver because you'll get an early reading on a person's interpersonal skills and potential fit with your team.
5. Audition candidates. Bringing in workers initially on a temporary or project basis can give you the opportunity to observe firsthand their skills, performance and fit for a full-time position.
6. Get help. Specialized recruiters can help you pinpoint your staffing needs. And through their networks, they have access to people you might not be able to locate on your own, including professionals who may not be actively looking for a job but are open to making a change for the right opportunity.
7. Don't delay. Don't procrastinate when you identify strong applicants. By moving too slowly, you risk losing your first choice.
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"Expect the best. Prepare for the worst. Capitalize on what comes."
-Zig Ziglar
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