Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. HOSPITALITY HUMAN RESOURCES MANAGEMENT AND SUPERVISION

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Recruiting & Selecting The Best Employees Chapter 2

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Learning Objectives 1.Describe the four tasks in the position analysis process 2.Explain the uses of job descriptions & how they should be developed 3.Review basic employee recruitment procedures 4.List & explain the tools that can help screen job applicants to determine which should receive job offers 5.Review details about job offers made to candidates who meet job requirements

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Position Analysis: Describing Job Tasks Benefits – Identifies each task & how it must be done – Provides information for the job description Steps 1.Develop a task list 2.Decides how to break each task into small activities 3.Determine performance standards 4.Develop a job description that includes the job’s most important tasks

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Position Analysis: Describing Job Tasks 1.Develop a task list – Ask supervisors or experienced workers – Observe – Review existing job descriptions & training materials – Talk to other managers – Review available industry sources 2.Task breakdown – Watch experienced staff – Record each step or activity in sequence – Confirm accuracy – Share the information so everyone agrees – Confirm the breakdown by observing person who performs the task using the identified procedure.

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Position Analysis: Describing Job Tasks 3.Determine performance standards – Specify required quantity and quality – Must be clearly defined – Should be reasonable – Should be challenging but achievable – Employees should have tools and equipment needed – Must be specific so that they can be measured

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Job Descriptions: Important Recruitment Tools 1.Uses of job descriptions – Recruiting & screening – Hiring, orientation, training, & development – Performance evaluation programs – Salary Administration – Safety & security – Union & legal concerns

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Job Descriptions: Important Recruitment Tools 2. Procedures for developing job descriptions – Template standard should be used – Must be compliant with ADA – Job title & other identifying information – Position to which an employee reports & other work relationships – Job summary which outlines core duties – Duties-major & essential – Job requirements should indicate prior experience, industry knowledge, education & skills a person should bring to the job; mental, emotional & physically skills associated with the position

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Job Descriptions: Important Recruitment Tools 3. Avoiding discrimination in job descriptions – Essential functions individuals must be able to perform with or without reasonable accommodation – Reasonable accommodation: possible alternate ways to accomplish specific duties (Example: Exhibit 2.4, p.38) – Undue hardship-action causing significant difficulty or expense – Can’t include position requirements based on religion, gender, age & national origin – Bona Fide Occupational Qualifications (BFOQ): allows very narrow exceptions

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Job Descriptions: Important Recruitment Tools 4. Revising, approving, & maintaining job descriptions – Causes of changes Responsibilities & reporting structures evolve New regulations that affect job duties Technology or new equipment New menu items or operating procedures New union contract – Have review for legal compliance or from HR – Make revisions based on suggestions/recommendations

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Recruitment Procedures 1. Recruitment Overview – Deciding what vacancies exist – Determining skills & background needed – Clarifying what can be offered – Identifying sources if applicants – Effectively communicating vacancies – Ongoing as part of employment cycle – Affected if an operation is seasonal

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Recruitment Procedures 2. Forecasting staff needs – Last year’s revenue & staffing patterns – History of turnover # of terminated employees ÷ av. # of employees = turnover rate % – Current & seasonal staffing schedules – Staffing patterns & guidelines for similar establishments – Local labor market realities

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Recruitment Procedures 3. Internal recruiting – Employee or customer referrals – Inform current employees before outside search conducted – What for affect on diversity plans – Promoting from within Rewards for good performance Motivates Encourages others to consider long-term – Manager must seriously consider internal candidates

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Recruitment Procedures 4. External recruiting – Common sources – Exhibit 2.5, p. 43 – Methods Networking Sponsoring school, community & professional programs Marketing to professional & community organizations Advertising through traditional media Advertising on public locations & social media Participating in career development events Holding open houses & giving tours

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Recruitment Procedures 5. Effective communication is important – Good job notice Job or position title Desired qualifications or skills Company name Benefits Work location Ways to respond 6. Evaluating recruitment methods – Compare direct & indirect costs with number & quality of applicants

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Screening & Selection 1.Screen Process Overview Standardized forms and procedures for appropriate & legal information Background checks, drug tests, etc. are time- consuming & costly; but may be necessary safeguards Best candidate for the position-making careful judgments; remember the law against discrimination Focus on essential skills of the job What is said, how it is said and when it is said

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Screening & Selection 2. Application Forms – Cover letter & resume for some positions – Learn about applicant’s work history, background & skill level – May contain important statements or notices that the applicant must sign: protect operation against false information permission to check references & other background information

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Screening & Selection 3. Employment Interviews – May be one or more – Screening -determine whether candidate meets basic requirements – Can gather more information, to build interest – Questions require a clear & comprehensive knowledge of the job description – Focus on job duties & use language that pertains to the job – Focus also on required skills, knowledge, and abilities – Exhibit 2.10, p. 52 for question dos and don’ts

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Screening & Selection 4. Planning and Conducting Job Interviews – Location, length, what format will be used – Standardized list of questions to avoid liability & ensure all candidates for position asked the same questions – Background information – Character or personality 5. Determining Finalist Candidates – Assessment of applications & interviews – Who is the best candidate & what makes them stand out

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. Employee Screening & Selection 6. Applicant tests – Guidelines: Same test for every applicant in a certain category Test should be culturally neutral Ask only about functions that relate to the specific duties of the job Administer in a fair and consistent manner Evaluate results against factors that apply to all applicants – Drug tests: equally & fairly implemented; laws may apply, results may be: inconsistent or false; very expensive – Physical exams: may be applicable laws re: mandatory and/or voluntary testing; must be fair to all including people with disabilities – Skill & knowledge tests: keyboard tests → equipment operation; observe & analyze, then discuss with candidate

Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved. The Job Offer 1.May be contingent on successful completion of screening activities/tests 2.Actual process depends on establishment’s policies & sometimes the type of position 3.May be initial phone called; followed up with a letter 4.If a contract – Legally binding – Termination provisions – May remove “at will” 5.Clear & detailed offer 6.Signed agreement regarding start date, compensation & benefits