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opportunities at hundreds of the most sought after companies in the
PMA does goal oriented interviews
geared to understand both your current and future aspirations.
PMA will treat your information with
PMA will put you at the right place,
at the right time, in front of the decision makers.
PMA walks hand in hand with you
through the entire interview process.
offices are staffed with well-trained, salaried consultants with
previous experience of various levels in the management industry. We
know the industry, who the "players" are and how to access them.
PMA has the highest concentration of Certified Personnel Consultants
in the United States specializing in Restaurant, Hospitality and
SAMPLE RESIGNATION LETTER
I want to thank you for
all you have done for me here at (company). It’s been a
pleasure working with you, and representing the company
as your (job title). I have accepted an offer with
another firm and have decided to tender my resignation
as of today. This decision has nothing to do with the
exceptional opportunity you have provided for me here.
You and the company have been more than fair with me,
and I genuinely appreciated all you support. My decision
to leave (name of company) is final and I would
appreciate it if you respect that decision. It is
something that I have entered into with much thought and
I know that this is the right career move for me at this
time. I wish (company) continued success and I want to
thank you for allowing me to be a part of your team. .
My last day of employment with (name of company) will be
on __________. Please feel free to contact me at any
time if I can be of further assistance with a smooth
I want to take this time to thank you for the
professional relationship and leadership you have
provided during my tenure here. I have enjoyed the work
environment provided by you and the company.
have accepted a new position with another company. My
last day of employment with (name of company) will be
on __________. My decision to leave (name of company)
is final and I would appreciate it if you respect that
decision. It is something that I have entered into with
much thought and I know that this is the right career
move for me at this time.
all that you have done for me in the past and hope we
can maintain a cordial, professional relationship in the
Name of Person
Telephone Number, Email
On a mission to implement my formula for unlimited
success; mix a high level management position in a
large and well established organization with my
exceptional leadership skills.
Present Name of Company
Created the “Dream Team” of General and
Support Managers. Motivated, focused, competitive,
strong belief in people’s goodness and will not stop at
anything until the job is complete.
In 2001 I was awarded “Area Coach of the
year” in the Taco Bell System (Franchise side).
In 2001, and 2002 five of my stores were
ranked in the top 10 among 4,555 stores. Superior
customer service and safety was the platform of the
Improved Sales by an average of 9% a year
in the last 5 years (17% increase last year).
Designed a comprehensive accountability
system that tracks the daily store performance in sales&
cash, cost of sales, turnover, staffing...Etc. This
system became the standard in Century Fast Foods and
many other franchises in LA.
Supervised the opening of 9 stores in the
company. Helped refine operations to include concepts
like Pizza Hut, KFC, A&W and Long John Silvers with our
Taco Bell stores to continue providing outstanding
service to our customers.
I command a complete mastery of P&L. I
have passed on the knowledge to my general managers who
score the highest margin of profit in the company year
1995- 1997 Name of
Restaurant General Manager
Increased store Net Sales by 27% (from 37K
to 47K per week). My store was recognized multiple times
by Taco Bell Corp. in 1994 and 1995 for “highest sales
growth” in the Great Western Market (CA, AZ, and NV).
I created a comprehensive training system
that ensued continuous development of all employees in
Was selected to be the Director of
Training in the company, which enabled me to recruit and
supervise training of all salaried managers in the
1995 Name of Company
Title: Assistant / General Manager Trainee
absolute hard work and dedication I worked my way up
from a crew member to an Assistant Manager in 2 months.
Learned all the responsibilities of a store manager and
had the chance to apply that knowledge when the Market
Manager assigned me a store to run as a General Manager
1994 Wright State University, Dayton, OH
Science, Biomedical Engineering
GPA 3.15(General), 3.78(Major)
Fall 2003 –
Present California State University, Northridge, CA
All references are on file and will be provided upon
COUNTEROFFER ACCEPTANCE - "THE
ROAD TO CAREER RUIN"
-Written by Paul
Matthew Henry, the 17th
century writer said, "Many a dangerous temptation comes to us in fine
shiny colors that are but skin deep." The same can be said for
counteroffers, those magnetic enticements designed to lure you back into
the nest after deciding its time to fly away.
The litany of horror stories I
have come across in the years as an Executive Recruiter, Consultant and
publisher, provides a litmus test that clearly indicates counter offers
should never be accepted . . .EVER!
I define a counter offer
simply as an inducement from your current employer to get you to stay
after you've announced your intention to take another job. We're not
talking about those instances when you receive an offer but don't tell
your boss. Nor are we discussing offers that you never intended to take,
yet told your employer about anyway as a "they want me but I'm staying
with you" play.
These are merely astute
positioning tactics you may choose to use to reinforce your worth by
letting your boss know you have other options. Mention of a sure
counteroffer, however, carries an actual threat to it.
Interviews with employers who
make counteroffers and employees who accept them have shown to be as
tempting as they can be. Acceptance may be CAREER SUICIDE! During
the past twenty years, I have seen only isolated incidents in which an
accepted counteroffer has benefited the employee. Consider the problem in
What really goes through a
boss's mind when someone quits?
"This couldn't be happening
at a worse time."
"This is one of my best
people. If I let him/her quit now, it'll wreak havoc on the morale of
"I've already got one
opening in my department. I don't need another one right now."
"This will probably screw up
the entire vacation schedule."
"I'm working as hard as I
can, and I don't need his/her work, too."
"If I lose another good
employee, the company might decide to "lose" me."
"My review is coming up and
this will make me look bad."
"Maybe I can keep him/her on
until I find a suitable replacement."
What will the boss say to
keep you in the nest? Some of these comments are very common.
"I'm really shocked. I
thought you were as happy with us as we are with you. Let’s discuss it
before you make your final decision."
"Gee, I've been meaning to
tell you about the great plans we have for you, but it's all been very
confidential up until now."
"The VP has you in mind for
some exciting and expanding responsibilities."
"Your raise was scheduled to
go into effect next quarter, but we'll make it effective ASAP."
"You're going to work for
Let's face it, when someone
quits it's a direct reflection on the boss. Unless you are really
incompetent or a destructive thorn in his/her side, the boss might look
bad by "allowing you to go. His/her gut reaction is to do what has to be
done to keep you from leaving until he/she is ready to let you go. That
is human nature.
Fortunately, it's also human
nature to want to stay unless your work life is abject misery. Career
changes like all ventures into the unknown, are tough. That’s why bosses
know they can usually keep you around by pressing the right buttons.
Before you succumb to a
tempting counteroffer, consider these universal truths
Any situation in which an
employee is forced to get an outside offer before the present employer
will suggest a raise, promotion, or better working conditions, is
No matter what the company
says when it is making it’s counteroffer, you will always be considered
a fidelity risk. Having once demonstrated your lack of loyalty (for
whatever reason), you will lose your status as a team player and your
place in the inner circle.
Counteroffers are usually
nothing more than stall devices to give your employer time to find a
replacement for you.
Your reasons for wanting to
leave still exist. Conditions are just a bit more tolerable in the
short term because of a raise, promotion or promises made to keep you.
Decent and well-managed
companies don’t make counteroffers, EVER!! Their policies are fair and
equitable. They will not be subjected to counter offer coercion
or what one may perceive as blackmail.
IF THE URGE TO ACCEPT A
COUNTEROFFER HITS YOU, KEEP ON CLEANING OUT YOUR DESK AS YOU COUNT YOUR
TEN REASONS FOR NOT ACCEPTING A
(Provided by Industry Trainer, Bob Marshall)
What type of company do you work for if you have
to threaten to resign before they give you what you are
From where is the money for the counteroffer
coming? Is it your next raise early? (All companies
have strict wage and salary guidelines that must be
Your company will immediately start looking for a
new person at a lower salary price.
You have now made your employer aware that you
are unhappy. From this day on, your loyalty will always
be in question.
When promotion time comes around, your employer
will remember who was loyal and who wasn’t.
When times get tough, your employer will begin
the cutback with you.
The same circumstances that now cause you to
consider a change will repeat themselves in the future,
even if you accept the counteroffer.
Statistics show that if you accept a
counteroffer, the probability of voluntarily leaving in
six months or being let go within one year is extremely
Accepting a counteroffer is an insult to your
intelligence and a blow to your personal pride, knowing
that you were bought.
Once the word gets out, the relationship that you
now enjoy with your co-workers will never be the same.
You will lose the personal satisfaction of peer group
10 Mistakes Made By Job Seekers
1. "Insert Job Here":
Most job seekers are looking broadly at any available
position that fits within their interests and skills
set. Therefore, they send out undirected résumés and,
even worse, form cover letters differentiated only by
the value in the "insert job here" space. Spend a few
extra minutes to learn about the organization, and
personalize your letter and resume reflecting what makes
your candidacy special.
2. Read and Follow
Directions: Does the
application call for a writing sample and a salary
history? Are you being instructed to mail by post all
materials, or would the organization like applications
submitted electronically? Job description writers pay to
advertise specific directions for a reason. Follow them.
Think About the Message You Send:
Rehearse the voice mail message you plan to leave.
Consider a more serious e-mail address. Does your home
voice mail play strange music or have a silly outgoing
message? Is your résumé printed on purple paper? All of
these things factor into a headhunter's first, and
A Poor Résumé:
Too many résumés cross my desk and end up in the trash
can. The really good ones grab my attention and get
read, and even better, get forwarded onto a hiring
committee. The really bad ones list tasks and skills,
rather than accomplishments and results. Stop writing
about your hobbies; start writing about the change you
brought to an organization and the constituency it
Nine out of ten résumés I have seen claiming that the
applicant is "detail oriented" have a typo on it
somewhere. Some of these typos are tricky, like extra
spaces and missing hyphens. Others, sadly, are not.
Don't forget to look over headers and addresses, even
your name – several weeks ago I consulted with a
Phylllis who had just sent out a hundred résumés in a
mass mailing – for pesky mistakes.
Dream, Within Reason:
If I've seen your resume cross my desk for jobs way out
of your range, I won't be inclined to believe your
interest or fit when you apply for something perfect. Of
course you can move into increasingly senior positions –
I spend all day every day helping job seekers do exactly
that – just don't try to skip too many steps up the
ladder or you might become the boy who cried wolf.
Know Your Weaknesses:
I am always willing to consider imperfect candidates. No
candidate ever has everything the search committee
wants. I'm never inclined, however, to consider
applicants who are imperfect but think they are the best
thing going. If you are missing a key skill or some
years of experience, own the weakness, but then describe
how your other skills and experiences will help you
compensate or catch up quickly.
Curiosity is Key:
Nothing saddens me more than a candidate who seems ideal
at first, but then asks me no questions about the
organization I am representing. If they aren't curious
about the position or the group, then I begin to second
guess whether they are really the right fit. Once a
hiring manager's excitement is dampened, it's hard to
get it back. Note: questions based on the salary or
benefits do not count.
Thank You Notes:
Call me old fashioned but, I like thank you notes. Thank you letters are
the perfect opportunity to remind your interviewer why
you should be hired, or for you to insert into the
equation a key fact that you forgot to mention when you
met. These letters are so uncommon, sadly, that
candidates who thank me for spending time with them
stand out in my mind. I become more attached to them, I
campaign for them more vigorously, and they get hired
10. Get a Second Opinion:
Send your résumé to a friend, a colleague, a mentor or a
résumé professional who can give you an outside
perspective. Often, job seekers think that they have
been exceptionally unambiguous about their proudest
career moments when, in fact, their résumés are unclear
to anyone who wasn't sharing the same conference room.
An outside pair of eyes will shed light on your résumés'
strengths and weaknesses, and help your materials shine.
Verify the time, date, and location of the interview. Allow
yourself plenty of time to arrive 15 minutes early to the
Men’s hair should be perfectly trimmed & well
groomed; women’s hair should be simple. Wear conservative clothing
in subdued colors. Keep jewelry and/or make-up to a minimum.
YOU MUST HAVE AN EXTREME AMOUNT OF
Smile often! Have a positive attitude / outlook on everything. A
firm handshake & eye-to-eye contact are a must!
Three items that you must convince an employer:
you do the job? B. Does your personality fit in with the
personality of the company & position? (Management positions require
a self-motivated, high-energy personality - A LEADER!). C. Will you
be with the company long-term?
5. DOING THE
JOB: Bring out to the employer at least FIVE points about
yourself that you are proud of...i.e. your family;
awards/achievements; how you may have increased profits/sales, etc.
Again, ENERGY IS EVERYTHING...also, ask
questions about the employer. How long have you been with the
did you go to work for the company? These questions make the
interview more personal and, as a result, the interviewer can see
your personality fitting in better with the company.
7. LONG TERM:
must convince the employer that you will be with the company for a
long time. Questions such as, “If I give 110% effort & do an
excellent job, where can I be with your company five years from
go a long way in convincing the employer that YOU ARE FOCUSED,
not just on today, but the future as well. It also shows that the
training the company will invest in you will be well worth it.
8. DO'S & DON'TS:
ASK FOR THE POSITION AND BE CONFIDENT.
Smile - often! Listen. DON’T talk money/benefits (if you do,
you’ll be convincing the employer that you are more interested in
money vs. future advancement). DON’T talk negatively of
current or past employers.
Tell me about
yourself. Why do you want to leave your present job? What are your
assets/liabilities? Why should I hire you? Your responses should
be positively constructive, upbeat, short and to the point.