Starbucks Recruitment and selection functions

Starbucks’ Hiring and Choosing Processes

Starbucks is a worldwide American business that was established in Seattle, Washington, in 1971. With more than 20,000 locations globally, the business has developed through time to become a significant participant in the coffee sector. This essay examines Starbucks’ hiring and choosing processes.

Labor Cuts and Understaffing

In addition to severe underemployment, labor cuts are putting a lot of strain on Starbucks employees. The business understaffs its stores in addition to understaffing its employees. Employees complain that they are overworked and don’t have enough time for breaks as a result. In fact, they blame low morale for the decline in customer service. They also claim that productivity in corporate stores has dropped significantly since a day-off by an employees or employees because of certain issues such as sickness affects the whole day. The continuous cut of labor results in an atmosphere that not only wears baristas to the bone but also affects their family relationships. In addition to this, Starbuck’s store managers employ approximately 10 to 20 employees to work for 20-25 hours every week, affecting tenured employees. At this organization, tenure means nothing since a long-serving employee makes money almost equal to that of a new hire. From this, it is apparent that Starbucks does not give merit to experience. Pay is the most frustrating aspect for the employees and the requirement to commute every day to work for about 4.5-hour shift. The time employees spend on the way bypasses the time allocated for work (Prater, 2017).

Recruitment Process

Recruitment is the process of “process of attracting, screening, selecting and onboarding a qualified person for a job” (Gani, 2017). In this process, job analysis is employed to gather information on the relevant work-related elements of a job. Job analysis leads to job description and specifications. Starbucks carries out two types of recruitment, that is, internal and external recruitment. In external recruitment, Starbucks recruit new individuals to the company, while in internal recruitment; managers recruit individuals who are already working in the company. The recruitment process of Starbucks includes allowing applicants to submit their personal information, experience, and references. After reviewing the applications, recruiters notify applicants are advancing to interview rounds for about two weeks. The recruitment process is then followed by the selection process in which applicants with the best chances of working on specific jobs are picked.

Selection Strategies

Selection is the manner in which employers employ specific instruments to pick from a list of applicants the right individuals for jobs. The selection strategies used by Starbucks include an interview and psychological evaluation. However, the personal specification model for a Barista includes education and training on food safety as well as food hygiene. Experience in customer service, retail, and food handling are essential for a person seeking employment at Starbucks. In addition to presenting skills and competencies such as the ability to labor in a high-pressure setting and being customer-centric, managers select individuals who are open, friendly, and determined to provide an outstanding customer experience (Gani, 2017). They also prefer employees who are knowledgeable in various coffees. Other specifications that are observed during selection include the ability of a person to communicate in many languages. The most cost-effective selection method used by Starbucks is the CV in addition to the subsequent interview. Managers in this organization understand the demographic and demand of their local customers, enabling them to screen out CVs with necessary and essential skills. Starbucks interviewers often interview applicants a variety of questions ranging from their knowledge of the company to their experience in any coffee shop industry. Most of the questions enable recruiters to identify individuals with the necessary personality and ethics.

Recruiters and Acquiring Talent

Starbucks is a renowned organization in the globe because of the selection of employees with talent. The organization obliges HR professionals to ensure they find talented people when recruiting. In addition to this, the recruiting team for the organization works to ensure change. Thus, “the recruiters are the gatekeepers to the talent that comes into the company” (Brown, 2016). This means therefore that the recruiters often monitor their hiring process to ensure they have added talent to the organization. Starbucks also ensures that the door to diverse talent is often open and it retains top talent. In addition to this, the organization invests in the academic development of their employees. Such investment allows the recruiters to identify the talent of some employees. Considering this criterion of acquiring talent, one can argue that the recruiters play a critical role in the acquisition of talent to Starbucks. They are the ones that identify individuals with talent. As a result of this, it is recommendable for recruiters to select potential employees based on their contribution to the organization and not how they know them.

Employee Benefits and Satisfaction

Starbucks is associated with certain things that are comforting and classy that attracts employees. In addition to enticing aromas plus blue tunes in the air, the attractive surroundings motivate individuals to work at Starbucks. The organization also features among the top performing companies in America. People tend associating themselves with success, hence, many people wishing to work at Starbucks. Apart from offering new employees with the necessary training, the organization offers all their employees, including part-timers, full health-care benefits. Employees also share the organization’s growth of approximately 14 percent of their total pay besides being allowed to buy the organization’s shares at a discount of 85 percent. As a result of all these, employees at Starbucks have about 82 percent job-satisfaction. Starbucks also provide their employees with a right environment for working as well as treat them with respect. In addition to all these, the company encourages employees by calling them partners in realizing the organizational goal and objectives (Hammers, 2003). From this information, it is apparent that Starbucks valued its employees in the past than today. Currently, Baristas complain of not only labor cuts, but also understaffing in certain areas. The organization needs to re-evaluate its current practices to ensure satisfaction of employees.

Conclusion

In conclusion, Starbucks is a renowned beverage company around the globe. The organization employs people from different races. Starbucks is experiencing internal wrangles from employees because of labor cuts and understaffing. Employees of tenure also complain that experience is no longer a necessity at Starbucks. The selection criteria for Starbucks involve a recruitment process of applicants. The successful applicants undergo selection processes such as interviewing and review of CVs to identify individuals with necessary skills. Starbucks acquires talented employees through recruiters. They are the ones who identify people with talent. Employees seek jobs at Starbucks because of its appealing appearance in addition to the good environment for working. Employees also seek jobs in this organization because it treats them with respect as well as give them full medical cover.

References

Brown, C. (2016). Starbucks’ Head of Talent Acquisition Urges Recruiters to Recognize Their Power to Lead Change. Retrieved from https://business.linkedin.com/talent- solutions/blog/inspiring-stories/2016/starbucks-svp-of-talent-urges-recruiters-to- recognize-their-power-to-lead-change

Gani, B. (2017). Starbucks Retail Recruitment. Retrieved from https://makegoodcoffee.wordpress.com/starbucks-recruitment/

Hammers, M. (2003). Starbucks is Pleasing Employees and Pouring Profits. Workforce. Retrieved from http://www.workforce.com/2003/10/03/starbucks-is-pleasing-employees- and-pouring-profits/

Prater, J. (2017). Starbucks, Lack of Labor is Killing Morale. Retrieved from https://www.coworker.org/petitions/starbucks-lack-of-labor-is-killing-morale