Recruiting, Retention and Employment Branding Programs

Recruiting, retention and employment programs are important because they dictate the quality of staff an organization has. Ultimately, a more competent and skilled work-force guarantees more satisfied and return customers in a business. This outcome is desired within the restaurant industry in Miami Florida as a result of their three core challenges which include the need to increase candidate flow, the desire to improve the reception of quality candidates and find several sources that pull more candidates during the recruitment process. Therefore, a recruitment plan that ensures the ten establishments in Miami Florida under this managing corporation gets quality staff is necessary. 

Part 1: Recruitment Plan 

This recruitment plan purposes on the needs of a high-turnover restaurant industry in Miami Florida 

Recruitment goals 

• To increase candidate flow. 

• To improve the reception of quality candidates 

• To find several sources that pull more candidate from 

Recruitment Strategies 

1. Focus on recruiting restaurant professionals that have completed training, have experience in the restaurant industry and meet government requirements. 

Notably, this strategy guarantees the restaurants under the corporation will get high-quality employees that are certified in proper education and vetting ( Murphy, DiPietro, Kock, & Lee, 2016) . 

2. To pre-empt the competition by reaching out to prospects early. 

In Miami, Florida, where the restaurant business accounts for 12% of the economy, it is important to get staff that can deliver proper service to customers in the face of competition ( Dotson, 2016) . 

3. To maintain an all-year-round recruiting schedule 

It is essential that the corporation provide a constant pool of qualified candidates that allows the clients to maximize the $41.7billion restaurant industry in Miami Dade County, Broward County, and Florida State ( Yi, Zhao, & Joung, 2017) . 

Recruitment plan structure 

The recruitment plan cycle is set to take place every quarterly or after every three months. The Human Resource Department will facilitate all the procedures of recruitment. Therefore, at the beginning of the quarterly, the corporation will collect the list of open positions and their requirements. With these conditions on record, they will review recruiting objectives and set off the actual processes of recruitment. For efficient recruitment, the human resource department will be in charge of: 

• Examining the position, creating a job description and the ideal traits for the post 

• Creating an advertisement plan for each position 

• Receiving applications, shortlisting and confirming the training and government credentials 

• Organizing a panel for the interview process 

• Setting up the interviews and documenting them 

• Employee selection and induction 

Job Sources for restaurant positions 

The following are cost-effective ways to get high-quality employees to restaurants in Miami, Florida: 

Online recruiting 

This is an ideal job source because it has minimal financial implications. It only requires an active online presence on different social media sites such as Twitter, Facebook, and Instagram. Additionally, online recruitment can be done on the official restaurant websites. It is ideal for the low income or wage positions such as dishwashers, servers, and line cooks. 93% of the youth in Miami who can fill these places are on social media and thus will respond to these advertisements readily. Also, online recruiting will attract young people recently graduated and sought entry-level positions. 

Campus recruiting and job affairs 

School recruiting and job fairs are also ideal for positions such as cooks, junior sous chefs, servers, room attendants, banquet managers. Also, they attract possible candidates for administrative positions such as junior accountants, front-office staff, and management trainees. It is a cost-effective approach because most campuses give free space during job fairs to corporations that provide their students opportunities. Also, career counselors can act as facilitators who connect their students with the organization for part-time or full-time positions as well. 

Affiliate colleagues/ employer partner referrals 

It is crucial that the organization establish a database that connects all ten restaurants under its management. This platform will allow the employers to share information of prospective staff and employees that their partners can benefit from. The hotels can then trade employees with experience amongst each other. This approach is ideal for positions that require well-trained, experienced and credible staff such as bartender, head chef, restaurant manager, host and, food and beverage supervisor. It is cost effective because once the database is set up, the restaurants can update it from their devices. 

Part 2: Employment branding and retention strategies 

Employment branding refers to creating a positive image that influences how people view one’s restaurant ( Biswas, Allard, Pousette, & Härenstam, 2017) . Employee retention refers to different ways reduce the turnover of employees. Both factors are important because they change the quality of business and customer satisfaction. Therefore, some cost-effective approaches to sustain proper branding and retention include: 

1. Giving employees, clients, and restaurants a voice in the corporation brand 

The corporation will work side by side to ensure that all involved parties have platforms to review the services received. For instance, the employers can upload their reviews on the connecting database and discuss what they are happy about or what requires change. Applicants receiving work through the corporation’s network can also upload reports on the various online platforms. Notably, the company will respond promptly and make appropriate adjustments when necessary. 

2. Listening to employees and making changes based on their feedback 

Employees are significant shareholders in restaurants because they interact with customers on a daily basis and thus can influence positive growth in the business. Creating an environment where their opinion is valued and implemented established job satisfaction and motivated them to remain in the workplace ( Laumer, Maier, & Eckhardt, 2015) . Also, it creates a positive image of the business for prospective employees who will take the opportunity to apply for positions. 

3. Creating a positive image and presence on social media 

This online platform has a significant impact on how people perceive the corporation. Therefore, it is paramount to keep the corporation pages updated and informative about the organization. The employees can participate in this branding by posting pictures that associate them with the brand ( Leekha, & Sharma, 2014) . Therefore, they will be more motivated to stay and associate themselves with the Miami Corporation as well. This is especially relevant in this area where people take their online presence very seriously. 

Part 3: Cost 

The central theme of the recruitment strategy, employee retention, and employment branding is a cost-effective approach. Therefore, all plans purpose to use the internet because it is an already existing resource. Establishing an online presence is free. However, since it is a business, there must be social media correspondents and an IT manager to keep the online platforms current and ensure that the database is well-maintained. Consequently, the cost incurred will go towards two employees that can provide the online platforms are easily accessible and the content posted adds value to the corporation. 

In conclusion, the all human resource departments need a recruitments plan that is tailored to their need which is based on the industry. As a corporation that coordinates ten restaurants in a high-demand area, each restaurant needs the best opportunity to get quality employees. The highlighted strategies provide this service at a financially viable approach. Also, the suggested plan creates a network that helps employers address restaurant issues such as customer fluctuation together. It creates a community feel in an otherwise competitive industry. Additionally, this strategy forms a foundation that guaranteed low employee turnover and quality work-force. 

References 

Leekha Chhabra, N., & Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness.  International Journal of Organizational Analysis ,  22 (1), 48-60. 

Biswas, U. N., Allard, K., Pousette, A., & Härenstam, A. (2017). Employer Branding and Attractive Work: In  Understanding Attractive Work in a Globalized World  (pp. 27-35). Springer, Singapore. 

Laumer, S., Maier, C., & Eckhardt, A. (2015). The impact of business process management and applicant tracking systems on recruiting process performance: An empirical study:  Journal of Business Economics . 

Dotson, M. (2016). Eating and Drinking in Miami: Consumer Expenditures, 2010-14. 

Yi, S., Zhao, J., & Joung, H. W. (2017). Influence of price and brand image on restaurant customers’ restaurant selection attribute.  Journal of Foodservice Business Research , 1-18. 

Murphy, K. S., DiPietro, R. B., Kock, G., & Lee, J. S. (2016). Does mandatory food safety training and certification for restaurant employees improve inspection outcomes?  International Journal of Hospitality Management .