Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Chapter 11 Organization, Recruiting, and Staffing The Restaurant: From Concept to Operation,

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

Chapter 11

Organization, Recruiting, and Staffing

The Restaurant: From Concept to Operation, 7th edition

Courtesy of Casteli’s Restaurant

1


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


Objectives (cont’d.)

– Identify legal issues surrounding hiring and employment

– Determine the legality of potential interview questions

3


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


Job Descriptions (cont’d)

– Make the description detailed enough to include all aspects of the job

– Include essential functions and outcomes expected

5


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


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


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


Organizational Chart

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© John Wiley & Sons, Inc.© John Wiley & Sons, Inc.


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

10


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


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


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


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


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


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


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


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


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


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


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


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


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


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


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


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


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


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

Documents

Copyright © 2014 by John Wiley & Sons, Inc. All rights reserved. Chapter 11 Organization, Recruiting, and Staffing The Restaurant: From Concept to Operation,