Recruitment and training at Starbucks

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Tam Paul-Worika                Business Studies

Recruitment and training at Starbucks

Induction training is a process where a business teaches its new employees how the business works. One benefit of this is that it is a good way to provide the new staff with the general information of the business, such as health & safety, security, personnel and the departmental systems. This improves the employees’ understanding of the business, which can increase motivation in the business. Another benefit is that the new employees can contribute to the business more quickly, as they would already know how the business works, and what their role is in the business.

The level of experience required for a store manager would be greater than it would be for the barista position. The barista position could be a first job for people, so it would be better for them to fill in an application form, as they would have no previous jobs on their application form. It also means that Starbucks gets only the information that they wanted, as they are put on the application form. If the applicant has no major qualifications that would be put on a CV, then they would be able to go on the educational program that Starbucks provides if they get the job. For example, underqualified baristas could go on the ‘learning to lead’ program, so that they can potentially reach manager level at Starbucks if they do internal recruitment.

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The reason that people applying for a barista would have to go to the Starbucks store to get an application form is that each store has its own manager or team that would deal with recruiting new staff. Recruiting a new manager is different because the Head Office would deal with that, as they might assign the applicant to a store, which is why they can apply online.

When Starbucks decides to recruit a manager, the job description would have more information than one for a barista. Shortlisting would also be a bigger task when choosing a manager, because if ...

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