Recruitment and selection strategies for coffee shop
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Staffing and Organization 2
Outline
Title page………………………………………………………………………………1
Outline…………………………………………………………………………………2
Introduction…………………………………………………………………………….3
Recruitment strategies………………………………………………………………..3
Communication message to attract applicants to the open positions……………3
Communication medium for the recruitment effort…………………………………5
Selection process you will use for staffing the coffee shop……………………….5
Initial and substantive assessment methods that will be used to select external
candidates………………………………………………………………………………6
Conclusion………………………………………………………………………………6
References………………………………………………………………………………7
Staffing and Organization 3
Introduction
The following is a discussion on the best recruitment strategies that a coffee
shop business will use to bring the best employees into the enterprise. The first part
looks into the strategy for recruiting the employees and discusses why the method
was chosen. It then looks into the best communication method to reach the best
applicants and attract them to apply for selection. The third part looks into the
selection process where it describes the best criteria for selecting coffee shop
employees. The fourth part looks into the methods of substantive assessments
required to select the candidates externally and show the relationship between the
assessment and the strategy used in staffing.
Recruitment strategies
There are two types of recruitment strategies namely external recruitment
strategy and the internal recruitment. The external recruitment strategy is the
process in which an organization prefers to pick employees from outside the
organization. The internal recruitment on the other hand is a recruitment process that
focuses on getting employees who are already within the organization. It is less
costly as the organization does not need to spend on advertising. It is involves
advertising the vacancies to people who are outside the organization and inviting
them to join the organization. For the coffee shop, the best recruitment strategy will
be external strategy for a number of reasons. The first reason is that the external
recruitment will give the business an opportunity to choose the best from a pool of
potential employees. It will also be advantageous because it will discover new
talents, ideas and experience, which may not exist currently in the business since it
is new (Boam, 2006).
Communication message to attract applicants to the open positions
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After determining the recruitment strategy, which in this case is external
recruitment, the business must formulate messages that will reach the potential
applicants and attract them to apply for the available positions in the coffee shop.
The communication message must attract attention of the potential applicants and
persuade them that the coffee shop has the best employment opportunity. The
communication message is imperative as it determines whether the organization
gets the best team for the work opportunities. Applicants who have experience in
particular areas are very careful on the messages communicated by the prospective
employees and they can check the messages to determine whether they are
authentic or meant to hoax them. To get the best employees, the organization must
focus on communicating the vision and the mission of the business to the potential
applicants. This informs the potential employees of the values that the business has
and prepares them to align themselves with the business mission and goals. A
business that does not have values and mission does not brand. They determine
what the outsiders think about the business. Is it customer oriented? Is it profit
driven? Communicating such messages is imperative in building the business and
ensuring that it is successful (Mayo, 2001).
When designing the message to communicate to the potential employees it is
imperative to communicate the roles and responsibilities that the applicant or the
employee will play in the achievement of the stated mission and vision. Providing
the details of the available job opportunities such as job description and job profiles
attracts potential employees who have the capability to perform such roles. It is also
important to communicate the qualifications needed for one to be considered
capable of performing the responsibilities indicated in the job profile. It is also
important to include the benefits that the job opportunity will offer to the successful
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applicants. Listing the remuneration offered for each of the available opportunities is
imperative in attracting potential employees who may be interested in the job
opportunities (Bratton, 2007).
Communication medium for the recruitment effort
The communication medium to use to reach out to the potential employees
will be the websites or online communication. This will involve placing targeted
adverts on various websites that are accessed by people who are looking for jobs or
for people who are interested in hotel industry. This communication method involves
posting job vacancies on the company websites or other websites so that the
interested candidates may apply for the vacancies. This method is cost effective as
the posting can remain for one or two months for little amount of money. It is cheap
compared to advertizing in newspapers or organizing job fairs. However, the
recruitment process is tedious as the website is likely to have too many applications
and sorting them out may be difficult (Boam, 2006).
Selection process you will use for staffing the coffee shop
While employee recruitment process encourages the potential employees to
apply for the job the selection process is the process of eliminating potential
employees who are not qualified for the job. Its aim is to ensure that the organization
gets the best talent possible. Various organizations use different criterion to select
the candidate for the job (Bunting, 2007).
The coffee shop business will use the written tests as the selection criteria for
the best employees to include in the organization. The candidates do aptitude tests
to test their basic knowledge and competence in the field, which they are applying. In
this case, applicant’s knowledge on hotel industry will be tested, the experience and
basic knowledge on business operations of a coffee shop. This method is
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advantageous because it assess the employee’s knowledge and experience. It is
also advantageous because it saves time and resources (Bunting, 2007). However, it
is disadvantages because while it tests the employee’s knowledge and experience it
does not show passion that the employee has for the business (Bratton, 2007).
Substantive assessment strategies
The following are the methods that can be used to select candidates
externally using substantive assessment as well as explain the relationship
between the assessments and staffing strategy. The first assessment relates to
the academic qualifications as part of the assessment criteria. The second
assessment criteria relates to the experience, where it will involve selecting the
employees based on their experience. The third assessment criteria deal with the
passion that the employee has for the business. This is imperative, as it will
determine whether the employees will be passionate for business (Bratton, 2007).
Conclusion
The recruitment strategy brings in the employees that the business is looking
for. If the business wants new talents and skills like the coffee shop, external
recruitment strategy is appropriate. The selection strategy adopted by an
organization is vital in ensuring that the organization acquires the necessary skills.
The selection criterion determines the people employed and their contribution to the
success of the organization.
References
Staffing and Organization 7
Boam, R. (2006). Contemporary human resource management: Text and cases.
New Jersey: Pearson Education.
Bratton, J. (2007). Human resource management: Theory and practice. Basingstoke:
Palgrave Macmillan.
Bunting, M. (2007). Skills, training and human resource development: A critical tex.
Basingstoke: Palgrave Macmillan.
Mayo, A. (2001). Human value of the enterprise, valuing people as assets,
monitoring, measuring, and managing. London: Nicholas Brealey Publishers.
