Beefsteak Company outline and management team

Beefsteak company would like to recruit a highly talented and motivated staff to recruit
both managerial and staffing positions. Beefsteak LLC is an organization that specializes in
Beefsteak and veggies. The organization is a subsidiary of ThinkFoodGroup (Real Time Cases,
2018). Founded in 2015, the organization operates 5 beefsteak locations. The management team
is headed by Jose Andreas, who is the president of ThinkFoodGroup (Real Time Cases, 2018).
Other members are Jim Biafore, the senior director at Beefsteak; Kimberly Grant is the
ThinkFoodGroup Chief Executive Officer (CEO), and Michael Doneff is the chief marketing
officer (CMO) beefsteak (Real Time Cases, 2018). The purpose of this paper is to develop a
recruiting and selection strategy for Beefsteak.
Justification for hiring
Beefsteak is passionate about changing the world through the power of food (Real Time
Cases, 2018). The organization would like to diversify its talent base by recruiting highly
talented individuals to drive forward the organization’s growth strategy. Beefsteak believes that
the hiring will bring in new ideas and skills. The organization already operates 5 Beefsteak
locations and would like to open more locations over time. Recruitment will assist in expansion
as the recruited staff will fulfill staffing requirements for the new locations. The organization
would also like to diversify its current talent pool. ThinkFoodGroup president is a renowned
culinary innovator. With his guidance and efficient recruitment, the organization will develop a
highly talented workforce to assist the president in discovering new culinary arts and vegetable
cuisines that could serve as a competitive advantage for Beefsteak and the ThinkFoodGroup.

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Generating a pool of applicants
Strategic recruitment should balance the human resource and staffing needs for the
locations operated by Beefsteak Company. After carefully analyzing Beefsteak’s human resource
structure and considering its strategy, the organization would like to hire 5 additional chefs for
the 5 locations and a chef manager to join the managerial team. For this recruitment, the
Beefsteak will consider external applicants for chef positions. For managerial positions, the
organization will consider internal applicants. Internal recruitment has been considered for
managerial positions. Internal applicants are already acclimatized with the organizational
processes and values. As such, training costs are eliminated except for the position in question.
Internal recruitment is also cost-saving compared to external (Cascio & Aguinins, 2019).
The organization aims to leverage online sources to create a pool of applicants. The
organization will use online sources through LinkedIn and its website to develop a pool of
applicants. The organization will invest in a recruitment portal where interested candidates will
create their profiles on their most relevant skills, academic and professional qualifications,
previous experience, and motivation. Beefsteak sees this investment as essential in the
development of the talent pool. The portal will keep online records to ensure that the database
can just be accessed to check whether a candidate matches the required skillset in future hiring.
Such candidates will be considered first. Calls for applications will be made on the organization’s
careers page on the website. A similar advertisement will be made on the LinkedIn website.
Applications will be through online forms. Interested candidates will be required to fill out an
online form to collect essential details such as their education levels, previous experience, skills,
and competencies. Candidates will additionally type an application letter on the form. Beefsteak
will be interested in knowing what motivates the staff to join the organization.

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Assessing; evaluation of knowledge, skills, and abilities
Beefsteak is an organization that has developed to its heights due to innovation. One of
the most critical aspects of its existence that is also backed up by the top management is to
change the world through the power of food. The organization’s president is a globally renowned
culinary innovator (Real Time Cases, 2018). Therefore, the organization would like to select
innovative, creative, and passionate candidates to drive forward the organization’s and the
president’s vision. The assessment methods will therefore be heavily skill-based. For assessment,
Beefsteak will consider the academic qualifications. Many people perceive culinary skills to be
an art form. However, even the arts require academic training. The required threshold will be
degrees from reputable universities and catering colleges. Beefsteak will then consider
recommendations and references. Beefsteak considers veggies to be an essential part of their
meals. Therefore, the organization will prefer candidates who have worked in restaurants where
veggies and steak are prioritized items on the menu. The organization will use computer-based
screening (CBS) in predictive analysis. Considering the brand image, the organization anticipates
that it will receive a high number of applicants for the positions advertised. CBS will address
critical issues in shortlisting, such as accuracy of detail, equivalence, and consistency (Cascio &
Aguinis, 2019). CBS will generate a list based on the input metrics such as educational levels,
years of experience, and demographics such as gender, experience, age, race, and nationality.
The organization would like to diversify its talent base by diversity in hiring. For a management
position, the organization will assess the existing talent base to identify those with special skills
to provide the leadership and management skills required.
The organization will carry out drug screening for the shortlisted candidates. (Cascio &
Agunis,2019) find that organizations have a moral responsibility to ensure that employees

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perform competently and that their work activities do not endanger the lives of others (Casio &
Aguinis, 2019). The organization considers drug screening essential for the chef positions for
several reasons. Beefsteak focuses on customer satisfaction, and employees cannot pay attention
to detail and perform at their best while under the influence of drugs. Secondly, the risks
involved in the job, such as when using fires and cutlery, require sober-minded individuals. The
organization will consider the applicant’s social media activity. The information about their
social media will be collected in online forms. Cybervetting will give the organization some
insight into the candidate’s ethical standards and job related skills such as creativity, and
presentation skills (Jacobson & Gruzd, 2020).
Interviews and placement
The organization will conduct formal interviews to select the based candidates based on
skills and organizational needs. The interviews will fulfill two critical functions, which will be to
interact with the candidates personally and get a view of their personality, communication skills,
and dressing (Cascio & Aguinis, 2019, Paulhus et al., 2013). After the organization has
conducted and graded the interviews, the organization will select the top candidates. For
managerial positions, the organization will also conduct interviews. As previously mentioned,
the organization will focus on internal recruitment for managerial positions. Beefsteak will
consider employee performance over the last five years to identify high-performing employees.
The best-performing employees who show the best leadership qualities will be considered for
interviews. The interviews will assess the candidate’s ability to perform both management and
leadership. The organization is positive that hiring from within the organization will be viewed
as a promotion and will motivate employees to perform better to emerge as top candidates
(DeVaro, 2006).

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As part of the organization’s induction process, the five candidates in the chef positions
will prepare a specialty steak and veggies menu with the guidance of the chief chef or the top
management to sample and get firsthand experience of the chefs’ preparation skills and
presentation and creativity. Beefsteak provides its customers with crave-worthy and
straightforward foods that fit their lifestyle and budget (Real Time Cases, 2018). Training
sessions are essential in the induction of new employees and will help the chefs familiarize them
with their culture (Acavedo & Yangcey, 2011). Beefsteak’s primary item on the menu is
vegetables. Therefore, the chefs will be required to develop presentation and preparation skills
for vegetarian and vegan menus.
The chefs will be employed temporarily and will provide an additional buffer to the staff
in the 5 restaurants. The organization may rotate the chefs between the 5 locations as a training
mode before being permanently employed. After employment, the organization will integrate the
employees into their performance management software. It will be used to give employees
feedback as ways to improve their productivity and develop their skills. The performance
management system will also provide an opportunity for the staff to give and get feedback from
their peers and direct supervisors.
Conclusion
This recruitment strategy will benefit Beefsteak if adequately implemented. Good
strategies can fail if they lack top management’s support. ThinkFoodGroup CEO ardently
supports this strategy, and he embodies what Beefsteak brand staff should be and an essential
asset to Beefsteak’s brand equity. His influence in the catering industry will help the organization
attract highly skilled employees.

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References

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Cascio, W. F., & Aguinis, H. (2018). Applied Psychology in Talent Management (8th ed.).
SAGE Publications, Inc.
Jacobson, J., & Gruzd, A. (2020). Cybervetting job applicants on social media: the new normal?
Ethics and Information Technology, 22(2), 175–195. https://doi.org/10.1007/s10676-020-
09526-2
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