Organizational Staffing Plan: Part 2
The purpose of this paper is to provide additional insight into the staffing process to be implemented by the coffee shop. This paper will present several key points in order to procure final loan approval. These points include the formulation of a recruitment plan and strategy, which will be used by the coffee shop initially and throughout the next three years. The targeted communication message and delivery medium will be presented for the purpose of attracting applicants. The selection process to be used will be identified as well as the advantages and disadvantages of this process.
The types of initial and substantive assessment methods that can be used to select external candidates and how these assessments align with the staffing strategy will be discussed. And finally, the predictors which will be used to assess the KSAOs will be identified. Recruiting Plan and Implementation Strategy The coffee shop is a smaller business and does not have the staff or budget to run its own recruitment functions effectively. The recruitment strategy that will be used to staff the coffee shop initially and throughout the next three years will be the use of an employment website.
This open recruitment plan will allow the coffee shop to attract a very diverse set of applicants. The benefit of the employment website is that they will be able to provide the advertising, video advertising, pre-employment screenings, and applicant tracking (Heneman, Judge, & Kammeyer-Mueller, 2012, p. 222). Once the initial recruitment has been accomplished, it will be in the best interest of the coffee shop to change the strategy slightly and move towards a more targeted recruitment plan. The coffee shop will be better equipped to handle placing their own advertisements, utilizing social media, and networking from within the staff.
This strategy will benefit the coffee shop because they will be able to seek specific individuals with certain, knowledge, skills, ability, and other characteristics. Creating a Communication Message Once the coffee shop moves into their more targeted recruitment plan, they will need to develop a communication message. The communication message is one of the most important aspects to attracting applicants to the available positions. It will be very important to resist the urge to make the message all inclusive. To increase accuracy, the coffee shop will need to aim for one target audience per message.
This will mean that there will be multiple messages, but only one message for each position description. It will also be very important that the targeted message reaches the target audience. Therefore, it is imperative that the message convey the benefits of the position to the proper audience (Massachusetts Service Alliance [MA Service Alliance], 2013). The coffee shop is considering using the following targeted communication message for advertising the coffee server positions. Of course this message is being targeted to the nearby college students.
Are you looking for a way to make some extra money? Are you looking for more than just a job? Join us in our warm, friendly coffee shop. This will be different from other jobs. You will enjoy working in our fast paced environment. You’ll have the opportunity to make great connections with our customers while providing them with quality beverages and food products. Come join our team while building relationships that will last a lifetime. We offer flexible schedules, great benefits and an environment that is truly welcoming. Selecting an Effective Communication Medium
Because the coffee shop’s initial strategy is to use an employment website, the communication medium for the recruitment effort would be the internet. Utilizing the internet will enable the shop to recruit from a vast and diverse talent pool of applicants. An employment website is second only to referral as a source of new hires (Heneman, Judge, & Kammeyer-Mueller, 2012, p. 222). Once the initial recruitment is complete, the coffee shop will move to a different communication medium. The coffee shop will be able to utilize advertisement options such as classified ads, radio and television ads, and word of mouth.
Because word of mouth is one of the most powerful methods of communicating job opportunities, the coffee shop is anticipating that the current employees will be able to ‘sell’ the coffee shop. In order to minimize advertising costs, it will benefit the coffee shop to utilize social media. Facebook, Twitter, and many other social media sites are a great way to reach out to the community. By maintaining pages on these social media sites, the coffee shop not only will be able to advertise for open positions, but they will also be able to advertise the company and draw
in new customers. Selection Process Putting the right person into the right position is the goal of an effective selection process. By selecting the right applicant for each of the positions, the coffee shop will face less absenteeism and employee turnover problems. In addition, the coffee shop will also save time and money (“Selection Process,” n. d. , Para. 1. ). To begin this process it will be necessary to determine the Knowledge, Skills, Abilities, and Other characteristics (KSAOs). And then determine which KSAOs are necessary to assess the applicants.
Once identified, a method to assess the KSAOs will need to be determined. The advantages of selecting the employees this way is that the coffee shop will eliminate unqualified applicants early in the process. However, the disadvantage is that it may significantly lessen the pool of applicants. This may require additional time and cost in advertising again for the positions. Selection Assessment Methods By utilizing an employment website, the coffee shop will be presented with applicants that have been prescreened.
However, once the coffee shop is established and discontinues the use of an outside agency, it will need to prescreen them to determine which applicants are likely to be high performers if hired. The initial assessment begins with a review of the resume. This review will be necessary to determine if the applicant has listed any skill or experience that meets the qualification requirements. In the case of the store manager, the coffee shop will be looking for retail experience, supervisory experience, and experience analyzing financial reports.
Although, a college degree in business or a closely related field may substitute for a portion of the required experience. In addition, the manager position requires a high school diploma. For the server, the experience should be reflected by customer service and cash handling experiences. Once the applicant pool has been reduced to eligible candidates, a structured interview will be conducted. This substantive assessment will be conducted by the owner of the coffee shop. The structured interview will allow for three to five questions.
These same questions will be asked of each candidate and will be developed based upon the KSAOs relevant to the position. The questions should reflect the candidate’s behavioral response, either by past behavior or by potential future situations. Benchmark responses and rating scales will be developed in conjunction with the questions to allow for the most desirable evaluation. If it is determined that some of the questions are more important than others, those questions will be weighted. Predictors to Assess KSAOs As seen in the first paper presented, the KSAOs have already been presented.
The coffee shop will utilize the necessary KSAOs to further assess the applicant’s knowledge and experience. For the position of store manager, some of the KSAOs that will be necessary are the ability to manage effectively in a fast-paced environment, ability to manage store operations independently, ability to manage multiple situations simultaneously, interpersonal skills, knowledge of customer service techniques, organization and planning skills, team-building skills, ability to plan and prioritize workload, and ability to handle confidential and sensitive information.
For the position of coffee server, the KSAOs used in the assessments would be the ability to learn quickly, strong interpersonal skills, the ability to work as part of a team, and the ability to build relationships. In order to predict successful job performance both the resume and the results of the structured interview will be reviewed. The knowledge listed on an applicant’s resume should become highly relevant during the structured interview. The structured interview will allow the candidate to reveal verbal skills, which are necessary to successfully communicate with both fellow workers and customers.
The applicants resume will reflect required abilities while the interview will appropriately assess them. Other individual characteristics may be predicted through during the interview. The candidate’s personality, which will not show in a resume, will be revealed at the structured interview. Conclusion For the coffee shop to be successful, it will need to have a recruitment plan as well as a strong strategic plan for the first three years of the business.