1. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Chapter 11 Organization, Recruiting, and Staffing The Restaurant: From Concept to Operation, 7 th edition Courtesy of Casteli’s Restaurant 1

2. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Objectives After reading and studying this chapter, you should be able to: –Describe the processes for creating job and task analyses –Describe the components of a job description and list the guidelines for creating one 2

3. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Objectives (cont’d.) –Identify legal issues surrounding hiring and employment –Determine the legality of potential interview questions 3

4. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Job Descriptions Well organized restaurant has written job descriptions and specifications Guidelines –Describe the job, not the person in the job –Do not describe in fine detail –Use short, simple, and to the point sentences –Explain technical jargon if used 4

5. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Job Descriptions (cont’d) –Make the description detailed enough to include all aspects of the job –Include essential functions and outcomes expected 5

6. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Job Instruction Sheet Task analysis can be converted into job instructions Comprise a list of the work steps –Arranged in sequential order if there is a natural cycle to the work 6 © John Wiley & Sons, Inc.

7. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Organizing People and Jobs Every restaurant is organized so these restaurant functions are performed: –Human resources management and supervision –Food and beverage purchasing –Receiving, storing, and issuing –Food preparation 7

8. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Organizing People and Jobs (cont’d) –Foodservice –Food cleaning; dish and utensil washing –Marketing/sales –Promotion, advertising, and public relations –Accounting and auditing –Bar service As restaurants grow, specialization of function becomes necessary 8

9. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Organizational Chart 9 © John Wiley & Sons, Inc.

10. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Staffing the Restaurant Key words in finding the right people and preparing them to work successfully: –Recruitment –Pre-employment testing –Interviewing –Selection –Employment –Placement –Orientation and training © John Wiley & Sons, Inc. 10

11. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Recruitment Process by which prospective employees are attracted to the restaurant –In order for a suitable applicant to be selected for employment Must be carried out in accordance to federal and state employment laws 11

12. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Pre-employment Testing Must be valid and reliable –Valid test: measures what it is supposed to –Reliable test: shows the same results with repeated testing Range of tests to select from –Examples: intelligence, aptitude, etc. Some test for substance abuse and honesty Some use psychological tests 12

13. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Interviewing Seek to identify certain behavioral characteristics that may determine successful employment practices The purpose of the interview is to: –Gain sufficient information to determine the applicant is capable of doing the job –Give information about the company and the job –Ask appropriate, but leading questions 13

14. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Ideal Employee Profiles Employees: –Constitute a large part of the restaurant’s ambiance, spirit, and efficiency –Must fit with the restaurant style –Outgoing personalities fit well in the front of the house –It is important to give employees a chance to succeed 14

15. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Selection Determining eligibility and suitability of a prospective employee –How well they will do the job and fit in with the team –Personal appearance, grooming, and hygiene are important Purpose is to hire an employee that will be a team player and exceed expectations 15

16. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. 16

17. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Employment of Minors Teenagers, beginning at age 16, are excellent candidates for almost every restaurant job –From bussing and dishwashing to cooking and order taking –Federal regulations control the work permissible for minors (under age 16) –Age restrictions state the maximum amount of hours a minor may work 17

18. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Employment of Undocumented Aliens Immigration Reform and Control Act of 1986: –Makes it illegal for employers to employ undocumented aliens –Several documents are used to determine the status of a prospective employee –Consequences of hiring undocumented aliens are substantial fines –The I-9 form is proof of having inspected the employees’ documentation 18

19. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Employee Sources Include: –Current employees via promotion –Restaurant website –Facebook, Twitter –Internet –State employment service –Schools –Vendors and customers –Youth groups, fraternities, and sororities 19

20. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Employee Sources (cont’d.) –Walk-ins –Minority sources –Church groups –Veterans’ organizations –Retiree organizations –TV, local cable –Community bulletin boards –Job fairs –Local partnerships 20

21. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Civil Rights Laws Equal Employment Opportunity (EEO): –Recruitment, selection, and promotion practices which are open, competitive, and based on merit Americans with Disabilities Act (ADA): –Prohibits discrimination against employees who are disabled –Requires making “readily achievable” modifications in work practices and conditions that enable them to work 21

22. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Hiring People Who Are Physically or Mentally Challenged Employees usually overlooked: –Those who are seriously disadvantaged emotionally, mentally, or physically Keep in mind that you are selecting personnel for facilities used in the tasks to be performed –Avoid hiring those at obvious risk for the work (e.g., a person with epilepsy may make a great book-keeper, but would be at risk as a cook) 22

23. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. AIDS Acquired Immune Deficiency Syndrome –Cannot be transmitted through the air, water, or food –Contracted by: Exchange of bodily fluids Shared needles Infusion of contaminated blood The placenta from mother to fetus 23

24. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Questions to Avoid: Application Form and during the Interview Include: –Marital status –Age –National origin –Family relationship –Mental or physical handicap –Race and/or sex –Injured worker –Religion 24

25. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Questions You Can Ask Include: –General opener –Transportation –Availability –Hobbies/interests, Goals/ambitions –Sports –Languages –Work experience –Skill and Specific Job Related Questions, other interview Questions 25

26. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. The Multiple Interview Approach Effective when there are plenty of applicants available –During the first interview the candidate may be given a rating of 1 to 5 Only those rating a 5 are given an additional interview with a second interviewer 26

27. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Telephone References Follow up by phone –More effective than a written request –Direct the call towards applicants’ strengths and weaknesses –Verify applicants’ information –Few people voluntarily make adverse comments about applicants Tone of voice and what is not said may be more important than the words said 27

28. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Careful Selection of Personnel Three main hiring objectives: –Hire people who project an image and attitude appropriate for your restaurant –Hire people who will work with you rather than spend their time fighting your rules, procedures, and systems –Hire people whose personal and financial requirements are a good fit with the hours and positions you are hiring for 28

29. Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Screening Screen out the substance abuser: –Employment records may provide indicators Pre-employment physicals and drug examinations: –Permissible as long as they pertain to the job and conform with ADA regulations 29