Introduction
People working for any business represent that business for the customers and poor representation can result in revenue loss. Therefore, it is vital to construct and implement recruitment strategies to ensure the employment of the best candidates for managerial and staff positions. This paper will examine the Beefsteak fast-casual restaurant concept and propose a recruitment strategy for the business, including staff and management positions.
Company Profile
Beefsteak is a fast-casual restaurant with a focus on celebrating vegetables and creating unique and healthy meals. The restaurant chain is not strictly vegan or vegetarian but vegetable-focused with some meat meals available to customers (Welcome to Beefsteak, 2020). The company has an offline and online presence, with Beefsteak having a well-designed website, application, and social media accounts on Twitter, Facebook, and Instagram (Welcome to Beefsteak, 2020). The chain has four fixed locations from which its products are sold Washington, DC, Chicago, Cleveland, and Miami (Welcome to Beefsteak, 2020). Overall, Beefsteak is a fast-casual restaurant that focuses on providing customers with the best service. The recruitment strategy for the candidates for positions at the restaurants should reflect the company’s goals and ethics.
Recruitment Strategy
Recruitment is a complicated, multi-faceted process that differs depending on the positions that need filling. Any company needs to design a strategy that will attract candidates who can execute the company’s business strategy (Cascio & Aguinis, 2018). Furthermore, during recruitment, diversity, as well as candidates’ skills and qualifications, should be considered. In today’s climate, any company that fails to acknowledge the importance of a diverse workforce will face backlash from the public that will translate to lost income. When recruiting new employees, the company needs to ensure that all candidates qualified for the job have equal opportunities and are offered or refused the job only based on those qualifications. Thus, Beefsteak’s recruitment strategy must ensure the diversity of the potential employees by considering it during each phase of the recruitment.
Sourcing Candidates
The recruitment process starts with the sourcing of potential candidates. Finding candidates for entry-level staff positions can be achieved externally through Beefsteak’s social media accounts and its website. There are several advantages to recruiting through the social media accounts of the company. First, it is the cheapest option as there is no need to acquire an advertisement space on other online and offline platforms. Second, as social media accounts are followed by people interested in the Beefsteak brand, it can result in sourcing candidates who are already familiar with the brand’s concept. Third, advertising for an entry-level job position through social media can lead to people from different backgrounds becoming of the job opportunity.
A different strategy should be implemented to search for candidates for management positions. Candidates can be recruited from within the company or sourced externally through social media, advertisements, and recommendations. Promotion within the company is a reasonable strategy as the candidates have the advantage of being familiar with the company and its values. However, internal promotions can negatively affect diversity in the workplace (University of Minnesota Libraries Publishing, 2016). On the other hand, external hiring promotes diversity as candidates from different backgrounds can apply for the position.
Assessment Stage
After the pool of candidates for the position is created, they need to be assessed to establish whether they will be a valuable addition to the company. Assessment of the candidates who applied for Beefsteak’s positions should start with the review of their applications and resumes. When evaluating applicants’ resumes, the company’s human resources department should focus primarily on job-related factors (Cascio & Aguinis, 2018). This step will allow human resources to select candidates with the skills and experience needed for the position. Information provided by the applicants can be verified later in the assessment process through reference checks and interviews. For staff positions, structured interviews can be used as they are less biased than unstructured ones and contribute to the selection of the best candidate (Cascio & Aguinis, 2018). Group interviews can be used for management positions to generate a sense of competitiveness among the candidates (University of Minnesota Libraries Publishing, 2016). Questions for the interview will depend on the position that the interviewed candidates are applying for. In addition, to avoid bias, employment interviews should be conducted by two or more interviewers.
After reviewing the resumes and interviews, the selected candidates can be asked to go through several tests. In the case of the Beefsteak restaurant chain, drug tests, personality tests, and computer-based screening should be used. Employees who use illegal substances would reflect negatively on the company, and they should be eliminated during the assessment process. Personality tests should be used for candidates who are applying for management positions. Managing a restaurant is a challenging job, and it is essential to select a candidate who can work under pressure. Most personality tests are reliable and will reveal candidates’ “conscientiousness, agreeableness, and emotional stability” (Cascio & Aguinis, 2018). For candidates applying for chef’s positions, a work sample test can be given as they are a good indicator of professional abilities (University of Minnesota Libraries Publishing, 2016). Chefs can be asked to present a meal prepared from the ingredients usually used in Beefsteak restaurants.
Employing the Desired Candidates
After the relevant data is collected from the candidates, it is evaluated, and the desired candidates are offered a position. In this case, a clinical-composite strategy for evaluation should be used as it allows to evaluate both the personality of the candidate and their skills and qualifications (Cascio & Aguinis, 2018). After the assessment stage, the desired candidates are selected for available positions and moved into the job. Making an offer is crucial as it signifies the start of the employment relationship (University of Minnesota Libraries Publishing, 2016). It is vital to clarify to the candidate what the company can offer to them, including the salary, training, and benefits. The offer to the candidate should be made immediately after the hiring decision has been made to promote a good employment relationship (University of Minnesota Libraries Publishing, 2016). Overall, presenting the candidate with a clear offer with an indication of what can and cannot be negotiated will lead to the right candidate’s employment for the offered position.
Conclusion
In conclusion, this paper provides a straightforward recruitment strategy for Beefsteak restaurants. Candidates for management positions can be sourced from within the company, although external selection is recommended for managerial and staff jobs. The pool of candidates can be eliminated through resume reviews, interviews, and different tests and screenings. After the desired candidates are found, they should be offered a Beefsteak position with clearly defined salary, training, and benefits options.
References
Cascio, W. F., & Aguinis, H. (2018). Applied psychology in talent management. SAGE Publications.
University of Minnesota Libraries Publishing. (2016). Human Resource Management. Author.
Welcome to Beefsteak. (2020). Web.