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The case study

Markis’ Edwards

BUS 623

Dr. Scott

May10, 2021

Introduction

Recruitment and selection processes are important stages and procedures in the organization as they determine the level of productivity of the organization. Recruitment refers to the process of identification and making the potential candidate make applications for the job. Selection on the other hand, is the process of choosing the most suitable candidate for the vacant position. The two processes have to be conducted efficiently in ensuring maximum productivity (Cascio, 2019). The aim of the paper is to determine ways of attaining such efficiency in recruitment and selection. In attaining the goal, a case study of Beefsteak Company has been used with the aim of assessing the existing business model and evaluating ways in which effective recruitment and selection process can be undertaking.

Thesis: Assessing ways of attaining effective recruitment and selection and the role of diversity in recruitment.

Company Profile and Business Model

Beefsteak is a fast-casual restaurant concept that was founded by a renowned chef Jose’ Andres. The restaurant focuses on vegetable dishes where it offers different varieties of vegetable dishes. It was initially launched in Mach 2015 in Washington DC in George Washington University campus after which it diversified to other campuses such as University of Pennsylvania. It is guided by the drive to venture into untapped market by supplying different varieties of vegetable dishes with the message “Unsung power of vegetables”.

The company focuses on venturing into a specific market segment: fast-sugar segment through which it has applied product differentiation to appeal the target audience. The company utilizes product differentiation by offering different products within the segment to accommodate more taste and preferences thus building a wider customer base.

Recruiting strategy

In recruiting both the managerial and staff positions, a series of steps are to be followed in three-sequential stages. The first phase of the recruitment strategy is preparation where the needs of the organization are identified in relation to the expected qualifications of the employees. This could involve assessing the business environment to set the frame for the position and a profile for the position of the employee and the managerial positions .This process would be very important in ensuring there is no duplication of duties in the organization which would result in unnecessary expenditures in paying salaries and maintenance for two positions while the roles can be done by a single person. After identification of all the necessary requirements of the position, the organization should design an appropriate communication channel to use in advertising the positions to potential audience (Novid, 2017).

The next stage is receiving application where Beef Steak Company should focus at maximizing candidate experience by sending notifications to all applicants informing them of reception of the application. The company can consider using the application tracking system where recruitment process is automated. The ATS sends automated messages to all the applicants informing them of the reception of the applications. The third phase is selection which starts with shortlisting o the candidates on basis of the level of qualification. At first, candidates who do not meet the basic qualifications of the job are eliminated from the list. Candidates who do not meet the qualifications should be informed of the outcome in a positive approach and assuring them of future opportunities. The second stage in the selecting phase is rating and ranking candidates as a way of determining the candidates to be invited to an interview. After obtaining the list based on the ranks, the candidates are interviewed to an interview. The fourth stage of the selection stage is simulated work exercise where the company follows up with the top candidates from the last interview phase by conducted a simulated work experience. This help in determining whether the selected candidate’s best fits the position.

Benefits of diversity in recruiting

Beefsteak brand benefits from diversity in recruitment by earning a strong positive reputation. Based on research studies, companies that recruit from a wide range of backgrounds gain a reputation of being a good employer. This would work to the advantage of the company as more customers will start preferring Beefsteaks to its competitors. Also, the company would gain competitive advantage from having a diverse workforce. This is because diversity in recruitment brings workforce with diversified skills and cultural backgrounds. This creates a larger platform in which people employees can exchange ideas and skills to improve on the existing service delivery and quality of services. Diversity in recruitment would also contribute positively to the contemporary human capital by improving the employee engagement. Cultural diversity as one of the basis of diversity in recruitment results into a more diversified workforce in which employees can share personal experiences. This promotes motivation among employees which would impact Beefsteak positively. Diversity in recruitment also impacts predictive analysis by making it easier to design optimum internal environment that would producing a given level of outcome. For instance, when there is a diverse workforce, it becomes easier for algorithms to generate insight from internal control systems on possible alternatives that maximize outcomes (Aggarwal, 2015).

Selection stage

Managerial position and staff position should have two different selection strategies to ensure efficiency in sourcing for the needed skills. In selecting the best candidate for the managerial position, multistage selection strategy would be most appropriate. This is the strategy where the candidate is subjected to various assessment tools as part of selection process. Among the stages include personality tests, skills tests, interviews and sample work performances. This would ensure that the candidate selected for the managerial position meets all the requirements of the position (Susan, 2017). Also, Beefsteak would be in a position to assess the candidate against all qualifications or metrics to ensure the successful candidate has the highest potential to improve the efficiency of the company.

In selecting the staff positions, Beefsteak should focus on using the conjunctive selection stage. The strategy involves various stages each of which has unique assessment tools that are used in evaluating the candidate. Candidates are allowed to pass to the next phase after meeting all the qualification requirements of the previous stage. This would ensure Beefsteak selects the most suitable candidate based on their capabilities and ability to perform the expected roles.

Conclusion

Beefsteak would gain from implementation of an effective recruitment and selection strategy. An effective recruitment process involves three stages: preparation, receiving application and selection. In selecting the managerial position candidate, Beefsteak should consider implementing the multistage selection strategy. However, when selecting staff position candidate, the company should focus on implementing the conjunction selection strategy.

References

Aggarwal, Varun (2015). Data Science and Predictive Analytics Enabling Hiring Mechanisms for Enterprises. Aspiring Minds