Chili’s Restaurant Recruiting Plan: An in depth look at Human Resource Management
by ICN Staff Rickey Lee, International Financial Consultant
Chili’s is an established restaurant that has experienced great success over the years. From its origins in Texas, Chili’s has stores spanning the country allowing them to rival competitors such as Applebee’s and TGIF. Stiff competition has resulted in a limited labor pool, thus, as a part of the human resource management staff; we will target select labor pools to hire competent managers with experience in international strategy consulting. At Chili’s, we pride ourselves on providing the ultimate customer service experience. As human resource management staff, we need to hire individuals that already possess leadership, payroll, marketing, and entrepreneur skills needed as a manager to cut down on training costs. A growth rate of 12 percent each year, we will need managers with experience in training and managing a staff, while implementing marketing campaigns to drive traffic flow.
We will target some specific international strategy consulting and the associated labor pools to meet the needs of our company. We will be targeting universities nationwide that specialize in hotel, human resource management and restaurant management to demonstrate the company’s commitment to attracting and retaining young talent. Students attending these universities receive educational instruction from industry specialists. This instruction will allow the students to easily transfer the classroom knowledge to real life situations. Inside the company word of mouth will be our first recruitment method via internal postings or informing friends that are qualified about new human resource management opportunities. We will then focus on reviewing skill inventories of current employees that have demonstrated the initiative to take on additional responsibilities and committed themselves to learn other skills. Those individuals that have been identified for wanting advancement opportunities within the company will be reviewed. According to Cynthia Fisher, “internal recruiting motivates employees to work hard as they develop job security and a motivated workforce is what leads to a competitive advantage.”(Fisher et al, 2006). External candidates can bring new human resource management ideas and international strategy consulting in order to spur growth. In addition, with rapid growth we have to hire externally to prevent a ripple effect from internal positions that become vacant as a result of advancement. External candidates have risk, as their work ethic cannot be verified and recruitment and training costs will increase. We need to hire externally to attain those individuals that have been overlooked by our competitors who have the analytical and competitiveness to take Chili’s to the top.
There are several company qualities that we think will attract qualified candidates to apply for our human resource management positions. We have great company values, competitive wages, great benefits, and opportunities to advance within the company. Our company has always provided the best food service day in and day out and our team enjoys providing excellent service and uncompromised ethics. Successful candidates will join an organization that cares about the community. Chili’s believes in proper remuneration of its employees. Having the wage listed will attract candidates since they can see the pay range and decide whether it’s within what they are looking for. Chili’s pay range for the position will range from $42,000 to $50,000 per year. Qualified candidates are more interested to know what benefits the organization offers. Including our employee benefits in the advertising will help attract a wide range of applicants. Benefits for our employees will include paid vacation/time off; flexible spending plans; health club and fitness reimbursement; and medical, dental, vision, and life insurance. Top international strategy consulting applicants always want to know if there is a chance to advance with the company in terms of their career. This is a very important factor in attracting qualified candidates. Chili’s Restaurant provides an opportunity for employees to advance to higher position throughout the organization.
Chili’s restaurant chain, by using both internal and external methods of recruiting would achieve the optimal level of utilizing internal resources and exploring new potential successful managers outside the company, instead of choosing either method over the other. The company is facing some difficulties in order to recruit enough managers. Promoting talented insiders to the manager positions will eliminate the concerns regarding the job security among the employees, increase the motivation among the all employees, and deliver the employees the satisfaction of seeing the appreciation of their work. Moreover, it is also cost effective for the company because they would save on training the new managers. The company is growing and we will eventually need to hire managers externally. Some international strategy consulting that include formal and informal methods that Chili’s can use for external recruitment are posting the job announcements on websites, running ads on radio stations , employee referrals, campus recruiting, and public job service agencies.
All of these methods were chosen based on their cost and time effectiveness. Posting job announcements on the website and through radio stations are considered to target the specific segments of labor market. The ads must be very clear and informative as opposed to generic newspaper advertisements, and make the vacancies known to large groups of potential applicants in those geographic locations where Chili’s restaurants serve. Employee referrals are also an inexpensive method that can be very productive and will save the cost and time of spreading the job vacancies throughout targeted demographics.
Campus recruiting is another method that Chili’s will use for external recruiting. “Campus recruiting can be very productive for an organization, because many good candidates can be interviewed in a short period of time and at a single location” (Fisher et al, 2006). On the other hand universities have graduation twice a year, which may not coincide with the plans of the company that is seeking to grow in the middle of academic year. However, campus recruiting is providing companies with all the administrative support and it is a reasonable cost. Public job agencies are also cost-effective method. The company describes the job specifications to the third party, and they screen and refer qualified applicants to the employer for interviews. Interviews can also be cost-effective especially for the restaurant chain operating nationwide. The online interview can reduce the costs traveling. The company will save a large amount of money and please the qualified applicants by setting up an online interview system. The interviews must be conducted by professional and competent recruiters. This will enable the job seeker to get sufficient and realistic job previews which will prevent or reduce the employee turnover and dissatisfaction because of the unmet expectations.
By the end of the recruiting activities Chili’s will be able to assess the implemented recruiting plan, international consulting strategies, methods and sources used. Every step will be evaluated based on cost effectiveness and contribution to the overall performance. As a next step, the unneeded steps can be eliminated or replaced by more effective ones.
Fisher, Cynthia; Schoenfeldt, Lyle; Shaw, James. (2006). Human Resource Management (6th ed.). Boston: Houghton Mifflin Company.