running head: RESOURCES 1

Resources

Author

University Of The People

Author Note

Author, MBA Student, University Of The People

The author is an MBA student at the UoPeople.

This article is an assignment for Dr. Regnaud for BUS 5511 - AY2020-T1.

Correspondence concerning this article should be addressed to the author’s email address.

Contact: werenthomes@gmail.com

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ABSTRACT

Understanding the job process and description is very important. If understood correctly, the job

process and description gives everyone a clear idea of the role and expectations. They have a

massive influence on the financial success of an organization.

Keywords: HR, job, process, description, manager, employee

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Resources

We were asked: building on the work you did in Unit 2 with the Red Lobster Case Study,

you will now use the job process and job description to design a targeted recruitment strategy to

help attract candidates for the Restaurant Management position. Use the resources provided in

this unit and/or your own research to create a targeted recruitment process and include the

following:

• An overview of the targeted recruitment process you’ve designed for Red Lobster

including how and where to advertise the position for maximum exposure

• Strategies for reaching passive job applicants

• Strategies for reaching a culturally diverse applicant pool

• The text for a print-based job posting (and/or a script for a video or other

multimedia recruitment)

• Your recommendations for how to pre-screen candidates to ensure that the

people brought in for interviews are the best possible fit.

Look for ways to be creative and innovative in order to help the client get the most bang

for their recruitment buck.

Hiring skilled people is crucial to an organization’s success. In order to hire the most

talented, though, an organization must first locate them. Recruiting employees can be a difficult

task. Even in a recession, it can be hard to fill specific kinds of jobs, so recruiters have to make

important choices, including whom to focus on, what message to convey, and how to staff

recruitment efforts. If not done correctly, an organization’s recruitment efforts can produce job

applicants who are poorly qualified, who are not diverse, or who may decline any potential job

offers. These same candidates may be prone to quit if they are hired. A poor recruitment strategy

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can miss good candidates…including those who work for competitors…because those individuals

never find out that a position is available (Johnson, 2019).

Hiring skilled employees and staff for a restaurant is easier when there are many great

applicants to choose from, and most applicants decide whether or not to apply based on what they

see about the organization online.

Applicants will use the organization’s website, social media presence, reviews from current

and former employees and other online information to evaluate the organization...especially

engaged applicants, who want to know more about the restaurant.

Make sure that all information available online is good, and accurate. A reputation for

good service and good food will help to hire and retain talented people, but hiring good staff also

depends on the online presence.

When the job is advertised, make sure that the full and accurate job title for the position is

used, the area in which the specific restaurant is located is mentioned, and other important

keywords that will help to get better placement on job boards are utilized. I would also utilize a
®
variety of platforms to advertise for this position. By using job boards like LinkedIn and

Glassdoor ®, and social media sites like Instagram ®, Facebook ®, and Twitter ®, I will be able to

attract more candidates and make higher quality hires.

The first step in the recruitment process should be establishing objectives. In establishing

recruitment objectives, HR professionals should make sure to seek input from others who may

have valuable insight to add. Having established clear recruitment objectives, the next step is to

develop a strategy for recruiting individuals to fill positions. This strategy development phase

involves creating a specific plan of action for meeting the recruitment objectives. The

development of a recruitment strategy is critical to maximizing the value of any recruitment

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activities. Only after this is complete does an organization carry out the recruitment activities,

such as advertising, hosting receptions on university campuses, etc. (Johnson, 2019).

Most recruitment managers care about whether the activities result in meeting their original

objectives, but unfortunately, most organizations do not evaluate recruitment drives. In order to

thoroughly judge the recruitment process, an organization should go beyond just the data that is

easily gathered…also get data using nontraditional means, like creating non-existent “applicants”

who apply for jobs. These “applicants” can give information about whether a web site was easy to

navigate, provided useful information, and made it simple to submit a resume (Johnson, 2019).

I would use an advertisement like this:

Job Summary:

Are you searching for a quick-moving job where you can demonstrate your focus on hospitality,

service, and excellence in a rewarding atmosphere? We want you to become a respected member of

our management team! As a valued restaurant manager, you will motivate, inspire, and mentor

employees, make guests happy, and provide excellent customer experiences. As an innovator, we

will look to you to find new and better ways of developing a dynamic and successful team. You

will utilize your superior organization and communication skills to quickly address concerns and

discover lasting business solutions while upholding our high standards for 100 percent customer

satisfaction. The applicant must have at least an Associate’s Degree, although a Bachelor’s Degree

would be ideal. In addition, the applicant must have at least 5 years of hotel, catering, restaurant,

waitressing, or customer service work experience (Kehayas, 2018).

Job Responsibilities:

• recruiting, training, and supervising staff

• agreeing to, and managing budgets

• planning menus

• ensuring conformity to licensing, hygiene, and health and safety legislation/guidelines

• promoting and marketing the business

• overseeing stock levels

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• ordering supplies

• producing staff schedules

• handling customer enquiries and complaints

• taking reservations

• greeting and advising customers

• problem solving

• preparing and presenting staffing/sales reports

• keeping statistical and financial records

• assessing and improving profitability

• setting targets

• handling administration and paperwork

• meeting with customers, employees, suppliers, licensing authorities, and

sales representatives

• improving the running of the business and developing the restaurant (Slezak, 2012).

Job Skills:

• excellent customer service skills

• commercial awareness

• flexibility

• good interpersonal skills

• communication skills

• problem-solving skills

• organizational skills

• teamwork skills (Engstrom, n.d.).

In conclusion, understanding the job process and description is very important. If

understood correctly, the job process and description gives everyone a clear idea of the role and

expectations. They have a massive influence on the financial success of an organization.

References

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Engstrom, E. (n.d.). How to Write Good Job Descriptions that Attract Great Candidates.

Retrieved from https://recruiterbox.com/blog/how-to-write-good-job-descriptions

Johnson, A. (2019). 9 Tips To Improve Your Hospitality Recruiting Strategy. Retrieved

from https://harver.com/blog/hospitality-recruiting-strategy/

Kehayas, C. (2018). The Perfect Restaurant Manager Job Description. Retrieved

from https://blog.proven.com/restaurant-manager-job-description

Slezak, P. (2012). 5 Simple Steps To Writing A Concise Job Description. Retrieved

from https://recruitloop.com/blog/how-to-write-a-job-description/

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