Chapter 11
Organization, Recruiting, and Staffing
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
Objectives (cont’d.)
– Identify legal issues surrounding hiring and
employment
– Determine the legality of potential interview
questions
Task and Job Analysis
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Task: related sequence of work
Job: series of related responsibilities
Job description: tasks and jobs written down
Job specification: identifies skills and
qualifications needed to perform the job
Task and Job Analysis (cont’d.)
• Task and job analysis approaches:
– Bottom-up method: frequently used when the
organization already exists
• Work behavior of employees is the basis for
analysis (e.g., shortcuts)
– Top-down method: used when opening a new
restaurant
• Missions, goals, and objectives are examined to
determine what tasks must be performed
Technical Tasks Vary with the
Establishment
• Each establishment will have somewhat
different jobs and tasks within jobs
– Tasks that might be broken out of a broiler
cook job are:
• Care of broiler
• Broiling seafood exactly as ordered
• Broiling steaks exactly as ordered
• Broiling chicken to specification
• Cleaning the broiler
Job Descriptions
• Guidelines:
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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
Make the description detailed enough to
include all aspects of the job
– Include essential functions and outcomes
expected
Job Specification
• Lists education and technical/conceptual
skills a person needs to satisfactorily
perform the job
– Once the tasks are described a separate
section of the job description form can be
developed
The Job Instruction Sheet
• Task analysis can be converted into job
instructions
– Serve as a guide for new employees and as a
quality assurance measure for the
maintenance of work standards
• Comprise a list of the work steps
– Arranged in sequential order if there is a
natural cycle to the work
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
– Foodservice
– Food cleaning; dish and utensil washing
Organizing People and Jobs
(cont’d.)
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Marketing/sales
Promotion, advertising, and public relations
Accounting and auditing
Bar service
Staffing the Restaurant
• Key words in finding the right people and
preparing them to work successfully:
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Recruitment
Pre-employment testing
Interviewing
Selection
Employment
Placement
Orientation and training
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
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
Interviewing
• 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
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
Selection
• Determining eligibility and suitability of a
perspective 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
Employment of Minors
• Teenagers, beginning at age 16, are
excellent candidates for almost every
restaurant job
– From bussing 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
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
Employee Sources
• Include:
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Current employees
Facebook, Twitter, and the Internet
State employment service
Classified ads
Schools
Vendors and customers
Youth groups, fraternities, and sororities
Walk-ins
Employee Sources (cont’d.)
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Minority sources
Church groups
Bus ads
Radio
Veterans’ organizations
Retiree organizations
TV
Community bulletin boards
Job fairs and local partnerships
Civil Rights Laws
• Equal Employment Opportunity (EEO):
– Recruitment, selection, and promotion
practices which are open, competitive, and
based on merit
• American 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
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)
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
Questions to Avoid: Application Form
and during the Interview
• Include:
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Marital status
Age
National origin
Family relationship
Mental or physical handicap
Race and/or sex
Injured worker
Religion
Questions You Can Ask
• Include:
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Work experience
Transportation
Availability
Hobbies/interests
Goals/ambitions
Sports
Languages
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
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
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 system
– Hire people whose personal and financial
requirements are a good fit with the hours and
positions you are hiring for
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