FREQUENTLY ASKED QUESTIONS ABOUT
DIAMOND RECRUITERS INTERNATIONAL
What primary services do you offer?
Based in south Florida, DIAMOND RECRUITERS INTERNATIONAL, Inc. conducts mid to senior level search assignments for luxury hotels, resorts, cruise lines, and casinos around the world. The company has a global network of contacts and a confidential database consisting of thousands of candidates covering all sectors of the hospitality industry. Although Diamond Recruiters International is an independently operated business, it has strong network affiliations with search firms and consultants around the world. Serving clients ranging in size from large multi-national hotel companies to small independent boutique 5-star properties, each search is customized to the particular needs of the client and the position available. The candidates must not only meet the client's needs for professional qualifications and acquired skills, but must also have the personal attributes which will fit the company's particular culture. Above all, the successful candidate must be able to produce long-term results for the company and help shape the future of their new company. Above all, please remember, we always maintains the highest degree of confidentiality to both Candidate and Client throughout the entire search process, and after the search is complete. We will never discuss your candidate search or your application with anyone else unless we have your express permission to do so.
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What do you specialize in?
Senior level executive search focussed on the global hospitality industry. Based in South Florida, Diamond Recruiters International, Inc. conducts senior level executive search assignments for luxury hotels, resorts, cruise lines and casinos on a worldwide basis.
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What are the rates of your services?
We do retained and contingency searches. Contact me for details.
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What type of warranty do you provide?
90 calendar days. If the candidate is terminated due to poor performance, I will replace him or her. There are no refunds given for any reason.
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Do you provide any other services?
Due to my experience in "Mystery Guest/Hotel Evaluations", I am available to conduct "under cover" confidential Hotel Evaluations, Audits and Quality Control Consulting Services. (A mystery shopper for hotels is an individual employed by hotel rating organizations or corporate office to pose as a hotel guest to evaluate the quality of a hotel, and provide a detailed written report covering all aspects of the hospitality visit.) Contact me for details.
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As a potential candidate, what fees do I pay you?
Please note that with Diamond Recruiters International Inc., there are never any recruitment fees for the candidate to pay, unless it is to get a work visa, medical exam or acquire a police record. Candidates: be very wary of agencies that charge fees to apply for a job! And NEVER EVER send out unsolicited emails with copies of your passport, drivers license or social security card - only submit that information once you have established a relationship with a recruiter/agency and are absolutely positive they are a reputable, trusted company.
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Do you have any tips about writing a resume?
1. When submitting a resume to us, please make sure it is in MICROSOFT WORD FORMAT only.
2. Please ensure all your facts are correct and that all jobs are listed.
3. Do not omit jobs you think are not important or not related to the job you are seeking.
4. Don't leave unexplained gaps as both recruiters and employers will want to know what you were doing during these periods.
5. Please do not "adjust" your dates of employment (or anything else) to make your resume look better because we WILL find out at some point and it will force us to question your credibility. List only the facts. If we discover that someone has been less than truthful about their employment history, no matter what the reason, we cannot present them to a client. Honesty is the best policy.
6. Please also put on your resume both the month and year that you started and finished each job. Just putting the year is misleading e.g. 2003 - 2004 could mean working somewhere for two months or it could mean 18 months - we have no way of knowing unless you put the starting and ending month as well as the year. Make sure you write February 2004 - August 2007 (for example)
7. If you took time off for any reason, even if it was to study or travel or for health reasons, please note that in your resume because we need to account for any missing time periods.
8. If you hold a degree from a university or college, please list the date you graduated because we will need to check that if/when we conduct reference checks. If you did not get a degree but attended classes, please note that on the resume. Make sure you know what kind of degree you have (this comment is aimed towards the female applicant for a Human Resources position who claimed she had a "Bachelorette's Degree". She was convinced that because she was female, it really was a "Bachelorette's" not "Bachelor's" degree. I kept asking her if she was sure it was Bachelorette, giving her time to realize her mistake and correct it - but she insisted it was.) If you have added a page for your hobbies, please eliminate it. I don't need to know that you like to do scrap booking and fix up old cars in your spare time. I DO, however, need to know if you participate in any clubs and associations, especially if they're hospitality related.
9. Always list all the languages you speak. Also list countries where you are able to legally work (i.e if you have a green card, put that on your resume. It's VERY important.)
10. If your resume is very long (over four pages), please go through it and make it more succinct. No resume should be more than 4 pages.
11. You never get a second chance to make a first impression. ALWAYS do a "spell check" and a "grammar check". Your resume is the most important document you have when doing a job search and there are absolutely NO excuses for mistakes. The same applies to cover letters. Resumes with spelling mistakes are automatically discarded. This is a document that represents YOU, and you've had all the time in the world to perfect it. If you haven't bothered to run a spell check or grammar check, you clearly aren't detail oriented and I am not interested in representing you. Oh, and don't do a mass email blast to hundreds of recruiters unless you blind copy (bcc:) each recruiter in that email. I recently received an email from a candidate with a generic cover letter and resume where I could see 100 other recruiters' email addresses - unacceptable. There is a "bcc" option for a reason!
12. Above all, never ever lie on your resume. Even if you get the job, it could come back to haunt you some day, and if at any time any kind of deception is picked up, that candidate is automatically withdrawn and the resume is flagged. I have to believe and trust in my candidates, and if I don't, I cannot work with them. Ethics and morals are very important in today's recruiting industry, and I need to stand behind all my candidates. Here's an example. Someone once sent me a resume (which I kept on file). A few years later, he sent me an updated resume, but only a few of the dates and companies matched, he had changed a lot of things around, upgraded his company titles, and when I queried this with him, he claimed that someone must have hacked into his account and changed the dates and companies on his resume (really?). He claimed it must have been a clever imposter did, but it certainly wasn't him who added a few years to each job he had held, and upgraded his titles from Manager to Director or even Vice President. I could never represent him, knowing that he could embellish the truth and then lie about it, so I have red flagged him and will never work with him. I understand that mistakes can be made on a resume, but please, don't lie to me. I WILL find out at some point and then I will never be able to represent you to anyone. A portrait photo is not required on any resume, but if you would like to include one, please make sure it is not from when you're out partying in a nightclub, or on a beach in a revealing swimsuit, or worse. Selfie photos are absolutely fine, but make sure you're not naked in front of a mirror when you take it, revealing your reflection.
Will you keep my resume confidential? What if I don't want it sent out?
All information is kept confidential; we never release a candidate's resume/CV to a client without the candidate's express permission.
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What positions have you recruited in the past?
Our client list, which is growing every day, includes prestigious hotels, resorts and cruise lines such as Royal Caribbean International (now Royal Caribbean Group), Norwegian Cruise Line and in its day, NCL America, Princess Cruise Lines, National Gaming (corporate and on-property), The Hotel Hershey, Five-star hotel chains including Regent Hotels, Shangri-La Hotels, Six Senses, and Marco Polo Hotels. Assignments successfully completed include amongst others: Vice President Internal Audit Director of Finance, General Manager, Hotel Director, Assistant General Manager, Manager of Culinary Operations(cruise line), Human Resources Training & Development Manager, Resident Manager, Assistant Hotel Director, Associate Hotel Director, Food & Beverage Director, Food & Beverage Manager, Front Office Manager, Director of Engineering, Chief Engineer, Facilities Manager, Laundry Manager, Sales, Catering & Events Manager, Inventory Manager, Executive Housekeeper, Corporate Executive Chef, Executive Chef, Executive Sous Chef, Various other chef positions, and Maitre D'
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HOW IS DIAMOND RECRUITERS INTERNATIONAL DIFFERENT FROM OTHER SEARCH FIRMS?
We at Diamond Recruiters International treat each search as a Retained search and invest the same amount of time in the search as a Retained firm would invest. We ensure that the candidates presented are of the same high quality that a Retained firm would present. Each candidate will go through a thorough screening and interview process before being presented to the client. We will not inundate the client with scores of resumes as we do not go by quantity, but by quality. We want you to know that when we submit a candidate to you, he/she is going to be absolutely dead on target! Diamond Recruiters International does not "Skill-Market" candidates i.e. we don't send out unsolicited resumes to potential employers in the hope that there may be an opening somewhere - we are completely client driven and only present candidates for a specific search. Diamond Recruiters International always maintains the highest degree of confidentiality to both client and candidate, throughout the entire process. We also follow up directly with client and candidate after a hiring, in order to get feedback and to ensure both parties are satisfied. We also treat our candidates as we would wish to be treated. We respond to every single resume that we receive because we believe that each job seeker is going through enough uncertainty, without having to wonder whether his/her application has been received.
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What is your strategy and process?
Each search is treated as a unique opportunity because each company and each client is a unique entity with its own challenges, operations, structure, and corporate culture. Diamond Recruiters International conducts a five-stage process before an assignment is completed, assuring the client of a successful placement.
STAGE 1: INITIAL CLIENT MEETING This can be done on the telephone, webcam/Skype, or in person. We will Develop a thorough understanding of client company, markets, competitors, corporate culture and job requirements Discuss search specifications, reporting structure, and obtain a copy of job description from the client Discuss candidate compensation parameters.
STAGE 2: IDENTIFICATION AND INTERVIEWING OF CANDIDATES We will: Identify potential candidates Contact these candidates to determine suitability, availability and interest Conduct in-depth personal interviews, either by phone or in person, depending on geographic location
STAGE 3: CANDIDATE PRESENTATION The next step is that we: Prepare and present to the client the candidates' resumes plus detailed profiles on each individual Discuss each candidate with the client in detail (feedback from the client is crucial) Assist with arranging interviews between client and candidates
STAGE 4: CANDIDATE SELECTION If the client decides to make an offer to one of our candidates, we become involved with the following unless the client chooses otherwise: Conducting reference checks Ensuring candidate's police report is on file Negotiating salary/compensation package Making the initial verbal offer to the candidate (when the candidate verbally accepts, a formal written offer from the client will follow) Assisting in any outstanding aspect of the hiring process, including debriefing of candidate It is important to note that at any time during reference checking, background or police checks, if any negative or questionable information is uncovered about the candidate, Diamond Recruiters will immediately notify the client and determine future steps. We believe in 100% disclosure.
STAGE 5: CLOSURE Offer and acceptance finalized, full debriefing of client and candidate (for feedback purposes). Ongoing follow-up with both client and candidate to determine post-hire satisfaction
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How do I contact you?
Due to Covid19, there are no open searches at the moment and I am only accepting emails at this point info@diamondrecruiters.com