What factors can you identify that affect the supply of and demand for labor at Chipotle?
Since half of the company’s employees’ population is Hispanic, it experiences difficulties in establishing those who have permission to work in the United States of America (Noe, Hollenbeck, Gerhart & Wright, 1997). There are those who are citizens or immigrants with the right government documents and others do not have this documentation. The implementation of the E-Verify screening technology by the government has reduced the number of applicants hence significantly affecting the supply of workers. Other factors that affect this demand and supply of the workers include the good performance of the company that makes it attractive to the workers in the labor market. Moreover, the wage rate offered by the company and demanded by the potential workers is also a significant factor affecting supply and demand of labor.
Would you recommend that it continue to recruit immigrant workers or target another group of workers for hiring? Why?
Delegate your assignment to our experts and they will do the rest.
Despite the success the company has got from its policy of recruiting immigrant workers, I would not recommend to continue with this practice. Instead I would recommend recruitment of another group of workers for hiring to boost the level of diversity in the company. The company can highly benefit from a diversified workforce since individuals have dynamic talents and abilities.
Which other groups, if any, would you target?
The company may target the White Americans and the Black Americans in order to have a diversified pool of employees.
Suggest two or three recruiting methods. What are the advantages and drawbacks of the methods you chose?
The first method is the use of social media network such as Facebook. The advantage of this method is that it is easy to establish the behavior of a potential worker by simply studying his posts and photo uploads. The disadvantage of this method sometimes people put up fake identities on the social media networks.
The second method entails advertizing the job vacancies in the leading newspapers so that people can apply. The advantage of this method is that the company gets only serious applicants with the right identities. Its drawback is that it is not easy to establish the real behavior of the applicant.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (1997). Human resources management . New York, NY: McGraw-Hill, Irwin.