INTRODUCTION
This week is about staffing, recruiting, Interviewing and On Boarding. Red Lobster is looking for a manager who will be in charge to supervise every day- to-day operation of the business. The restaurant's atmosphere goes at a fast pace thus the manager needs to make sure that all the different aspects of the service are being fulfilled and keep the flow going smoothly. He is required to be active and alert on each side of the restaurant at the same time: the kitchen, the front counter, the tables. Make sure Management is having report on time.
DEVELOPPMENT
The person will need to make sure that all employees have everything they need to do their job the best they can. Moreover, the manager will be leading both senior and junior employees. He needs to be humble and open to learning, as well as be easy to follow at the same time (Andersen, 2012). Lastly, the manager needs to be flexible, adjustable and successful in a seafood restaurant environment.
We will use a standard approach to choose our candidates,
a.We will Develop job announcement based on job description, Red Lobster is looking for a Restaurant Manager and Main elements are : company background; job description; main responsibilities; selection criteria; a list of documents to be submitted and due date.
Postal address, email address what’s app number and contact details will be wrote as well on the announcement.
b. Publicly post job announcement. In Many countries, it is required by law to paste the announcement of the wanted profile in a public area the announcement of the wanted profile.
In our case we will use any available wall in the city to paste the announce, we are talking about churches, stadiums, train stations, cinema, etc. we will also use newspaper , locals radio and locals TV to make sure we are reaching a large amount of people, we will use all social media available as well like Facebook, Twitter, LinkedIn.
c. Profile Submission can be done via email or to be dropped physically to a provided address. This method is often overlooked because candidates feel that it is only a simple form that gives details about them. Note that perception of the information obtained on
these forms, will give the recruitment committee an idea about each candidate. Indeed, as we said above, "candidates are eliminated at each stage". With this method we will have an overview of the different candidates and will guide the preparation of interviews. It provides the recruitment committee descriptive elements of the candidate such as information on an applicant's address, last employer, previous work experience, education, skills, and other information relevant to employment, such as names and addresses of references. The selection at this level cannot always be effective or efficient because it is based just on our perception oriented by received information. For a post such as a manager, it is important to test the skills, attitude and personality of the candidate.
Videos submission are also accepted, candidates must make sure they send a short video of their presentation of 2 minutes to a valid what’s app number which will be wrote on the announcement.
d. Pre-screening - shortlist candidates that meet minimum criteria.
At this stage,we will make sure to remove candidates which are not having our criteria.
e. Employment interviews are a good predictor of work performance. Interviewing will allow us to check if the profiles received correspond to each candidate who sent it, and to verify how the candidate's skills are able to respond to the vacancy. Candidates must demonstrates innovation on cooking. In order to ensure that assessments made during interviews are objective, it is advisable that three persons be involved in conducting the interview and in some circumstances for someone external to the organization or human resources department with the appropriate interviewing skill, to assist in this process.
f. Aptitude tests (abilities, aptitudes, and skills). Most of time, candidates will be sent to a medical service for that. Defined as the ability of people to adapt to new situations, analyse, conceptualize, define and solve a problem, the intellectual potential can hardly be measured from a description profile or an interview.Aptitude tests are needed as the most effective tests for predicting professional efficiency and success. Beyond degrees, aptitude test will permit to ensure that people have the necessary skills for the position; this method is using for screening applicants on the basis of skills, abilities, and aptitudes. The manager function requires that this test be performed efficiently. Applicants can be tested on several levels, and this could be done online or on paper. Purposes of this test are many : firstly, if the applicant has the basic and necessary skills to properly perform the work he will have to perform; secondly, if he is qualified for the vacancy; third, if the candidate's cognitive and
intellectual abilities are sufficient. These tests also shows how the person might apply in real life situations, presenting workplace scenarios and asking how the candidate might solve the problem.
As stated by Yodhia Antariksa (2017), there are two general types of personality test which are sometimes used in selection decisions. These are self-report personality tests and projective techniques. These personality measures have been used most often in the selection of candidates for managerial positions. They are also frequently used as part of assessment centres.
g. Once agreed on 1 or 2 final candidates, a reference check should happen.’’ After the interview, a final selection is made and an offer made to the best candidate’’. (Merlevede,2014)
h. If references are cleared, a job offer is sent to the selected candidate specifying terms of contract (salary, benefits, job description etc.) A three-month-probation period is usually required before the employment is finalized.
i. Once both parties agree after the probation period, the employment contract is signed, and a start date is decided.
Regarding the text for the offer, we will use a poster with this text: Red Lobster, a restaurant that gives you the taste of seafood with its different flavors, looking for a manager of the restaurant to continue to amaze your taste buds, all applications are accepted but you have to prove it, we are waiting for you impatiently. CONCLUSION We have given a diagram to designate a candidate who will be selected in a varied choice since he will be able to obtain the information of any information channel, he will have to submit his candidacy and after interview and several tests he will be retained according to the way it will be appreciated by the competent people in the field.it will have to meet several criteria that we have listed and we think that with this neutral selection, if the candidate with skills, this will be seen directly
References
Andersen, E. (2012). Choosing a leader? – 3 Things to look For. Retrieved from http://www.forbes.com/sites/erikaandersen/2012/04/16/choosing-a-leader-3-things-to-look-for/
Senyucel, Z. (2009). Managing Human Resources in the 21st Century. Bookboon
Antariksa, Y. (2017). Exploring HR Management. Types of Selection Methods. Retrieved from http://www.explorehr.org/articles/Selection_+_Recruitment/Types_of_Selection_Methods.html/
This week is about staffing, recruiting, Interviewing and On Boarding. Red Lobster is looking for a manager who will be in charge to supervise every day- to-day operation of the business. The restaurant's atmosphere goes at a fast pace thus the manager needs to make sure that all the different aspects of the service are being fulfilled and keep the flow going smoothly. He is required to be active and alert on each side of the restaurant at the same time: the kitchen, the front counter, the tables. Make sure Management is having report on time.
DEVELOPPMENT
The person will need to make sure that all employees have everything they need to do their job the best they can. Moreover, the manager will be leading both senior and junior employees. He needs to be humble and open to learning, as well as be easy to follow at the same time (Andersen, 2012). Lastly, the manager needs to be flexible, adjustable and successful in a seafood restaurant environment.
We will use a standard approach to choose our candidates,
a.We will Develop job announcement based on job description, Red Lobster is looking for a Restaurant Manager and Main elements are : company background; job description; main responsibilities; selection criteria; a list of documents to be submitted and due date.
Postal address, email address what’s app number and contact details will be wrote as well on the announcement.
b. Publicly post job announcement. In Many countries, it is required by law to paste the announcement of the wanted profile in a public area the announcement of the wanted profile.
In our case we will use any available wall in the city to paste the announce, we are talking about churches, stadiums, train stations, cinema, etc. we will also use newspaper , locals radio and locals TV to make sure we are reaching a large amount of people, we will use all social media available as well like Facebook, Twitter, LinkedIn.
c. Profile Submission can be done via email or to be dropped physically to a provided address. This method is often overlooked because candidates feel that it is only a simple form that gives details about them. Note that perception of the information obtained on
these forms, will give the recruitment committee an idea about each candidate. Indeed, as we said above, "candidates are eliminated at each stage". With this method we will have an overview of the different candidates and will guide the preparation of interviews. It provides the recruitment committee descriptive elements of the candidate such as information on an applicant's address, last employer, previous work experience, education, skills, and other information relevant to employment, such as names and addresses of references. The selection at this level cannot always be effective or efficient because it is based just on our perception oriented by received information. For a post such as a manager, it is important to test the skills, attitude and personality of the candidate.
Videos submission are also accepted, candidates must make sure they send a short video of their presentation of 2 minutes to a valid what’s app number which will be wrote on the announcement.
d. Pre-screening - shortlist candidates that meet minimum criteria.
At this stage,we will make sure to remove candidates which are not having our criteria.
e. Employment interviews are a good predictor of work performance. Interviewing will allow us to check if the profiles received correspond to each candidate who sent it, and to verify how the candidate's skills are able to respond to the vacancy. Candidates must demonstrates innovation on cooking. In order to ensure that assessments made during interviews are objective, it is advisable that three persons be involved in conducting the interview and in some circumstances for someone external to the organization or human resources department with the appropriate interviewing skill, to assist in this process.
f. Aptitude tests (abilities, aptitudes, and skills). Most of time, candidates will be sent to a medical service for that. Defined as the ability of people to adapt to new situations, analyse, conceptualize, define and solve a problem, the intellectual potential can hardly be measured from a description profile or an interview.Aptitude tests are needed as the most effective tests for predicting professional efficiency and success. Beyond degrees, aptitude test will permit to ensure that people have the necessary skills for the position; this method is using for screening applicants on the basis of skills, abilities, and aptitudes. The manager function requires that this test be performed efficiently. Applicants can be tested on several levels, and this could be done online or on paper. Purposes of this test are many : firstly, if the applicant has the basic and necessary skills to properly perform the work he will have to perform; secondly, if he is qualified for the vacancy; third, if the candidate's cognitive and
intellectual abilities are sufficient. These tests also shows how the person might apply in real life situations, presenting workplace scenarios and asking how the candidate might solve the problem.
As stated by Yodhia Antariksa (2017), there are two general types of personality test which are sometimes used in selection decisions. These are self-report personality tests and projective techniques. These personality measures have been used most often in the selection of candidates for managerial positions. They are also frequently used as part of assessment centres.
g. Once agreed on 1 or 2 final candidates, a reference check should happen.’’ After the interview, a final selection is made and an offer made to the best candidate’’. (Merlevede,2014)
h. If references are cleared, a job offer is sent to the selected candidate specifying terms of contract (salary, benefits, job description etc.) A three-month-probation period is usually required before the employment is finalized.
i. Once both parties agree after the probation period, the employment contract is signed, and a start date is decided.
Regarding the text for the offer, we will use a poster with this text: Red Lobster, a restaurant that gives you the taste of seafood with its different flavors, looking for a manager of the restaurant to continue to amaze your taste buds, all applications are accepted but you have to prove it, we are waiting for you impatiently. CONCLUSION We have given a diagram to designate a candidate who will be selected in a varied choice since he will be able to obtain the information of any information channel, he will have to submit his candidacy and after interview and several tests he will be retained according to the way it will be appreciated by the competent people in the field.it will have to meet several criteria that we have listed and we think that with this neutral selection, if the candidate with skills, this will be seen directly
References
Andersen, E. (2012). Choosing a leader? – 3 Things to look For. Retrieved from http://www.forbes.com/sites/erikaandersen/2012/04/16/choosing-a-leader-3-things-to-look-for/
Senyucel, Z. (2009). Managing Human Resources in the 21st Century. Bookboon
Antariksa, Y. (2017). Exploring HR Management. Types of Selection Methods. Retrieved from http://www.explorehr.org/articles/Selection_+_Recruitment/Types_of_Selection_Methods.html/
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