Académique Documents
Professionnel Documents
Culture Documents
Authored by
Agus S. Dahlan
Israel Biramo
Zaw Z. Tun
University of People
HIRING FOR MANAGEMENT 2
The traits and behaviors desirable for a leader depend on the type of organization and
work environment. For managing service-based companies like fast food restaurant, one of the
key factors is experience on the sector (Forketers, 2018). However, choosing your next manager
based on tenure alone is not always the smartest move (17 Things to Look for in a New General
Manager, 2016). Passion for the job and courage have to be examined well. Since it enquires
direct contact with the customers, the business is like performing a theatre on the stage. Excellent
organizing and planning skills are basic for performing well. Such behaves are required for
implementing proactive approach to reduce the challenges that might arise during operation.
Communication skill is far beyond talking. For fast paced organizations, leaders who know how
to speak with the employees and customers are necessary. Successful leaders know how to create
and cooperate with in a team, especially for large restaurant with 30 employees. They need
expertise in effective management, conflict resolution, wise delegation and handling stress
(Qualities and Key Skills of a Great Restaurant Manager - WiseStep, 2018). It is indispensable to
be approachable and trustworthy, be active listener, motivate and give credit to employees. They
must train employees for developing new leaders and have a habitual consistency. This helps him
to minimize the high turnover rate which is common in the restaurant business.
Further Management in past faced environment requires multi-tasking and good decision
skills (11 Key Leadership Attributes for Restaurant Managers, 2017). Managers with emotional
intelligence skills and who are attentive for details can work better in such situations. Positive
attitude and confidence will help them to see the challenges in natural way and solve them
smoothly. Though managers have all the traits mentioned, one thing that makes them true leaders
HIRING FOR MANAGEMENT 3
is their ethical behave. Ethics in management and other activities in the workplace is a
We are looking for new manager who fit with fast food restaurant business and its current
High Ethic and Integrity to be role model and follow able for all employees. Integrity is
the core value and fundamental of leadership. The fast food restaurant really
require manager with high integrity to gain trust from stakeholders and increase
productivity of entire teams (McKinney, 2011). Leader with high integrity, walk the talk, will
Experienced to manage fast food restaurant and to achieve higher business results or
Strong written and oral communication skills for managing business admin and personnel
matters and to develop specific operational procedure and job descriptions of each fast food
restaurant positions. The operations within the restaurant are highly standardized, and
employees have very specific job descriptions that require clearer role and responsibilities as
courage and passion (McKinney, 2011)) for diplomatically handling management large
Strong planning and organizational skills to select best talents, develop training plan and
to create retention programs. Manager is expected to reduce high degree of turnover among
employees, so retention of best employees will be an important priority for new manager.
Most employees who work in the restaurant are young with low levels of work experience,
Persistent, “thick skin” (Kaufman, 2014) and high ability to cope under pressure since
Good cooperation skills, winning friends and influencing skill (Kaufman, 2014) -
manager has ability to both lead a team that may not warmly welcome new manager from
outside and able to communicate the decisions with employees and their union.
Selecting a right candidate having the traits needed is not an easy process. Since the risk for
employing wrong person is high, effective design for hiring process is necessary. The approach
for selecting the manager can start by preparing Job description (How to develop a recruitment
plan, 2018). The Job description includes qualification of the ideal candidate, skills needed for
the role, and expected work experience. It also must cite the job responsibilities, working hours,
salary and interest of a potential employee. More the type of credentials which can show the
After preparing the job description, the recruitment strategy has to be drafted based on the
recruitment budget. The recruitment strategy is a way for getting a talent pool for selecting best
candidates. Internet based recruiting and person to person referral should be the best applied
approach because these resources offer both the best retention and performance outcomes
traditional recruiting methods such as job fair are more direct and give a glimpse of the
designing an approach to look for candidates, we can formulate our methods of employee
selection.
Employee selection is the process of putting the right person on the right job. The main
purpose is matching organizational requirements with the skills and qualifications of people. But
employee selection must be differentiated from recruitment, though these are the two
qualifications, to apply for jobs with an organization (Mondy, 2008). While Employee selection
is a negative process as the inappropriate candidates are rejected here and choosing the best
candidate with best abilities, skills and knowledge for the required job in an organization. There
are a variety of employee selection methods need to be considered for a particular role. These
include: Application forms and CVs, Online screening and shortlisting, Interviews, Psychometric
testing, Ability and aptitude test, Personality profiling, Presentations, Group exercises,
Assessment centers and References. For the hiring of a manager for a fast-food restaurant, we
would like to use the following employee selection methods and will explain the details about
Application forms and CVs, asking the candidate to complete an application form is
generally done early in the selection process. The information required on an application
form may vary from organization to organization and even by job type within an
organization. The application form should include sections for the applicant’s name, address,
Among the above information, education, work experience and reference information would
Screening interview: before moving further into selection process, many organizations
information available on their application forms and CVs. Most screening interviews are
candidate’s job qualifications and suitability for the manager position. If the candidate is not
appropriate for the manager position, I can refer him to another open position or the process
ends here. This will save time and expense for both parties.
Selection Test: There are many methods organizations use to determine if a candidate has
the potential to be successful on the job. Selection tests are used to identify applicant skills
personality, abilities, honesty and motivation. Properly designed selection tests are
standardized, reliable and valid in predicting an applicant’s success on the job. All the above
Interviewing candidates: Selection test will narrow down the most appropriate candidates
suitable for interviewing. I would like to choose 3-5 most suitable candidates for the
interview to find out how he will conduct him on the job. With the complete and accurate job
description for a manager, I would trim the questions for that position.
Background verification and reference check: after conducting the interview, I need to do
background verification and reference check. According to ADP Screening and Selection
HIRING FOR MANAGEMENT 7
Services, 40 percent of applicants lie about their work histories and educational backgrounds
and about 20 percent present false credentials and licenses (Babcock, 2003).
To select the right person for this position who meet expected leadership traits for
restaurant manager position, we will conduct face to face interview with the following
questions. During interview, the questions may be enhanced according to the responses of
candidate to dig more detail of their competency and suitability with the job opportunity.
Please tell us about your education back ground, work experiences and the correlations
between your competency with Fast Food Restaurant Manager key job responsibility
What are your strong leadership traits that you think fit to this manager position?
Do you think that you have weaknesses and how will you close the gaps?
How will you manage fast food restaurant that has majority young and low experiences
employees?
How will you develop the working environment to develop and retain good employees?
What do you think about team conflict and how will you manage the potential conflict
both with employees and their union if you are not welcomed by employees and union since
References: