Over last 48 years and 5,079 placements three traits stand out.
There are lots of traits talented EC’s need. Culinary training, organizational skills, leadership, motivational skills, ability to train, simplify, recognize talent, firm but calm, anticipation, addressing crisis, consistency, creativity, etc. Initial list was 20 traits.
Over years, clients narrowed list.
Let’s define success: Meeting goals, developing people, satisfying customers, and anticipating unknowns/surprises.
What are 3 critical traits to employers?
Ability to show employees how. Early in careers bosses tell employees what they want done. Clients want EC’s who can show employees.
Show them how meal should be prepared, plated and kept warm or cold. But those are technical skills that are easily determined. Just have Chef prepare a meal. Then demonstrate “how” to Sous Chefs, Cooks, etc.
Decades ago, clients could quickly see if EC candidate could cook. The trick. Could they show others how to do it. The “why’s behind prep. What to watch out for. Those were skills management wanted EC candidates to display.Did candidates show or tell? Employers made it clear they wanted EC candidates who could show. But back up “show” with explanation that reinforced the “why” that went into the preparation.
Candidates, when interviewing. Paint a picture with your words. Using words to paint a picture is important skill.On your commute, out loud, explain how you prepared a meal today. Expect to trip over yourself first few times. Why out loud? Instead of just thinking through the meal prep? You need to hear how words sound.
Second, they wanted EC candidates that could show employees how.
Wait a minute. Didn’t we just cover that? Clients told us they wanted more.
Clients wanted Chefs who could show culinarians how to lead. How to supervise, manage, train, motivate, and inspire employees. Then show culinarians and other staff how to teach same skills down the line. If the Chef can’t do it, the skills won’t get passed to others.Third, clients wanted Culinarians with ability to recognize skills in employees that can lead to promotion. Candidates who enjoy teaching and showing people “how to.”
To spot the dish washer who had interest and talent to become cook. Or Purchasing Agent. Which employees in back-of-the-house had skills that should be in front-of-house. Or in totally different departments.
Clients know that most hourly associates are looking for a job first. Most associates don’t know what they want to do, or what skills they have. They need people who can help.
That’s where EC can be invaluable.
Smart employers know that HR can often spot talent coming through the door. Once hired, direct bosses are better at spotting potential talent.
Knowing what employers wanted in EC’s enabled us to change our pre-screening. Instead of just worrying about technical culinary skills we started looking for managerial and leadership skills. Looking at EC’s that are interested in moving beyond cooking.
Over the years clients and candidates have taught us. Now we are sharing. So those coming up learn more than just cooking skills.
Enjoy articles like this? Hearing what successful EC’s/Chef de Cuisine’s do? Reach out through LinkedIn.
Tom Ferree is the founder of Ferree & Associates and SecureEmploy, organizations focused on helping companies find exceptional talent and helping professionals advance their careers. Since founding Ferree & Associates in 1977, Tom has worked extensively with hospitality companies, executives, and rising leaders across the industry. Through SecureEmploy, he shares practical career strategies, leadership insights, and real-world advice to help professionals grow their careers and help organizations build stronger teams.
