Latest news with #MilosEric
Yahoo
4 days ago
- Business
- Yahoo
OysterLink Poll: Hospitality Pros Clash Over Post-Interview Etiquette
Miami, Florida--(Newsfile Corp. - August 8, 2025) - A recent poll by OysterLink, the leading job platform for hospitality professionals, uncovered a sharp divide over a long-standing piece of interview etiquette: the thank you email. Image 1 To view an enhanced version of this graphic, please visit: According to the results, 49% of job seekers say sending a thank you email after an interview is non-negotiable. But nearly as many — 39% combined — say it's either "not really necessary" (33%) or admit they never send one (6%). Another 12% only bother after the first round. "For some, not sending a thank you email is a dealbreaker. For others, it's a waste of time," said Milos Eric, General Manager at OysterLink. "The data shows there's no clear consensus anymore — and that's exactly why both employers and job seekers need to understand how expectations are changing." This growing divide may reflect generational shifts, evolving communication styles, or the fast pace of hiring in industries like hospitality. About OysterLink OysterLink is a leading job platform dedicated to the hospitality industry. We connect restaurants, hotels, and hospitality employers with skilled candidates across the U.S. With job listings, including private chef jobs in Miami or server jobs in Orlando, industry insights, and career resources, OysterLink helps professionals build rewarding careers in hospitality. Media ContactPR Representativeana@ To view the source version of this press release, please visit Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Globe and Mail
4 days ago
- Business
- Globe and Mail
OysterLink Poll: Hospitality Pros Clash Over Post-Interview Etiquette
Miami, Florida--(Newsfile Corp. - August 8, 2025) - A recent poll by OysterLink, the leading job platform for hospitality professionals, uncovered a sharp divide over a long-standing piece of interview etiquette: the thank you email. To view an enhanced version of this graphic, please visit: According to the results, 49% of job seekers say sending a thank you email after an interview is non-negotiable. But nearly as many — 39% combined — say it's either "not really necessary" (33%) or admit they never send one (6%). Another 12% only bother after the first round. "For some, not sending a thank you email is a dealbreaker. For others, it's a waste of time," said Milos Eric, General Manager at OysterLink. "The data shows there's no clear consensus anymore — and that's exactly why both employers and job seekers need to understand how expectations are changing." This growing divide may reflect generational shifts, evolving communication styles, or the fast pace of hiring in industries like hospitality. About OysterLink OysterLink is a leading job platform dedicated to the hospitality industry. We connect restaurants, hotels, and hospitality employers with skilled candidates across the U.S. With job listings, including private chef jobs in Miami or server jobs in Orlando, industry insights, and career resources, OysterLink helps professionals build rewarding careers in hospitality.
Forbes
31-07-2025
- Business
- Forbes
3 Candidate Traits That Should Be On Your Hiring Checklist
Milos Eric is the General Manager and Co-Founder of OysterLink, a restaurant and hospitality job platform. Throughout my career, I've read thousands of CVs and spoken to hundreds of people looking to get hired. So, I understand that recruiting is a huge responsibility. It's a function that determines who will support a company's operations and, by extension, its success. While around 65% of employers practice skills-based hiring, I've found that focusing solely on technical ability isn't the way to go. With all candidates having their own diverse set of character, talent and skills, hiring should look beyond matching résumés to job descriptions. When I'm assessing applicants, I like to focus on three key traits: mindset, attitude and priorities. 1. The Foundation: Mindset Recruiters usually tend to focus on objective, role-relevant skills and tools proficiency. But what they fail to realize is that those things can be developed on the job. What can't be learned is an employee's mindset. There's significant evidence of the positive impact of having a growth-focused outlook, particularly in academic settings. The same applies to the professional scene. During the hiring process, I'm more impressed by candidates who show interest in learning and adapting to challenges, rather than a list of skills. Why? Because they have boundless potential, they are less likely to fall stagnant and more likely take ownership of their work. People who seek challenges and learn from failures are on a mission to improve, and this enables growth on both ends. Equally important is long-term commitment. Those who have genuine interest and belief in the company's vision will outlast the people who are in it for short-term successes like a pay increase. While compensation definitely motivates one to show up, can it sustain your drive? At the end of the day, employees need a deeper connection. This will help you reduce turnover and build future leaders as well. 2. The Differentiator: Attitude While hard skills drive daily operations, soft skills influence the company's culture, and attitude is what sets good players apart from the best. Having a good working attitude fosters collaboration and empowerment in the workplace. In fact, the most valuable team members are those who stay positive and uplift others, even in challenging situations. Similarly, self-motivated individuals who are hungry to push limits inspire others to do the same. They're the ones who volunteer, explore new approaches and deliver more than required. And having team members who ask questions and bring fresh ideas to the table can fuel continuous development and innovation. When interviewing, ask candidates about how they manage setbacks or a time they went above and beyond their tasks. This will help you see if they've got the right attitude and ambition. 3. The Accelerator: Priorities When conducting interviews, I present applicants with problem-solving scenarios and ask them to rank the possible approaches from most to least important. This allows me to see where their priorities and efficiencies lie. While we'd always like to aim for perfection, overanalyzing and foot-dragging can lead to more misses. In fast-moving industries, even a short delay can cost you clients and big bucks. Employees who execute quickly, even if it's not with 100% confidence off the bat, can set the company way ahead of others. This, in turn, leads to faster growth. So, look for the candidates who can prioritize action, delegate and preempt possible chaos in the workplace. Employees who can streamline operations and find ways to make work easier but more effective are incredibly valuable. Consider people who've automated work processes and removed repetitive or outdated tasks. This showcases technical talent and displays a level of intelligence and initiative. These are the types of people you want on your team. A Bonus Game Changer: Proactive Problem-Solving Beyond those three key traits, there's another that can set the best candidates apart. The most distinct hires are those who anticipate challenges before they arise—then do something about them without being told. This proactive mentality allows teams and organizations as a whole to think big picture instead of applying Band-Aid solutions when it's too late. Ask candidates about past experiences where they were proactive. You can check with their character references to see whether they tend to solve problems successfully without much supervision. These hires, even if they prefer to operate independently, are great team players because they dedicate their efforts to the company. Match Intrinsic Work Styles To Your Workforce Needs Hiring involves a lot of mixing and matching. Both employers and applicants must be aligned in their vision, principles and needs. To me, a person's mindset, attitude and priorities are fundamentals because they're built on experience and potential. They're traits that pave the way for transformation, whether for the individual or the company. I'm not saying technical skills aren't important; they usually provide the baseline of candidate fit. But deeper, more intrinsic traits are better indicators of long-term success. So, take the time to go over applicants' backgrounds and interview answers. Look beyond what's on paper. When they get hired and elevate the company's status and environment, you'll know you've done something right. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
Yahoo
30-07-2025
- Business
- Yahoo
35% of Hospitality Workers Avoid Job Ads That Say "We're Like a Family," OysterLink Poll Finds
Los Angeles, California--(Newsfile Corp. - July 30, 2025) - A poll by OysterLink asked more than 150 hospitality professionals which red flags make respondents immediately skip a job ad. The top reasons: "Unrealistic requirements" – 39% "We're like a family" – 35% No salary range listed – 19% "Fast-paced environment" – 8% The results show growing frustration with vague, demanding, or overused language in job postings. To view an enhanced version of this graphic, please visit: "These phrases are often seen as signals of burnout, low pay, or toxic work environments," said Milos Eric, Co-Founder of OysterLink. "If restaurants and hotels want to attract serious talent, they need to rethink how they write job ads." OysterLink, a job platform built for restaurant and hospitality workers, is using its community polls to surface what job seekers are really looking for — and what respondents away. About OysterLink OysterLink is a job platform for restaurant and hospitality professionals with over 400,000 monthly visitors. OysterLink connects talent with opportunities across the U.S., including the top server jobs in New York City or bartender jobs in Los Angeles. The platform also offers trend reports, expert insights, and interviews with leaders in hospitality. To explore more data-driven insights or post a job that works for today's talent, visit Media Contact press@ To view the source version of this press release, please visit
Globe and Mail
30-07-2025
- Business
- Globe and Mail
35% of Hospitality Workers Avoid Job Ads That Say "We're Like a Family," OysterLink Poll Finds
Los Angeles, California--(Newsfile Corp. - July 30, 2025) - A poll by OysterLink asked more than 150 hospitality professionals which red flags make respondents immediately skip a job ad. The top reasons: The results show growing frustration with vague, demanding, or overused language in job postings. To view an enhanced version of this graphic, please visit: "These phrases are often seen as signals of burnout, low pay, or toxic work environments," said Milos Eric, Co-Founder of OysterLink. "If restaurants and hotels want to attract serious talent, they need to rethink how they write job ads." OysterLink, a job platform built for restaurant and hospitality workers, is using its community polls to surface what job seekers are really looking for — and what respondents away. About OysterLink OysterLink is a job platform for restaurant and hospitality professionals with over 400,000 monthly visitors. OysterLink connects talent with opportunities across the U.S., including the top server jobs in New York City or bartender jobs in Los Angeles. The platform also offers trend reports, expert insights, and interviews with leaders in hospitality. To explore more data-driven insights or post a job that works for today's talent, visit
