How To Write a “Bloody Good Resume”


It is the first thing the recruiter,the client,the HR Manager,the GM views and we judge you on this.When applying to a position ,you are just a number , another resume amongst 100’s of others,recruiters, clients, employers and HR Managers receive. Of course, if applying to a high end hospitality recruiter you will usually receive more attention as it’s a more directed application BUT this is an overall general picture being painted.

Believe it or not most CVs get around a 10 second view,so the effort you put in is what you get in return.

So what effort did you put into your CV?

Hypothetically;Would you send your current resume to a function/cocktail evening representing you? How comfortable do you think you would be knowing this? If not comfortable then time to rethink what you are sending out .If comfortable you are on the right track. You had the CV in a Tux or Evening Gown,well done.

Like a painting in an art gallery,we stand back, admire and enjoy. Your CV is no different. If looking at your resume doesn’t grab you, then it’s not going to grab the reader. So take the time and put in the effort and the rewards will come your way. Thats life, persistent effort will always be rewarded. Always has.

For your resume a few pointers:

No 1: Remember the recruiter,the client or the HR Manager are NOT mind readers;so for the the hospitality CV, a few basic rules:


  • Photo in top right hand corner and never any “selfies” and or the use passport photos. No one looks that great in a passport photo ,not Tom Cruise neither Charlize Theron.Use your smart phone, have someone take many snaps and out of the 50 or so you WILL get one that grabs you. If it takes Vogue Magazine days and 100os of shots  to get one  quality model shot good enough for the front cover , why do we think it takes us 2 minutes?

For international positions add in.

  • Age
  • Marital status
  • Children, especially of school age years.


Each child can cost a client , an employer a minimum $15k usd pa  per child upward ; and in some cases up to $30k per child per year in places like the UAE ,HK ,Japan, China . Hiding this may come back to bite you so best to be upfront now. As mentioning you have 4 children in your 3rd  interview could be a “slight dampener” on the occasion.

  • Add in tertiary education, on-going course , computer skills, awards and achievements . Sell your awards ,many do not.


  • Always put in Month and Year start and finish AND reason for leaving.
  • Name of Hotel / Resort. + Web site address.
  • Star ratings .
  • How many rooms, suites, villas etc 
  • How many F&B outlets. Function rooms and size.
  • Reporting to whom?.
  • How many people you manage?.
  • Brief description of the property. i.e. “The Fabien Hotel is a LHW located in the heart of Paris. 235 rooms and suites ,4 award winning F&B outlets.One Michelin star and home to diplomats and celebrities ………… get the gist.

I mean ,give a description of the Hotel/Resort Restaurant that paints a vivid picture;that excites the reader and you.

As mentioned, if your resume doesn’t grab you it ain’t going to grab the reader.


Commenting  “If they could only meet me, I know I will get the job” (No you won’t) this comment does not cut the mustard with employers nor recruiters.

Some talented candidates add in photos of the property  to the right hand side of their position .This is fine as really your CV is your marketing document.It’s a brochure .So make a impact. Sell yourself/market yourself.

Put your heart, mind, intellect and soul even to your smallest acts.  This is the secret of success.

~Swami Sivananda

For Chefs and Restaurant Managers make sure you have :

  • Size of operation.
  • How many seaters. and opened for Breakfast ? Lunch? Dinner?
  • Size of brigade
  • Type of cuisine in the outlets
  • Awards received.Any Restaurant ratings i.e. Michelin star etc
  • Web sites ? Many do not have this included. You should. It assists the recruiter, the hirer easy access to view where you work and type of establishment and displays to the client you are proactive.

The Cover Letter.

Most senior recruiters, Human Resources Managers or the hiring manager open the CV first then maybe the cover letter.The cover letter gets a brief look at best. A lot of the time it is not opened at all.

BUT the Do’s and Don’t’s cover letter.

If you begin with


This means the cover letter is generic in nature. A mass send out and indicates you have taken no time to study the client or recruiters web site nor to  find the appropriate name to send it to. This is where the delete button comes in handy.

So please take the time to research and research and research.

It really is  equivalent to going on a first date and not knowing your partners name OR calling them by another name. Second date? highly unlikely.

Worst still, and my bug bare :

Start a cover letter with:





My esteemed company ? My prestigious organisation?

This is one quick fire way to get deleted without a shot being fired. Don’t do it.

Take time to study the role; the company and find the right person to send it to using their name in the opening line then send.

Be clear be concise.

How do I write a cover letter?

Imagine you are the hirer, the recruiter ,the HR professional .What would you like to read and see in a cover letter? And follow this .

Life is pretty simple when nutted down. Keep it simple and to the point.

Referees :

Many different opinions on this . Mine, is  put down at least two referees at the end of the resume .Who they are , their  titles , relationship to you professionally , and their contacts BUT stating:

“ Please do not contact referees without my knowledge/permission due to professional courtesy”.

Remember :

Success is dependent on effort and happiness lies in the joy of achievement and the thrill of creative effort.

Frankin D Roosevelt