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The recruitment strategy of Restaurant Manager

Abstract
I have been hired as a consultant to help Red Lobster recruit management level staff.  In this paper I will provide an overview of the targeted recruitment process for Red Lobster, which will include how and where to advertise. How we ca reach to passive job applicants. We will discuss strategies to reach a culturally diverse applicant pool. Finally I will discuss  the text for a print-based job posting and/or a script for a video or other multimedia recruitment and recommendations for how to pre-screen candidates to ensure that the people brought in for interviews are the best possible fit











An overview of the targeted recruitment process you’ve designed for Red Lobster including how and where to advertise the position for maximum exposure.
While choosing where to advertise, I would focus on how to reach the right kind of candidates from a diverse cultural background and how not spend a ton of money advertising. I would like to use social media to target who are already working in other restaurants as managers or servers, from all cultural background. Finally, who are living in the zip code area where our Red Lobster restaurant is or not too far from it. Next, will be advertisements on Bus stops or on train stations around the zip code, to reach passive applicants who might be interested. Airing ads on local radio channels during commute hours is another option we will use to reach out to maximum people. Finally posting jobs on job seeking sites like Dice or Indeed might be another approach to reach the right candidates. But, I will not post any ad in the newspaper, as nowadays not many people read the newspaper.

Strategies for reaching passive job applicants
Passive job seekers are those who are currently satisfied in their current designation in their current organization (Shrestha, 2008). Using social media targeting advertisement or posting ads on bus stops and train stations we would get to those passive job applicants. But, getting their attention will be the real challenge. Since they are not looking for a change. I think, in our ads, we need to mention what benefits they will get and how those are better than their current benefits. Not only benefits, how they can have fun at work, with their autonomy. And the salary will be really competitive, in fact, they might earn more along with other benefits. We cannot expect these people to be on job searching portal looking for jobs. We need to reach them via ads on social media, or radio ads etc and grab their attention by telling them why Red Lobster job would be better than their current jobs.
Strategies for reaching a culturally diverse applicant pool
Reaching culturally diverse people will largely depend on the geographic location of where the Red Lobster restaurant is located. But, we can be mindful that we reach out to as many people as possible and from various backgrounds. Our radio ads targeted social media ads and ads on bus stops or train stations should reach to all kind of people and people from all backgrounds. In the ad, we can put messages and images to make people from all background welcome.
The text for a print-based job posting (and/or a script for a video or other multimedia recruitment)
Red Lobster is looking for experienced, energetic, fun restaurant Manager in the New Jersey area. Excellent salary, best in industry health and retirement benefits. Contact the hiring manager with your resume at hiring@redlobster.com today.
The print advertisement should show happy males and females from a diverse background.
In video we should show males and females from various background with same message.
Your recommendations for how to pre-screen candidates to ensure that the people brought in for interviews are the best possible fit
 To pre-screen I have 2 main ideas. First, checking them out at their work as a customer. We can send someone over at the restaurant the applicant works in to evaluate if he or she will be a good fit for Red Lobster.
But, this might not work out due to distance, or may be the applicant is in between jobs or some other reason.
That is why I think another way to pre-screen would be let the applicant work with current employees and see if they have good team work and how the applicant is at his or her job. If selected the person will have to do the same job in bigger scale and with much critical responsibilities. In both pre-screening methods we can evaluate if the person is hospitality-minded, cares for customers, can handle subordinates, can take orders from higher management and execute regular duties. But, this simulation has to be in second round and not before first round of interview, as it will take time and there are risks involved if the candidate is really incompetent then restaurant’s reputation will be dampened.
The interview can be evaluated using a rubric, and candidates can be judged if they have –
1.     Super vising skills
2.     Management experience
3.     Good communication skill
4.     Problem solving skill
In the second round they can go to job simulation screening (Steele,2014).



References –
Srestha, S (March, 2008). Recruiting Passive Job Seeker as the New Challenge. Retrieved from https://sakinshrestha.com/management/human-resources/recruiting-passive-job-seeker-as-the-new-challenge/
Steel, J (February, 2014). 11 Innovative Screening Techniques. Retrieved from https://recruitloop.com/blog/11-innovative-screening-techniques/








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