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How to recruit restaurant employee?

The Society for Human Resource Management (2008) defines recruitment as the process of attracting people with the right qualification in a timely way and in sufficient numbers to apply for jobs in an organization. Several steps have been identified as essential in the recruitment process. They include; identifying the vacancy, develop job description, select market search, post the position, review applicants and develop short list.
The following is the job description for Red Lobster:
Red Lobster in Manteca California is looking for an accomplished Restaurant Manager with the ability to step in and manage a high-volume restaurant where employees feel motivated and customers feel welcome upon entering the establishment and positive about their experience when they leave. This position requires candidates to have at least 3-5 years of full-time, full – service, proven track record in restaurant management experience. Bachelor’s degree in Business Administration or related field is required along with excellent verbal and written communication abilities.
Compensation: This is a salaried position with Medical Benefits after 60 days. Pay: $65,000.00 to $75,000.00 depending on experience.
Employment type: Full - time
The selected manager will assist in managing, directing and coordinating the operations and staff, including the execution of all standards, policies, procedures, programs and systems while promoting ethical business practices and ensuring compliance with all federal, state and local laws. The manager is an informed decision -maker, highly practiced in customer service, production and processes, technical skills, leadership, and business/ financial management.
Additional responsibilities include but not limited to:
  • Monitor and reinforce food safety procedures
  • Ensure food safety procedures are executed according to policy and health/sanitation regulations
  • Work to meet sales goals compared to historical sales volume data
  • Manage food, labor, material costs, and other controllable expenses to reduce costs
  • Execute policies and procedures for the control of cash, property, product and equipment
  • Monitor inventory levels through ordering to ensure product availability
  • Manage and maintain safe working condition
  • Hire and manage employees that are the right fit for the company policies and practices at the same time maximizing production and retention.
  • Interview and recommend applicants for selection in hiring
  • Anticipate and identify problems and initiate appropriate corrective actions
  • Maintain fast, accurate service, positive customer relations and ensure food are consistent with quality standards
Sourcing Channel
 Sources can be advertisement, employment agencies, executive search, firms, schools, word of mouth, company files, insite or offsite, open house or internal prospects (Meneses, A. and Kleiner,B. 2002). For this job I am going to use sources such as; professional website, social media, employment agencies, word of mouth and schools. The job will be advertised in LinkedIn, Facebook, Indeed.com, culinary schools and customers will be asked to refer applicants.
Strategies to reach passive job applicants
Passive job applicants are already employed and are not looking for a job. The strategies used to reach them include; use of social media websites such as LinkedIn, Facebook, blogs and employee referrals. Also engage the passive applicants by way of email and marketing materials and make the application process easy (Jayne, M. and Dipboye, R. 2004).
Strategies for reaching culturally diverse applicant
Proponents of diversity cites various reasons such as; global economy and customers, ability for more creativity and innovation, affirmative action and social responsibility to name a few. Strategies include; employee referral programs. Diverse recruiting teams, internship program and sponsored scholarships, job postings and advertising initiatives targeting specific groups, minority conference and job fairs (Jayne, M. and Dipboye, R. 2004).
Recommendations for prescreening candidates
Alecia Meneses and Brian Kliener (2002) gave some recommendations for prescreening applicants in the article, How to Hire Employees Effectively. They are:
- use job description to identify who is needed and why
- establish requirements for the job
- involve key personnel such as immediate managers and supervisors in the recruitment    process
- evaluate current employees using performance objectives to determine suitability
- screen the candidates through use of various labor market search
-select the interviewees that match or closely match job specifications and discard those whose experience, work history and education does not match.

Conclusion
The recruitment process is an important aspect and all relevant personnel should be included. It is important to define the staffing needs of the organization based on the organization goals. Also, a job description is necessary based on job requirements such as skills and abilities. It is important to select the right source to post the job so as to include the passive applicant and diverse groups of applicants. Finally, the best applicant should be selected that closely matches the job specification.
For Red Lobster job search a variety of sources were used such as Linkedin, Facebook, employment agency; Indeed .com and also customer and current employee referrals This allows the advertisement to reach passive and diverse applicants that ensure a wider reach.


















References

Jayne, M. and Dipboye, R. (2004). Leveraging Diversity to improve Business Performance: Research Findings and Recommendations for Organizations. Retrieved from https://pdfs.semanticscholar.org/9b0e/4a84f09fab8bc24d6db3275cad1f6152d7ca.pdf

Meneses, A. & Kleiner,B. (2002). How to Hire Employees Effectively. Retrieved from T Srinivasan, BH Kleiner - Management Research News, 2002 - emeraldinsight.com http://vcassociatessb.tripod.com/hrm/p1.pdf#page=65









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