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Unit 3 Written Assignment

Business Administration Faculty, University of The People

BUS 5511 - Human Resource Management
Prof. Robin Macdonald
Email: robin.macdonald@uopeople.edu
December 5, 2023
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Introduction

Building upon the work I started last week as a consultant to the Red Lobster Company; I will

move forward by providing a specific strategy that will attract talented passive candidates to

the Restaurant Manager Job at the Red Lobster Company. As a reminder, the company is

looking for an ideal candidate for the Restaurant Manager Role that will incorporate its new

visions and mission of providing quality seafood products that satisfy its growing clientele. In

the following paragraphs, I will share the fruit of my analysis and a proposal to attain this

goal.

An overview of the targeted recruitment process for Red Lobster

According to Smedley (2020) with talent scarcity in the global market, developing an

effective recruitment strategy is a necessity. Part of her suggestion is to start by creating a

candidate persona. Knowledge of the kind of person we need for this position will then

determine where we can find them, what message to send to them and what is the timeline

available in which this position must be filled.

Who are we Looking for? As noted in our job description developed last week, the person

we need for this Restaurant Manager job should be dynamic and self-motivated. He should

have at least a 3-year experience working in a similar role in addition to having earned a

bachelor’s degree in hospitality and Tourism Management.

Strategies for reaching passive job applicants.

Now that we know the person we are looking for, let’s determine where to find them. Given

that we are looking for passive candidates, we need to be careful in determining where to

advertise our job. Advertising online is the easiest way to reach potential candidates without

incurring a lot of advertisement expenses. Zojceska (2019) provides the top fifty-five websites

where we can advertise our job. Sites like Indeed, Glassdoor, and Monster etc. but most of
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these websites are meant for people who are actively looking for a job. Given that we are

looking for passive candidates, the best place to find them, to the best of my knowledge, is on

LinkedIn. LinkedIn is a professional network where professionals of the global market meet

whether they are looking for a job or not. Advertising in LinkedIn will increase our chance of

reaching the passive candidates. In addition to advertising the job on LinkedIn we can also

place it on the Red Lobster website and target Facebook Restaurant Communities.

Strategies for reaching a culturally diverse applicant pool.

Reaching a culturally diverse applicant pool is very important to Red Lobster as it services the

company to portray the message of a more inclusive organization that works with everyone

and takes care of clients from any background. Harver (2022) share 7 tips on building a

diverse candidate pool among which he mentions reviewing our job posting and promoting

inclusive benefits.

The strategy I suggest is to update the existing job description to include sentences that

encourage diversity and the minority like people living with disabilities etc. Sentences like

“all nationalities and ethnicity are welcome” “At Red Lobster, we believe diversity makes us

a strong family, if you are qualified for the job, you are welcome irrespective of where you

come from.”

The text for a print-based job posting and/or a script for a video.

The goal at this stage is to generate a short, but catchy message that is portrayed by the Ads to

get potential candidates’ attention and have them click on it to know more about the job offer.

Here is an example:

“Dreams really come true at Red Lobster; we are the global best seafood restaurant chain. Are

you a dynamic leader with at least 2 to 3 years of experience in Restaurant Management? Do

you have a creative mind and are open to new opportunities? Then you stand a chance of
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joining our incredible team dedicated to offering great hospitality. Your application takes just

a few minutes. Please reply at career@redlobster.com or visit our website

www.redlobster/career.”

My recommendations for how to pre-screen candidates.

We can anticipate that once the ads are run, many candidates will submit their resumés

waiting to be called for an interview. This gives us the job of screening and pre-selecting

those who will be called for an interview. At this stage, many strategies can be used, but my

first suggestion is in line with the 11 innovative employment screening techniques shared by

Berman (2022), a phone Interview. Conducting a phone interview with a candidate helps

know more about them before moving forward. Phone calls can be utilized as a first

assessment to determine whether to call the candidate for an in-person interview.

My second recommendation is Resumé assessment. This can seem quite overwhelming for

the hiring staff, but it one of the most reliable ways for pre-qualifying candidates.

Conclusion.

If followed closely, the strategies and suggestions provided in this document can be

implemented and generate great results. A recruitment is something absolutely important for

the business, so great care should be taken at each stage in order to consider every details. Red

Lobster can now apply the provided strategies to recruit its new Restaurant Manager.
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References

Berman, T. (2022). 11 INNOVATIVE EMPLOYMENT SCREENING TECHNIQUES.

https://www.zippia.com/employer/11-innovative-screening-techniques/

Harver, T. (2022). 7 Actionable Tips for Building a Diverse Candidate Pool.

https://harver.com/blog/diverse-candidate-pool/

Smedley, K. (2020), 5 recruitment strategies to attract top talent.

https://recruitee.com/articles/recruitment-strategies

Zojceska, A. (2019). Top 55 Global Job Boards.

https://www.talentlyft.com/en/blog/article/298/top-55-global-job-boards