All businesses experience staff attrition and turnover, and this is all the more in the world of retail and fast food. Incidentally, any recruitment exercise often generates more applications than there are positions available.
Recruiting and training staff is very expensive and one way of keeping this to a minimum is to choose people wisely, and treat well. In short, interviewers look for behavioural evidence that fits with the requirements of the job. Unsuccessful candidates are notified in writing and all new employees are inducted through a Welcome Meeting, which they must attend.
Several recruitment avenues are used, including advertising in the restaurant. After rating candidates on their responses, jobs are offered to those who earn the highest ratings. After a 3-week probationary period, employees are rated on their performance and are either retained or have their employment terminated.
The Welcome Meeting gives an overview of the Company, including their job role, food, hygiene and safety training, policies and procedures, benefits and training and development programmes. The focal concept of the book, which espoused every moment with a customer being special and important, was widely embraced.
For each position there is a job description outlining typical duties and responsibilities and a personnel specification defining personal skills and competences. New employees will also meet their trainer, and tour the restaurant.
Their frontline staff dictates their fortunes in ways most companies cannot even begin to comprehend. To ensure the company recruits the right people that deliver outstanding service, it has identified essential skills and behaviours that applicants should be able to demonstrate.
A fact-based decision-making process is used that looks at actual events or situations rather than allowing applicants to give a general or theoretical response.
The managers hold interviews and hire staff as deemed fit.
Simply put, the attitudes and abilities of their employees directly influences customer satisfaction.Recruitment Process Step One – Online application form.
The first step starts right here in the form of an online application form and quiz. You can apply to up to 10 restaurants within one application. Transcript of McDonald's staffing.
About MacDonald's Staffing Strategy designed to attract, retain and engage talented people who will deliver strong performance and help McDonald's achieve our business goals and objectives. What is Career Development?
-Process merchandise returns and exchanges.
Learn about our staff and manager positions to see the opportunities you'll have when you join a McDonald's restaurant crew. Learn more about working at McDonald’s, from how to prepare for a job interview to what to expect on a typical workday. The 4 process strategies are: Process focus Repetitive focus Product focus Mass customization The process strategy being applied at McDonalds is a REPETITIVE FOCUS, although some argue that they also implement mass customization too.
Application Process. We believe in hiring top talent and understand that top talent like you wants to know what steps are needed to apply, interview, and ultimately, be selected for a job with McDonald's Corporation. Here are the .Download