HOSPITALITY HUMAN
RESOURCES MANAGEMENT AND
SUPERVISION
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.
Chapter 2
Recruiting & Selecting
The Best Employees
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.
2.
3.
4.
Develop a task list
Decides how to break each task into small activities
Determine performance standards
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
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Ask supervisors or experienced workers
Observe
Review existing job descriptions & training materials
Talk to other managers
Review available industry sources
2. Task breakdown
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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
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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
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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
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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 timeconsuming & 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:
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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:
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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
Copyright © 2013 by The National Restaurant Association Educational Foundation. Published by Pearson. All rights reserved.