Archive for November, 2009

November 13, 2009

New Clients

More to come:

The following became clients this week:

Eat Like A Millionaire Omnimedia

Social Grub

Event Mingle

Katie M Designs


November 8, 2009

Oregon Food Bank Tonight’s Guide


November 8, 2009

Oregon Harvest Dinner #OHD on Twitter

For immediate release Contact: Jean Kempe-Ware

August 29, 2008 Public relations manager, Oregon Food Bank

(503) 419-4170,

Oregon Harvest Dinner to feed the fight against hunger

PORTLAND, Ore. – At the peak of the harvest season, the community is gathering together to help fight hunger … because no one should be hungry.

With the theme of “Shine on Harvest Moon,” top Oregon chefs will prepare food using the best of Oregon’s Harvest, and The Beatniks rock the house with music from the ‘60s and ‘70s. And it’s all happening at the annual Oregon Harvest Dinner, Saturday, Oct. 4, at Oregon Food Bank, 7900 N.E. 33rd Drive, in Portland.

The fund-raising dinner directly benefits Oregon Food Bank, helping the organization achieve its mission of eliminating hunger and its root causes … because no one should be hungry.

The event will swing into action at 6:30 p.m. with a reception featuring hors d’oeuvres prepared by Brandon Hill of Masu East and fruit and cheese provided by New Seasons,followed by afour-course meal, featuring local and seasonal food prepared by Chefs Alex Helser of Helser’s on Alberta, Travis Surmi of Saucebox, Pascal Chureau of Lucier and Aaron Barnett of Olea.

The goal of the gala is to raise $600,000 for Oregon Food Bank. Individual seats are $250. Sponsorships range from $5,000 to $25,000. To reserve a seat or table or to learn about sponsorship opportunities, contact Christine Hames, (503) 419-4167, chames or visit

The Oregon Food Bank Network of 20 regional food banks distributes meals and emergency food boxes throughout Oregon and Clark County, Wash. In an average month, more than 200,000 people in Oregon and Clark County, Wash., ate from an emergency food box in fiscal year 2007-09. Of those, close to 40 percent are children.

“The harvest dinner allows people to come together in support of their local and regional communities,” says Rachel Bristol, OFB’s executive director and CEO.

Major event sponsors are Maybelle Clark Macdonald Fund, NW Natural, Permacold Engineering and Walsh Construction.

Oregon Food Bank is a nonprofit, charitable organization. It is the hub of a statewide network of more than 915 hunger-relief agencies serving Oregon and Clark County, Wash. Oregon Food Bank recovers food from farms, manufacturers, wholesalers, retailers, individuals and government sources. It then distributes that food to 20 regional food banks across Oregon. Sixteen are independent charitable organizations. OFB directly operates the four regional food banks serving the Portland metropolitan area, southeast Oregon and TillamookCounty. Those four centers distribute food weekly to more than 350 food pantries, soup kitchens, shelters and other programs helping low-income individuals in Multnomah, Clackamas, Clark, Washington, Harney, Malheur and Tillamook counties. Oregon Food Bank also works to eliminate the root causes of hunger through advocacy and public education.


November 6, 2009

Are your servers making spitballs of “bad” comment cards?

Do your restaurant managers get every comment card guests fill out? Are waitstaff trashing the bad comment cards? Do you have an effective means to capture guest contact info via “opt-in”?

I’d like to take this opportunity to introduce you to Rewarding Feedback – a phenomenal new consumer-focused product that was invented with the primary focus of driving revenue to restaurants, gaming establishments and service firms.

This unique process collects guest experience data at the time of the experience in exchange for coupons for a future visit. The Rewarding Feedback process replaces the need for paper surveys, online questionnaires, telephone follow-ups and even mystery shopper services. The process provides the opportunity for the business to obtain feedback on every customer interaction (rather than the typically low volume of feedback results currently received by conventional means).

The standard restaurant implementation has the on-site hostess present the guest with Rewarding Feedback equipment to complete a quick survey at the end of their meal. Upon completion of the survey, the data is analyzed instantly. The guest receives a valuable coupon, regardless of the survey results, but if the guest experience has been satisfactory, a second coupon is provided to the customer to share with a friend. If the guest experience has been deemed less than satisfactory, on-site management is notified of the problem immediately, thereby allowing the establishment to “save” the relationship with the guest, before they get their bill. Coupon types and expiries can be varied, depending on the marketing campaign established.  In addition, you can market the coupons to other organizations – creating additional revenue.

What makes the Rewarding Feedback process so valuable is that it allows every establishment to collect real-time, actionable data while at the same time turning the consumer into a valuable marketing resource on behalf of the business.
Our reporting portal allows management resources to review individual establishment results or compare results from a single establishment against others in a defined region and/or chain.

For more information visit Rewarding Feedback.

November 6, 2009

Sodexo Uses Social Media in Recruiting Hospitality Professionals

A number of weeks ago I met Kerry Noone, Marketing Communications Manager for Sodexo’s Talent Acquisition Group over Twitter. While I do not remember the context of the original dialogue, we’ve chatted at length about Sodexo’s use of social media – especially in recruiting top talent for their organization. Kerry has over 3,000 followers on Twitter and 228 on Facebook.

Sodexo recognized the proposition value of using social media in recruiting in 2007, more than tripling the traffic to their career website. Perhaps the strongest statement from dialoguing with Kerry is this – “In order for a company of any size to use social media successfully for recruiting they have to be consistent, honest, genuine and, most importantly, they have to be responsive. We respond to every wall post or discussion question related to the culture and experience of working for Sodexo because we want potential candidates to know there are real people ready to help.”

The formal interview is here:

When and how did Sodexo see the ROI and value of using social media as a platform for recruiting top professionals?

Sodexo’s Talent Acquisition team set out to create positive experiences for our candidates through Social Media marketing in 2007, which in turn has helped us to strengthen our employment brand and drive traffic to our Careers website. Soon after we started using social media marketing, we more than tripled traffic to our career site and these tools have helped us reduce our investment and reliance on job boards. If there is a number to track, we track it. We look at the number of Facebook members, LinkedIn group members, Twitter followers, YouTube video views, returning and unique visitors to our blog, click throughs on the links, trendlines, etc.

Other tangible results include :

· Increased traffic to Sodexo Careers web page of 182% since launch of our initiative

· Sodexo Careers social media properties provide approximately 142,000 page views and more than 5 million media impressions per year

· Sodexo Careers Blog: The blog site has been visited over 22,000 times since it’s launch and now receives about 3000 unique visitors per month

· Sodexo Careers Facebook fan page now has over 1200 fans and receives more than 4000 page views per month.

· Sodexo Careers LinkedIn group has almost 1400 members and over 100 discussions have been started or commented on by our members.

· YouTube – over 60,000 video views since the launch of the channel in 2008.

· Sodexo Careers on Twitter has more than 3000 followers.

· More than 50 members of our recruitment team and several other Sodexo employees are active on twitter, greatly expanding the reach of our brand and helping to grow the targeted talent networks that will fill our positions.

How long and how complicated of an assessment process was it for Sodexo to arrive at a decision to use social media in human resourcing?

Even before participating in the first Second Life Virtual Careers Fairs with Sodexo in May 2007, we realized the future of recruiting would include online social spaces. We saw an opportunity to use Social Media marketing to audit our brand, participate in conversations, increase our positive footprint on the internet and to build personal relationships with potential candidates and current employees. In November 2007, we created our Facebook page, a YouTube channel, a Linkedin group and, in January 2008, we launched our Careers blog. More recently, we have started using Twitter and Flickr. Soon after establishing a company presence on these sites, we trained our team of more than 50 recruiters to use these tools to network and communicate with potential candidates. With more than 110,000 US employees and 6,000 client locations we have career growth opportunities that need to be creatively communicated. Most candidates know us as a food services management company, however, we are a leading facilities management provider and part of a global organization with talent needs in IT, Marketing, sales, etc. We are able to highlight unique jobs on our blog by highlighting some of our employees and their experiences in and out of work.Our goal is to give our visitors the opportunity to take a look inside Sodexo, to interact with us and to strengthen our employment brand and improve our candidate experience.

Is social media paying off for Sodexo as a human resource strategy? If so, any success examples?

Once we started using social networking sites to connect with people, it didn’t take long before we started to build relationships with potential candidates. We look at the interactions and discussions within the groups and can easily determine the great value and therefore success of our social media strategy. As an example, if you are familiar with the Sodexo Careers Facebook page, you’ll see we are talking to candidates every day. Our candidates are reaching out to let us know how much they appreciate the access to our recruiters. Our recruiters have embraced social media in their jobs as recruiters. Without them we would not be actively communicating with candidates across the country about their career opportunities on Facebook, Linkedin, our blog, and on Twitter. The active participation of all of our recruiters is what sets us apart from other companies using social recruiting. Our social media marketing has become a valuable online resource for candidates across the country seeking more information about Sodexo and for employees around the world with the desire to connect with their colleagues.

Did Sodexo try any strategy that ultimately proved not to work and was discarded?

The ultimate goal of any recruitment strategy is to generate candidates and hires and we have several examples where Social Media has played an integral role in identifying and/or attracting a recent hire. Traffic and hires are tracked as best as they were able (recognizing that hires often come from multiple sources). As I mentioned before, if there is a number to track, we track it — Facebook members, LinkedIn group members, Twitter followers, YouTube video views, returning and unique visitors to our blog, click throughs on the links, trendlines, etc. By looking at the numbers monthly we are able to see the growth and activity. We are also able to identify activities that have increased or decreased traffic and make adjustments to our plans. We look at the interactions and discussions within the groups and how they all work together to promote each other.

What are the networks being used and why?

We started with our careers blog, Facebook, Linkedin, and a You Tube channel in November 2007. In 2008 we added Twitter and Flickr to our social media marketing. The purpose of our social networking efforts has been to build personal relationships with potential candidates and current employees and our goal is to give our visitors the opportunity to take a look inside Sodexo, to interact with us and to strengthen our employment brand, which is why we have been careful not to take on too much and remain focused on building the networks we have.

What recommendations would you give an independent or small unit operator in using social media to find good people?

Companies that are not using Social Media for recruiting are missing out on the opportunity to connect with candidates. The easier you make it for candidates to connect with you through social networking sites the more successful you will be with your social recruiting, which is one of the reasons we created a “Network With Us” page on our career site. We want candidates to reach out to us. In order for a company of any size to use social media successfully for recruiting they have to be consistent, honest, genuine and, most importantly, they have to be responsive. We respond to every wall post or discussion question related to the culture and experience of working for Sodexo because we want potential candidates to know there are real people ready to help. Of course when an organization decides to create a Social Media strategy for branding or recruiting, it’s important to consider the risks. For example, as a publicly traded company, there are issues we are unable to discuss legally. We’ve made a conscious decision to allow virtually any discussion, positive or negative, as long as it isn’t offensive and is related to the culture and experience of working for Sodexo. As the voice behind our social media marketing, I am often the first person to welcome a candidate to this space on the internet we call “Sodexo Careers” but ultimately the goal is to connect candidates with recruiters and our Hiring Managers. It’s also important to communicate your brand consistently on all of your social spaces and avoid copying and pasting corporate press releases into your sites to maintain a genuine and personal approach.

Foodservice companies of all sizes can effectively use social networking to meet their human resource acquisition needs. It’s likely to source better candidates than traditional print media and has a much lower cost to execute. The other tangible benefit is that it markets your organization brand to the public through one more channel.

But please, don’t just put out a message that anonymously says:

“Needed: Chef with experience. Send resume via email with cover letter stating why you want to work for us.”

Everytime I saw a job announcement like that I was confounded on how the heck I would know why I would want to work for you – if I couldn’t know who you were…

You can contact Kerry Noone via the Sodexo Career blog at

November 2, 2009

Hotel Max Seattle

Two weekends ago as I began an almost month long sales trip on the road to New England, I stopped in Seattle for two nights to venture forth about town with Seattle’s top food blogger, Traca Savadago.

Traca writes an excellent blog at Seattle Tall Poppy, has worked with Anthony Bourdain’s No Reservations and is a top-notch chef and foodie. Check back later for our gastronomic adventures that weekend.

I need to share my experience at Hotel Max with all of you. First let say that I highly recommend the folks at Hotel Max for guest service and the beds for a very deep comfortable sleep.


If you ever decide to try Hotel Max, make sure to take advantage of the bell staff’s local knowledge. Jeffrey and Jonathan possess deep knowledge of area nightlife and great restaurants. I spent a lot of time talking with Jeffrey about Seattle and how it’s changed since 1991.

I arrived just after noon, late for a meeting with the folks from Coffee Fest due to Amtrak Cascade having to stop and clean dead leaves from the wheels. If you’re late too, you can always just leave your bags at the desk before checking in at no charge.


Next door is the restaurant Red Fin. Amazing Sushi and Japanese cuisine with a smattering of American – they stay open late to provide room service and cocktails for the hotel guests.


After wrapping up with Coffee Fest – I checked in. Here’s the hallway to my room:


Here’s another hallway. Each door is individually decorated with awesome art photos!


Ok – the most important part. How’s the bed? Freakin’ awesome, I tell ya!


I had a great view from the 9th floor of the skyline and the Space Needle, set against a very black gathering storm for the night. Amenities are excellent, even including sustainably sourced bathing offerings. Shower, anyone?


Entirely smoke free, this hotel rocks. Each room is different – edgy, modern and Euro. Every room has art by different artists and a fully stocked snack and beverage bar. No need to use the business center unless you have to print.. And there’s a well-provided exercise room on the second floor.

Hey Hotel Max – I’ll be back in December!


Hotel Max is located at 620 Stewart Street in downtown Seattle.


November 2, 2009

chalkARTblast 004


chalkARTblast 004


Welcome to’s chalkARTblast! Inside you’ll find ~

  • Our Client’s News
  • Social Web News Clippings
  • News
  • Job Openings at
  • Favorite Blog Posts Last Week
  • Video Pick of the Week

And other goodies we liked from last week J




Customer experience, satisfaction and loyalty are

built from the table up.

Your food, service, management and corporate identity meet the customer in the restaurant. So why wait until customers leave to measure their experience? Through Rewarding Feedback your customers can articulate specific experiences that are important to them. Rewarding Feedback allows your managers to “hear” what customers are saying while they are still seated and at the height of their dining experience.

Rewarding Feedback

image005 Client News This Week

Old Vines

Mike Farrell, a client of Chocorua Group from a couple years ago, reached out to for assistance in both social media and an operational consult. Meeting next week.

Great American Spice Company

The story of The Great American Spice Company is the story of freshness. A meal, like anything else, is only as good as the quality of its components. Which is why we offer nothing but the freshest, highest-quality spices. It’s a difference you can see, smell and taste.

Rewarding Feedback Inc,

Headquartered in Toronto CAN with a US Sales office in Las Vegas, Rewarding Feedback retained Chocorua Group and to collaboratively strategize and execute market penetration into the USA.

As part of that process, they and are developing an extended eight month social media campaign.

Update II: We’re introducing Rewarding Feedback to some restaurants and lodging operations in New Hampshire over the next two weeks.

Twitter = @rewardfeedback

Facebook Page

Social Grub

SocialGrub allows restaurants and retailers to create coupons, instant offers, discounts, and other promotions once and then automatically distribute them through their own branded Facebook and MySpace applications, as well as on Twitter and other micro-blogging sites and through widgets.

We’re just getting started with the folks at Social Grub and will be developing a comprehensive strategy to introduce them and their products. This relationship is unique in that their services depend on their clients using social media – so we’ve become the referral Social Grub provides to potential and existing clients.

1337 Wine & 1337 Wine TV

Following a conversation with Marc Fusco, Owner of 1337 Wine, we’re sharing his Skype Wine Tasting Series over social networks. An amazing idea bringing Vintners to a tasting through Skype from around the world.

UPDATE: We’ve negotiated a virtual winery in Second Life to host the first ever virtual/real-world wine tasting. Well announce the Winery, date/time and sl-url in Second Life when we know. Stay tuned for roll-out of social media campaign for this client, starting next week.

Jenee Halstead

Update II: Jenee’s Holiday mailer is almost done and ready for printing.

Tapwater Music

Update II: We’ll be meeting this week with Tapwater on strategies for winter. Wrapping up development of their new website.

Savant Culinaire

Savant Culinaire is offering a sweet package gastronomic tour of Chile in late March of 2010. is executing the social web networking and promotion of this amazing itinerary.

Update II: Started heavy promotion via social media of this amazing gastronomic tour of Chilean wine and food. Reservation inquiries beginning.

Chocorua Group

Chocorua Group (a sister company of offers strategic brand and concept development for organizations.

Update II: Chocorua Group was introduced through LinkedIn to a potential strategic brand national roll-out client based in Los Angeles. Stay tuned.


Social Web Clippings ~ Our Favorites From The Last Week

Mashable: Tweet Humor: 10 Twitter Users That Crack Us Up

FOHBOH: Why Urbanspoon’s Rez is no match for OpenTable..

Mashable: International Domain Names Coming in 2010

image007 News

Employment Announcements

  • Group Creative Director. Searching for a PortlandOR based Creative Director experienced in edgy public relations/marketing campaigns, communications, social web. Must be street and business savvy and “get” cutting edge social media.
  • Chief Technology Officer. Searching for a CTO well and deeply versed in Web 2.0 and 3.0 developments. Must have deep experience in web and mobile applications.
  • Regional Sales Directors. is searching for uniquely qualified persons with established networks, especially in the hospitality industry. Commission based with benchmark milestone ownership opportunities. Opportunities for this position exist geographically in:
  • Boston
  • Washington, DC
  • Dallas
  • Chicago
  • Denver
  • Seattle
  • San Francisco, and
  • Los Angeles

We are in second round interviews with very talented applicants for NYC and Atlanta.

  • Social Web Strategists. Searching for talented and creative account managers. Based in PortlandOR. Must be fluent and established in the social web. High personal follower counts are a plus.
  • Human Resource Director. Searching for a talented and savvy HR Director to be based in PortlandOR.
  • Chalk Artist. We’re looking for one unique artist, experienced in the traditional medium of chalk art. Half-time to start. This position is Oregon based and will produce a video-taped chalk art rendering of a’s client message for each chalkARTblast. Videos will be permanently maintained on You Tube and distributed virally. Great opportunity to get your skills noticed.

Negotiations This Week

  • Veritable Quandary. We’ve pitched a proposal to one of PortlandOregon’s most venerable restaurants to execute their social media. PENDING
  • Coffee Fest. We were invited to present a seminar at Coffee Fest NYC/NJ in March and when asked if we could propose social media services, were invited too. UPDATE: Tweaking details of dialogue. CLOSING
  • Social Grub. Still in dialogue with Social Grub on many levels. If we land them, you’ll be first to know! CLIENT SECURED
  • Denominational Capital Campaign Consultancy. Dialogue continues with this quiet, yet effective consulting group, that approached us for assistance in guiding churches on social media applications. PENDING
  • We’re launching a global social media campaign pitch to one of the world’s most distinctive alcohol brands, Jagermeister. PENDING

Publishing, Speaking, Seminars & Conferences

Jeffrey was invited to present a seminar on social media at the Hawthorne Hotel in Salem, Massachusetts on Dec 29th.

Jeffrey J Kingman, CEO, was invited to present a seminar on social media/web at Coffee Fest in NY/NJ, March 4, 2010.

Jeffrey and Dr. Ola Ayeni of M-Dialog are co-producing a video webinar on social web applications to the hospitality industry, scheduled for Nov. 16. This panel dialogue will also include Paul Barron, Publisher of Fast Casual Magazine. Dr. Ayeni, through a personal relationship, is asking the Chief Marketing Officer of Facebook to moderate. Stay Tuned for further details! RESCHEDULED FOR JANUARY

Jeffrey and Bill Bridgmon (VP of Sales, are attending the International Hotel/Motel/Restaurant Show in NYC November 7-9 for networking and potential clients.

Jeffrey will be attending (with a media pass) People Reports Best Practices Conference in Dallas, November 10-12. This conference brings together hundreds of CEOs and HR Directors from the major multi-unit restaurant chains in the USA. Networking opportunities abound.

Jeffrey will be attending the annual New England conference of Professional Association of International Innkeepers, November 16-18 in Nashua, NH.

Jeffrey is posting his third article on FohBoh this Thursday as one of their ten featured front-page contributors. All content posted on FohBoh is also cross-posted on our blog – and Jeffrey is a fairly active writer!


Noted Blogs

Beautiful design can make your guest experience amazing!


Video Of The Week

(for fun)

Burger King and Windows 7 launch in Japan


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Future publishing will be daily.

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(503) 305-6397