When we ask employees about what is different at Gordon Food Service, the culture is what comes up most frequently. People really connect -- both with their leaders and their co-workers. Those that are customer facing, like our delivery drivers, store employees, and Sales teams also connect to our customers. There are great stories of how these relationships grow over time and increase the camaraderie within and across teams. Gordon Food Service employees really get to know each other as people.
Beyond the culture, the work environment varies with the job. Our warehouse workers and delivery drivers have very physical jobs; they get a full workout without ever stepping in a gym! Most drivers are up really early to start their routes before dawn, but most are also home every night and those that do run overnight routes have hotels and don't have to sleep in their cabs. Our store employees work at a really fast pace as well -- that's retail! But most like the fact that Gordon Food Service has more limited hours of operation than a lot of retail (earlier close in the evenings and closed on major holidays). We also work with our store employees to provide flexible schedules that allow them to attend classes or manage other commitments.
We would encourage anyone considering a role with Gordon Food Service to ask questions throughout the process to ensure a good fit. Social media is a great place to start, but get a balanced perspective by collecting more feedback as you meet our teams.
Gordon Food Service’s compensation philosophy is to help maximize the recruitment, performance, and retention of high performing employees.
For most of our employees, pay increases are an annual event, depending on hire date, budget, performance and manager discretion. Employees hired in the 4th quarter are not eligible until the following year.
Other employees may receive more frequent rewards based on achievement of key performance indicators instead of an annual bonus. Warehouse employees who earn incentives and drivers who earn component pay also have annual reviews of their rates.
Working for unqualified, toxic and hostile president and middle management.
Knowing GFS continues to violate federal hiring/promotion guidelines in relation to inclusion and diversity.
What tips or advice would you give to someone interviewing at Gordon Food Service?
We would recommend doing some research on the company- it's always good to know about the company you're interviewing with. You never get another chance to make a good first impression, so dress at least business casual (if not professional). It's always good to dress a level or two above what the dress code is for your position- if the dress is casual (warehouse or drive roles) you should dress business casual. If you're interviewing for an office position where the dress is business casual- make sure you're dressed professional. Lastly we do behavior based interviewing- so research that! We're looking for specific examples of times when you've handled situations. Follow these simple tips and you'll be ready!
Gordon Food Service adheres to the guidelines set forth in the federal Controlled Substance Act (“CSA”) and remains a drug free workplace. For most positions, we do test for current use of drugs recognized as illegal at the federal level (including marijuana). This testing is not done until an offer of employment is made.
It depends on the position and what the hiring process looks like. Some positions may require 2 or more interviews, while others may be as quick as a one or two day process. We typically say to plan on 3-4 weeks, with it hopefully being shorter.
We conduct behavioral based interviews, so please come prepared to share examples of past experiences related to the position for which you are applying. We use the SAR method for conducting these interviews:
S - Situation (what was the situation)
A - Actions (what actions did you take)
R - Results (what were the end results)
Giving a situation, action, and a result for these questions is a great way to share a complete example with an interviewer so they can evaluate your experience. Here's an example of a good answer:
Question - Tell me about a time you displayed good teamwork with a group of peers?
Answer - (Situation) I was asked by my manager to lead a team that would create a list of next year’s projects. (Action) I worked with my peers to brainstorm all the projects we thought might need to happen and then I asked other departments what they may need from us in the coming year. (Result) Using both lists, I was able to present a thorough list of next year’s projects to my manager so she could budget and plan for the new year.
You can find a lot of resources for behavioral interviewing online, including sample questions to practice. Look carefully at the job posting to anticipate what skills/experiences might be asked about in your interview. Good luck!
If you were in charge, what would you do to make Gordon Food Service a better place to work?
Discontinue the practice of hiring YES MEN.
Practice what they preach. Diversity and inclusion are not just pretty words in a handbook and propaganda.