Staffing Organizations: Coffee Shop
  1. Recruitment Plan and Message

A recruitment plan helps in the staffing process; it guides how employees are to be selected. According to Godsmark, Arduser and Brown (2004), employees who should be recruited for coffee shop jobs should be stable in personality, motivated, achievers, sociable, independent, mature, determined and generally hardworking. In this case, the coffee shop staffs are expected to be influential and enduring. In addition, the employees should be exposed to several cultures.

For this coffee shop, recruitment policy will be to put in place a long-range plan of recruitment, to organize a recruiting schedule on the basis of number of customers and to implement the plan in the required timelines. The goal of the exercise is to recruit five employees in such way that each of the key ‘departments’ is occupied. The recruitment strategy is to focus on charismatic people with high regard for others, unmatched public relations skills. The strategy must also establish a year-round recruitment schedule for the first three years. The recruitment structure is such that all recruiting activities will be coordinated by the proprietor assisted by outsourced human resource management consultants.

This is the sample recruitment message: “ABC Coffee Pond is looking for 5 employees to fill its production, service and management positions. We are looking for employees who are not like others. Potential candidates are those who are more social than others; who work harder than others; are enduring and, above all, proficient in English and another foreign language. If you have a stable personality and some sense of humor, you are invited to send us your resume through contacts on our website”.

  1. Medium of Communication

A medium is simply a channel of communication or relaying information. Choice of job advertising channel will be determined by characteristics of the desired group. In this case, the job opening will be posted on the business website and promoted through social media such as social networking sites, blogs, RSS feeds among others. Internet advertising was chosen because most of the young people use internet to look for information of all sorts. Since the targeted employees are young professionals, it is hoped that the advert will reach more young people, especially when shared through social networking sites such as Facebook and Twitter.

There are many advantages of using internet for communication or advertising. According to O’Guinn, Allen and Semenik (2008), internet advertising is more advantageous because it has recently come up not only as a legitimate channel of advertising but also because it targets specific age group, especially the young. They also observed that it is easy to track how many times the advert has been viewed, display as banner and it is easy to attract applicants through use of pop-up or pop-under ads. Additionally, possible candidates are able to share the advert with their friends through email. This means that more people will apply giving the panel a better opportunity to select the best candidate from the largest group possible. Furthermore, internet advertising does not have lead time. For a newspaper, the ad can only be optimally viewed for one day while a magazine can go to a maximum of, for instance, two months. However, with internet advertising, the ad does not ‘expire’.

  1. Employee Selection Method

According to Sommerville (2007), employee selection process includes “locating, recruiting and hiring the best candidates” for specific positions (p. 100). There are many methods of selecting employees. Although interviews are the mostly used methods, they do not help the panel to predict how the individual would perform in the real work environment. Therefore, this approach will use a combination of aptitude tests, personality test and sample work. These methods are informed by the nature and requirements of the job.

Aptitude tests help in gauging the intelligence of the person. This would help to cross- check whether the information a person has indicated in the certificates matches the results of the test. Secondly, personality test would seek to establish the person’s temperament. This is important as the employees will be interacting with people. Therefore, an advantage of this method is that it would be possible to establish whether the person has a stable personality, whether he or she is hot tempered among other attributes. An indirect advantage is that the business would not reduce its sales because customers do not come back following poor service. In the long run, sociable employees lead to increased revenues for the coffee shop. Lastly, the candidates will be subjected to sample work. In other words, this means that they will be called upon to demonstrate what would be required of their positions. For instance, a waitress will be required to serve the selection panel. The advantage of this approach is that it would be possible to determine what the candidate would do in a real job situation. On the basis of the scores attained in the three methods, the selection panel would decide who appears to be the best candidate for the post.

  1. Assessment Methods

Assessment plays a very important role in the entire selection process as it leads to initial short listing, as well as the final recruitment. In this case, several methods will be used to do the preliminary assessment for the sake of short listing. For all the positions, academic qualification will be considered by using the uploaded certificates (Sommerville, 2007). Other checks would include the sex of the person with regard to the position applied for. In addition, those who do not meet the minimum academic qualifications would not be shortlisted. In addition, there would be a waiter and a waitress. The production section would require two male candidates while the General Manager’s position could be occupied by either sex. Furthermore, grammar and language use in application letters would be used a way of selecting the initial group that would proceed to the second stage in which substantive assessment would be done using the methods enumerated above: aptitude tests (on the general and specific industry topics), personality tests and sample work (depending on the position). For the waiter and waitress, they would demonstrate how to serve while the two production candidates would actually cook something for the panel. For the manager, a more personal and intensive unstructured informal interview will be conducted as a part of sample work.  Moreover, all candidates will be required to possess multiple skills so that business could continue in the event when one employee is absent due to unavoidable circumstances.

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