BUS5511 Written 3

28 - 11- 2021

UNIVERSITY OF PEOPLE
Introduction:

In this assignment, we will develop another strategy for Red Lobster, which includes how and
where to advertise the job posting for the maximum result. The job that is required to be done
will need a person to be present and not remote therefore, I advise Red Lobster to help spread the
recruitment details to agencies and websites online; we can also try to ask our current employees
to help share on their social media. The recruitment process should be straightforward and aim to
succeed as we have no time to waste on less qualified candidates.
Time is an external reason, but to also find the most suitable candidate is the request.

Strategies for reaching out to passive jobs applicants

Passive job applicants are not actively looking for a job but are open to a decent work
opportunity if one comes along. (SHRM,(2021). Red Lobster ought to build a strong bonded
relationship with each employee as it’s also to network within their network. It will have more
benefits as they will be able to reach out to those who they think might be a potential candidate.
In doing so, Red Lobster should have less trouble in attraching passive applicants. The
advertisements should include every factor that can lure but not be too broad to keep within their
interest. For example, we can also mention more of the compensations and benefits. Working
from home, paid time off, dental coverage is one of the things that move passive job applicants
to the front. This will build up a reputable impression and uplift the restaurant so that they
understand that Red Lobster judgements and decisions are sound and fair.

The overview of the hiring details should be checked thoroughly and curated to ensure the
wordings are persuasive enough.
Strategies for reaching a culturally diverse applicant pool

The procedure of this should identify the job accordingly; with its potential needs and growth.
When it comes to people form different background; We need to divide and discovers the right
places or mediums to advertise the job details. If Red Lobster favours the ones who speak more
than just a language, they should indeed put the hiring information in several different languages
to ‘attract’ those who could be relatable to the language. Moreover, Red Lobster may have to
review its policies if it complies with nondiscrimination laws and policies. In that way, they will
have an easier time integrating different minds, cultures, and experiences in common middle
ground to aim for the best. This should be followed up on internet advertisements and a specific
team should work on this together.

The Text For a print-based job posting and a script for a video or other
multimedia recruitment)

The Red Lobster Restaurant is looking for the right person to fill in as a Restaurant Manager.
Red Lobster is a close knitted workplace where we treat employees equally.We’re looking for a
person who’s fun, lively and versatile to join the team.

Are you a progressive person?

Do you want to work with teams from different backgrounds

And do you like to organise and supervise?

Are you a curious person too?

If you think you’re the one, come and apply.

Let’s strive to improve together, in return we’ll make sure to take care of your happiness,health
and well being.
How to improve the efficiency when pre-screening candidates:

To improve the quality and efficiency of pre-screening, as a HRM we should develop a solid
strategy and strict measures. By improving the efficiency of pre-screen we can then achieve a
few things such as; time efficient, more chance to find the right candidate and faster
improvements.

According to TestGorilla.com (2021), there are seven ways to simply improve the experience of
pre-screening:

1. Create efficient application process with clear and concise, yet straightforward job
posting.
2. Make the most out of the first pre-screening candidates (via call)
3. Use skill assessments to narrow down to more niche and potential candidates
4. Optimise the whole process; with allocated time spent per candidate.
5. Be as transparent and straightforward with expectations in the interview
6. Automate and simplify process; use a certain questionnaire before applying and save half
of the time
7. Analyse what works and doesn’t with the final few candidates; visualise working together
and decide which one brings the best and will be most suitable for the company.

Conclusion:

To find the right candidate for any company should be time consuming, as a business owner
myself I have had the experience to go through 20 candidates and to find none. The process of
this shouldn’t be taken in a whim, therefore to lay out both parties expectations and ability to
help each other will improve the company’s growth. I believe HRM is crucial as there won’t be a
company if there isn’t a happy employee.
References:

● How to improve your candidate selection process in 7 simple steps. TestGorilla. (2021,
October 23). Retrieved November 28, 2021, from
https://www.testgorilla.com/blog/how-to-improve-your-candidate-selection-process-in-a-
few-steps/#1-create-an-efficient-application-process.

● Jenn Steele. (2014, Apr 23). 11 Innovative Screening Techniques. Retrieved November
28, 2021, from
https://www.zippia.com/employer/11-innovative-screening-techniques

● SHRM,(2021).How to Target Passive Job Seekers. Retrieved November 28, 2021, from
https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-
guides/pages/how-to-target-passive-job-seekers.aspx