Task 5 – PEST:
- Explain clearly the impact of PEST factors prior to recruitment taking place.
P: political E: economical S: social T: technological.
Political Factors:
By law every business has to pay above the minimum wage for each sex, the minimum wage however differs quite a bit between how much females and males get paid. The female minimum wage is £20,500 per year, whereas the male is £26,000 per year. As well as minimum wage laws there are also health and safety laws, these make sure that the business is clean and safe enough for employees to work in and the products are hygienic enough to be sold onto the customers. If the business is not up to health and safety standards then it can be fined and even shut down, whichever the punishment the business will then get a bad reputation and lose customers. It is also up to the employees to make sure that any hazards are reported so they can be dealt with, as well as hazards employees should notify their employee if they are finding the work they are doing difficult in some way, this could be if a member of staff was pregnant then it would not be a good idea for them too move about possibly heavy boxes of ingredients.
As well as minimum wage and health and safety businesses should not be employing a member of staff for too many hours per week, in McDonalds this is key as staff should always be bubbly, kind and helpful, however if the employee was very tired they may find this harder. The employees also have to use up certain amounts of holiday time, and are entitles to sickness pay, maternity and paternity pay all complies with the employee legislation.
It is not just laws that have been put in place for the employees and the employee, governments have told all fast food chain that they are not allowed to advertise junk foods before the time of 9pm this is to try and prevent obesity in young children and by not having it advertised all the time children are less likely to want it so much. As well as this governments have the five fruit and vegetables per day campaign which has forced McDonalds to offer healthier alternative foods also trying to cut down the amount of obese children in the UK.
There are countries where McDonalds would find it hard to operate, countries such as India or Thailand where they follow religions like Hinduism, Buddhism and Jainism would not work as well because they follow religion where meat is not eaten and most of McDonalds products contain meat as the main ingredient. To work around this McDonalds could change their menu to suit the restaurants surroundings and beliefs however I think that having a menu that is mostly vegetarian McDonalds may find itself with a smaller customer intake, this would then result in the franchise losing out on money that they are not gaining back with profit to pay of the money spent on expanding.
However as well as there being some countries that McDonalds would not work well in there are also countries that McDonalds is very successful in, the top five countries that eat the most fast foods include America, Japan, Canada, United Kingdom and China.
A threat of recession in the UK would affect McDonalds quite a bit; this is because there would be a lower level of demand for their products may result in loss of profit, loss of jobs and closure or franchises.
Economical factors:
An economic factor is the exchange rate; the current level for the exchange rate is £1 to $1.70430 (source from )
Another economical factor is inflation, if inflation is low then the amount of money in wages will rise, this is the same for raw material prices. To adapt to a change in the amount of inflation, McDonalds would charge more money for their products, however if the prices are increased too much then the business will lose out on customers as they will go to the businesses competitors because they charge cheaper prices. An example of this is that because of the price of the raw materials/ingredients McDonalds had to raise the price of the ‘Happy Meal’ for children, the price went from £1.99 to £2.15, although this is not a large difference in price it still changes peoples minds on whether McDonalds is the cheapest place they could go for the same kind of meal. To see whether changing prices on products changes the amount o customers McDonalds receives McDonalds always does a tester period of having the price changed to see if their sales differ. If the sales do not then they will keep the price higher, however if McDonalds sales go down so much they will decide to change it back and try to make up for the business’s loss in another form, this could be by adding a very small amount to all their products, or raising the price on a product where the price is already very low at 1%.
Interest rates are another economic factor, they are good and bad. If the interest rates are high and a business is borrowing money, like McDonalds would for expansion, then they business will be charged more to borrow the money, this means that when it comes to the time of paying back the money they will have to give more money back, however this is not a problem for McDonalds because they are such a large and successful business they would not need to borrow money because of their high profit rates. If they did find themselves in the position where they did have to borrow money they would not have a problem finding extra money to pay back to the bank because they can easily raise it by charging slightly more for their products. As McDonalds are such a large business and making so much profits they would be saving the money and so for them saving their money they are rewarded by gaining money. At the moment the interest rates are low.
The current rate that was set by the bank of England is 4.5% (which is low) which has gone down in the last year; banks are not lending as much money at the present time because there are threats of a recession. As the interest rates are low businesses are finding it very hard to get loans because banks are unsure of whether they will get the money back. McDonalds may possibly be worried that interest rates will increase even further in the near future and so they will try and pay back as much of their loans as possible. Another option for them is that they might take out more loans because of the low interest rate.
The unemployment rate for UK it the amount of people living in the UK that are unemployed or do not have a continuous and main earning job. The current rate of unemployment in the UK is 5.5%, this has risen by 0.2% from last years measurements. As McDonalds expands this means that there is enough people unemployed for the business to employ, this also means that as they have no income a low pay would be acceptable for the employee to start with and so this will save McDonalds a small amount of money that they can use for something else like buying more stock or paying of a loan. The ILO (international labour organization), said that unemployment in May to July was 1.72 million (5.5%) - up by 81,000 from the previous year
Economic growth is the increase in value of the goods and services produced by an economy, economic growth appears when McDonalds raises prices of their foods to cover costs.
Fuel prices have recently been $145 per barrel but have recently dropped, the fears of the economy going into another recession means that the prices may drop again. McDonalds worry about the price of fuel because if it is too expensive then they may not be able to pay for a reliable firm to transport their stock and so may result to using the services of a cheaper but less reliable transporting company, this means that they may not get the good quality and timing service as the other company. Also if the fuel prices rise they will be forced to higher the price of their products to the customers because they find themselves needing more money to cover prices. This can then result in fewer customers using McDonald’s services because they are more expensive than other fast food restaurants.
Social Factors:
McDonalds might find it hard to sell their products to certain age groups; one of these groups would be the population over 55. A way that McDonalds could sell their products to over 55’s is by making similar products to what that age group already know. For example over 55’s probably grew up eating things such as potato based food and filling meals such as roasts, McDonalds could adapt this by making products more of a meal as apposed to snacking foods and make other products similar like roast potatoes and gravy or similar products. Another thing is by advertising free or discounted foods when a person over the age dines at McDonalds, this would be used if grandparents took grandchildren to McDonalds or elder parents took their more grown up children there at a service station.
Inflation at the moment is raising this means that McDonald’s supplies of raw foods may become more expensive and they may be forced to raise their prices. If they raise their prices demand may be lower and this will affect their profit.
The government try hard to try and influence people to eat more healthily, they do this by making laws that stop fast food businesses from advertising during the prime time that children and young people watch TV, this means that they are less aware of the fast food industry and so might choose to eat more healthily. Media try to influence people to eat more healthily by making people aware of the advantages of being healthy.
As more people enjoy living more luxuriously they also enjoy eating out more often, this is because they do not have the stress of preparing, cooking and washing up after a meal and so they would choose to eat out. However the problem with eating out so much is that is becomes to get quite expensive and so people may choose to go to a cheaper restaurant or food joint to eat so that they have the pleasure of eating out but not so much the stress of being a bit out of pocket. Bad press is also another problem that McDonalds has to deal with, they want and try to please the media so that they can make McDonalds look like a good business and so McDonalds would have the right reputation. This leading to keeping up a good level of customers as the general public believe strongly on the stories and tails that magazines, news, newspapers and television says.
At McDonalds there are political risks, these include things such as the foods or ingredients used in the businesses menu for example, there are countries where McDonalds would find it hard to operate, countries such as India or Thailand where they follow religions like Hinduism, Buddhism and Jainism would not work as well because they follow religion where meat is not eaten and most of McDonalds products contain meat as the main ingredient. To work around this McDonalds could change their menu to suit the restaurants surroundings and beliefs however I think that having a menu that is mostly vegetarian McDonalds may find itself with a smaller customer intake, this would then result in the franchise losing out on money that they are not gaining back with profit to pay of the money spent on expanding.
Technological Factors:
Technology being constantly updated will affect production methods used by the business. At McDonalds they have designed the kitchen equipment to create efficiency e.g. a timer will go off after 3 minutes cooking the product. The more efficient the machinery the less staff they are likely to employ. As well as the business buying this equipment McDonalds also has to think about retraining staff to be able to use this equipment.
Communication with customers is very vital as McDonalds always wants to stay being in the customers good books. They can do this through the website and T.V. and adverts in magazines. Another way they advertise is by sponsoring of large events e.g. Olympics and football matches. Other communication within the business is the MDUK, a crew magazine to increase staff communication and get their view/suggestions of the business.
- Provide realistic and detailed examples of relevant PEST factors in the workforce plan of your business.
Workforce planning.
Workforce planning is getting the right number of people with the right skills, experiences and competences in the right jobs at the right time. Workforce planning provides managers with a framework for making staffing decisions based on an organisations mission, strategic plan, budgetary resources and workforce skills.
Workforce planning is done because it provides managers from businesses with a strategic basis for making human resource decisions. It allows managers to plan for changes that lay ahead. Managers will plan for change in workforce demographics (population changes), retirement projects and succession planning.
Workforce planning allows managers to identify the competences needed in the workforce, not only in the present time but also in the future, and then selecting and developing that workforce. This will create an efficient and profitable business.
McDonalds also have a process for workforce planning; their method is called ‘staffing for growth’. They use previous year’s sales figures to base their predictions, also involving the figures from the summer season because it is their busiest.
Part B – Practical recruitment exercise
Task 6.
Create a vacant position in your chosen business which appeals to your e.g. administrator, customer service assistant, receptionist, or sales assistant.
(Look at job advertisement on page 14), the advertisement on page 14 contains all details that any other advertisement would, this including; hours of work, pay available, a brief description of what the job entitles and how to apply as well as other information. When an applicant applies for the job or when the applicant goes for an interview they have the opportunity to ask question on any other details they would like to know about the job. They can also gain this information by going to the restaurant and asking the manger or superior in store.
The vacant position is for a crew member for McDonalds; this is the lowest position for McDonalds and does not need any qualifications to gain the position. All vacant positions for crew member are specific to the restaurant itself, as McDonalds usually hires students because they are close by and have more spare time then full-time employed people; also they are looking for employment to gain money instead of planning of working their way up the hierarchy of McDonalds as a business. The position of a crew member is an ideal position to use as an example, this is because any person wishing to apply for it does not need good qualifications to be able to apply and then go on and even gain the position, also there are no specific skills needed to work as a crew member. As well as it being an easy position to work for it is also a position that comes up as vacant quite often because of the type of people that take this position on.
Task 7 – Recruitment documentations.
Produce the relevant documentation for the above job e.g. job description, person specification, and suitable form for assessing the strengths and weaknesses of candidates.
Fair opportunities have to be given to all people applying for the job, this means that all equal opportunities legislations have to be followed to make sure there is not discrimination against people that follow certain religions, different sex’s, different sexualities, with disabilities, race, age, appearance and many more. By trying to offer fair opportunities to all applicants for a job role the interviewee who is two different people (manager and assistant manager) always ask the same questions to all the applicants, look out for precise things like peoples skills, confidence and enthusiasm on application forms and in interviews. Also the interviewee looks for availability, smart appearance and good communication when interviewing. One thing that puts the interviewee off of taking the applicant any further is if they have made any spelling and non-spelling mistakes on the application form. Also if the applicant has a criminal record then the manager will go to higher authority to find out whether it could be a risk having the person working in the restaurant, if there is a risk the applicant will be dismissed automatically if not then they can go further in the recruitment process and even be given the job.
Job Description and person specification.
A job description is made up of the job title, purpose, key tasks, scope on role and special requirements. Without a job description and person specification the vacancy cannot be advertised.
Crew Member
Restaurant Name: Plymouth New George St 2
Shift Pattern: Fully Flexible
Start Date: immediately
Job ID #: 4984
Position Type: Part Time
Starting Pay Rate: £4.25 – Age 16-17
£4.80 – Age 18-21
£5.75 – Age 22+
Detailed Shift Pattern:
Position Description:
Join us and you'll become part of a crew, or a team, that works together to provide the best quick service, family restaurant experience. If you've visited one of our restaurants before, you’ve probably got some idea of what's involved in working here. But you might not realise the variety and scope of the role. Specific responsibilities that involve serving customers include working behind the counter on the till and being out in the dining areas looking after our customers' needs.
Position Requirements:
Quite simply, you'll be working in our fast moving, high energy environment and we’re looking for a genuine smile, plus an ability to connect with customers and make them feel valued.
Position Attributes:
To join us as a Crew Member you’ll need to be confident in approaching and dealing with diverse groups of people. Friendly, courteous and helpful behaviour will come naturally to you and you’ll work well as part of a team. Effective communication skills such as attentive listening, face-to-face verbal communication and eye contact are a must. You’ll also need to understand the importance of maintaining high standards of quality and service as well as cleanliness. The ability to maintain high energy levels whilst working both efficiently and productively is essential. Finally, your appearance should be smart, well groomed and clean.
Apply online; you will be contacted if you make it to the interview stages.
Job description.
It is the job of the crew member to serve customers with a 100% total customer satisfaction. They must help with making customers experience’s of eating at a McDonald’s restaurant enjoyable and satisfying so that they will go again. Crew members should always make sure that they are accurate with the products given to the customer to keep the satisfactory levels at a high and constant level.
A crew member must be able to provide a friendly, courteous and helpful behaviour which is sensitive to customers, a crew member must be timely and accurate on the order when on counter service whilst delivering a consistently and high quality product. For this they must have communication skills, basic ICT skills to be able to use the till, and also be able to do this whilst under pressure and in a short space of time. When on counter service the crew members will be expected to use cash registers and various drink dispensers, they must be trustworthy when handling cash; they can prove this by being honest and never have money out of the till. A crew member must also be confident and have good communication skills both to customers and to other work colleagues; this is so that they get orders correct. Good communication skills include written communication; being able to write clearly with no spelling mistakes, have basic mathematical skills; for giving out correct change, and speaking skills so that they can answer questions for customers, give orders to other employees and clearly inform both customers and employees with information. However keeping with the discrimination acts exceptions are made for people that are dyslexic or have learning difficulties.
A crew member is expected to prepare and cook any of the menu items in line with demand whilst keeping to a high standard using a variety of equipment and tools in a busy and fast kitchen environment. They must also have good listening skills so they can understand and act upon orders given to them. The crew member must also be physically able to move various stock items of which some can be heavy.
Another thing is that a crew member must also be able to maintain a high level of cleanliness and hygiene. For this to be achieved the crew member must have the skills and patience to repeat the same task of cleaning dining and preparation areas and to use a variety of cleaning utensils and equipment with range of chemical cleaning products.
Person Specification.
Education and qualifications:
GCSE English; B, Maths; B, Science; B/B, Textiles; B, German; B, Music; D, Business Studies; B/B, Social Studies; B, Philosophy & Ethics; B.
A-level Business Studies, Product Design, Textiles, ICT, General Studies.
Training and experience: 1 week work experience at Barclays Bank (dealing with tills, money, communication with customers and other employees), St. Johns first response first aid course.
Personal attributes and qualities: good communication skills, people skills, enthusiastic and full of life.
Physical attributes: perfect health, fit, young, and clear speaking skills
Attainments: at the current time studying A-levels (first year) at KEVICCS, past education completed GCSE’s in English, maths, science, social studies, philosophy & ethics, textiles, business studies, German and music. (Desired/ GCSE exam term completed required)
Aptitudes: the ability to have good speaking, written, listening communication, have basic mathematical and English skills (required)
Interests: Leader for Guides, ultimate Frisbee (teamwork), Kung Fu (mental and physical strength), being fit (desired)
Personal circumstances: no intervening personal circumstances, (whether they have a family tie which means they are not as flexible to do shifts at short notice, e.g. young children or elderly family members that need assistance throughout the day). (Desired and required)
Description of documents.
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Job description: The job description is used in all businesses when a vacant position has come up that needs a person to fill in its position, if a job description was not used then they business would find it hard to find a variety of people to apply for the position. As well as there actually being a job description it should be detailed and it should inform people viewing it on what the job entitles and other details such as pay and hours of work.
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Letter of application: A letter of application should be used in the interviewing process, it gives the interviewee an idea of the candidates writing capabilities, as well as this it gives the applicant the ability to express why they would like the job they are applying for and what kind of person they are. A letter of application is usually used alongside the curriculum vitae.
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CV: The curriculum vitae is a very important piece of documentation, this is used so that the interviewee can see clearly what qualifications they have achieved and a rough idea of what kind of person the candidate is. The CV would be used by McDonalds in the interviewing process; it would be looked at by both the manager and the assistant manager in the separate interviews.
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Letter inviting candidate to interview: A letter informing the candidate that they have made it to the interviewing process is very useful, it means that the applicant knows the details on when the interview will take place, it also informs the applicant that there application has been received and that they are being considered for the position.
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Letter of success: A letter informing candidates that they have been successful in applying for the job is used to inform the candidate what details they will need to know for starting at McDonalds and to inform that they have achieved the job, if this was not used and the business instead just sent on details of when to start the candidate may get confused on whether this means they have gained the job. McDonalds uses this piece of documentation, this is because all application forms are done online and so an email to contact the candidate may not be appropriate as the applicant may not pick up the email in the correct amount of time, another reason is that the internet system can not be trusted at times or it may fall down and not work and so sending an email would not be of much use. Another method of informing an applicant that they have achieved a position is by informing them at the interviewing process to go back to the restaurant at a certain date, the problems with this is that the candidate may forget to turn up, also the manager and assistant manager may have not decided at that time on who they will give the position to and so the applicant will have made a pointless trip to the destination.
Please use capital letters.
- How long have you known the applicant?
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- In what capacity?
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- Are you aware of any reasons why the applicant should not be considered for the appointment?
Yes No
If you have answered yes please give an explanation for your choice.
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What attributes does the applicant have that would make them suitable or unsuitable? Tick options that you think agree with them.
Enthusiastic Trustworthy Reliable Always positive
Unenthusiastic Untrustworthy Unreliable Quite negative
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How would you describe their personality? Tick options that you think agree with their personality.
Irresponsible/ Kind Helpful Confident
Immature
Shy Honest Friendly Leadership
Qualities
Humorous Polite Patient Bubbly
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Please rate the applicant on the following: tick one
- Are there any other comments you would like to make about the applicant?
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Name of referee
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Signature
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Date
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Telephone code and number
Daytime: ……………………………………………
Evening: ……………………………………………
Observation sheet.
Body Language Performance scores = 1 - weakest 10 - strongest
Appearance
Confidence
Eye contact
Gestures
Greeting
Communication
Ask relevant questions
Enthusiasm
Listening skills
Posture
Responses to questions
Speaking skills
Paperwork/Documents
Quality of CV
Quality of application form
Qualifications gained
Summary and conclusion
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Curriculum Vitae
Student Name: Leah Parsons Date of Birth: 24/08/92
Address: 11 Barons Pyke Telephone:
Ivybridge 01752 897082
Devon Email address:
PL21 0BZ [email protected]
PERSONAL STATEMENT
I am an outgoing person with a good sense of humour. I am a good team member, working as a team was a key characteristic I used when I went on a 7 day voyage on a Tall Ship, and this also shows my independence as I went away without knowing any of the other crew members. I am also a good team leader as shown in the Guiding qualifications I have gained. I make friends easily; I have hosted Australian school hockey players, two Thai students on a school exchange and 2 Icelandic scouts after the world scout Jamboree as well as having my own close friends. I enjoy doing Kung Fu as it strengthens me mentally as well as physically.
Interests/hobbies
Erme Valley Senior Section (rangers)
South Hams District Sea Scout Explorer Unit
Kung fu (red and yellow belt)
Flute (working at grade 5 level)
Represented college for hockey and football, also I have attended the British nationals for Ultimate Frisbee.
Represented Ivybridge and south west Devon for hockey
Fencing
Flute
Ocarina
Played for Ivybridge Bowls Club/ Ivybridge Community College Bowls team for 2 ½ years
EDUCATION
Past
Ugborough primary school 1997-1999
Fletewood primary school 1999 -2003
Ivybridge Community College 2003-2008
Current
King Edward VI Community College 2008-2010
COURSES AND SUBJECTS STUDIED
2006-2008
GCSE English literature and language grade B/B
GCSE Mathematics grade B
GCSE Business Studies (double award) grade B/B
GCSE German grade B
GCSE Music grade D
GCSE Textiles grade B
GCSE Applied science (double award) grade B/B
GCSE Social Studies grade B
GCSE Philosophy and Ethics grade B
2008-2010
A-level Business studies
A-level Textiles
A-level Product Design
A-level ICT
A-level General Studies
QUALIFICATIONS, AWARDS
Bronze, Silver DofE
Flute grade 4
Baden Powell award in guiding
Young leader Qualification for Guides (volunteering)
Qualified for tall ship sailing
St Johns first response
Guide camp permit
Overnight license for Girlguiding
EXPERIENCE OF WORK
Year 10 work experience at Barclays bank for 1 week.
Christmas season work at Endsleigh Garden Centre as an elf
Young leader for Brownies and Guides
Babysitting
REFERENCES
1. Mrs. S Baker 2. Mrs. Teresa Marsh
Deputy Principal Barclays Bank
Ivybridge Community College Plympton
Harford Road Plymouth
Ivybridge
PL21 0JA
14th November 2008
11 Barons Pyke
Ivybridge
Devon
PL21 0BZ
01752 897082
Branch Manager
McDonalds
Main Street
Plymouth
PL21 0JA
Dear Sir,
It is my wish to apply for a place as a crew member for McDonalds.
I am keen to gain this job as I feel I am confident that I will be able to achieve all tasks set with a good quality outcome, also I feel that this job can prepare me for further jobs to come in the future. I relate well to other staff and so will find it easy to work as part of a team to achieve full customer pleasure from going to McDonalds. I also hope to undertake enough skills that mean I will be able to continue working at McDonalds and be a key employee of the branch and the business as a whole.
Please find attached a copy of my Curriculum Vitae for your information. I look forward to hearing from you soon.
Yours faithfully
Leah Parsons
8th January 2009
01752 888777
Branch Manager
McDonalds
Main Street
Plymouth
PL21 0JA
12 Harford Road
Ivybridge
Devon
Pl21 3L2
Subject: application for position at McDonalds
Dear Mr. Smith,
This letter is to inform that you were successful in applying for the position as a crew member for the Plymouth main street McDonald’s restaurant. Congratulations!
Now that you have achieved the position the next step is for you to fill out staff forms and collect work uniform, this can be done on Monday 12th January 2009 you will then start work on Tuesday 13th January. If there is a problem with this arrangement please contact 01752 888777 as soon as it is possible.
We hope you are keen to work at McDonalds as we are very keen for you to become a member of our cheerful team.
If there are any problems, including if you do not wish to accept this position please contact the above number as soon as possible so the problem can be resolved.
I look forward to hearing from you soon.
Yours faithfully
Tom Moore
Restaurant Manager of Brixham McDonalds
Observation sheet – candidate 1.
Body Language Performance scores = 1 - weakest 10 - strongest
Appearance
Confidence
Eye contact
Gestures
Greeting
Communication
Ask relevant questions
Enthusiasm
Listening skills
Posture
Responses to questions
Speaking skills
Paperwork/Documents
Quality of CV
Quality of application form
Qualifications gained
Summary and conclusion
Honest and calm, can easily answer questions with confidence. Could work on greetings and posture. …………………………………………………………
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Observation sheet – candidate 2.
Body Language Performance scores = 1 - weakest 10 - strongest
Appearance
Confidence
Eye contact
Gestures
Greeting
Communication
Ask relevant questions
Enthusiasm
Listening skills
Posture
Responses to questions
Speaking skills
Paperwork/Documents
Quality of CV
Quality of application form
Qualifications gained
Summary and conclusion
A bit unsure on what to say. A poor first impression. ………………………………………………………………………………….
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Observation sheet – candidate 3.
Body Language Performance scores = 1 - weakest 10 - strongest
Appearance
Confidence
Eye contact
Gestures
Greeting
Communication
Ask relevant questions
Enthusiasm
Listening skills
Posture
Responses to questions
Speaking skills
Paperwork/Documents
Quality of CV
Quality of application form
Qualifications gained
Summary and conclusion
Confident and gave off a very good first impression, has the correct attitude. ………………………………………………………………………………….
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Observation sheet – candidate 5.
Body Language Performance scores = 1 - weakest 10 - strongest
Appearance
Confidence
Eye contact
Gestures
Greeting
Communication
Ask relevant questions
Enthusiasm
Listening skills
Posture
Responses to questions
Speaking skills
Paperwork/Documents
Quality of CV
Quality of application form
Qualifications gained
Summary and conclusion
Could speak more confidently; be sure on what she’s saying. Needs to think more about her answer to questions. ………………………………………………………………………………….
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Observation sheet – candidate 6 (re-interview).
Body Language Performance scores = 1 - weakest 10 - strongest
Appearance
Confidence
Eye contact
Gestures
Greeting
Communication
Ask relevant questions
Enthusiasm
Listening skills
Posture
Responses to questions
Speaking skills
Paperwork/Documents
Quality of CV
Quality of application form
Qualifications gained
Summary and conclusion
Positive but maybe too laid back. Try to think of different things to respond with instead of repeating himself. ………………………………………………………………………………….
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Above are the observation sheets filled out for each of the candidates. I did not do an observation sheet on candidate 4 as this was when I took part in an interview as a candidate.
Here is a copy of a job advertisement for McDonalds; it appeared in the Flintshire Leader in June 2004.
The key anti-discrimination legislation.
Also the Race Relations Act 1976 makes it unlawful to publish advertisements that discriminate on racial grounds, or to make arrangements for such advertisements. The law recognises two types of discrimination.
There are two different types of discrimination, direct and indirect;
Direct discrimination: when someone is treated less favourably on racial grounds. Racial grounds include not only grounds of race but also those of colour, nationality, citizenship and ethnic or national origin.
Indirect discrimination: when rules, requirements or conditions that appear to be fair – because they apply equally to everyone – can be shown to put people from a particular racial group at a far greater disadvantage than others, and the rules cannot be objectively justified. A racial group may be defined by race, colour and nationality.
McDonalds needs to ensure that it does not discriminate against the candidate, either through its advertisements, its selection techniques or through the interview itself. To make sure that no discrimination happens there are many processes that happen. An example on one is that when in the interviewing process there is always more than one person that interviews the candidates (usually manager and assistant manager). Another is that the same questions are asked to all candidates to make it fair. Because jobs as McDonalds do not need high intelligence the interviewers cannot hire a candidate on the basis that they were the most intellectual. Also because there is no divide between the jobs that male and females do at McDonalds there is no pay difference. Because McDonalds tries to be as community helpful as possible (running and funding football teams and promoting projects) it is important that they send of the right message and retain a good reputation.
An introduction into the recruitment process: here is a visual representation of the recruitment process.
Identify the job vacancy.
Job description.
Person specification.
Advertise vacancy.
Application forms.
Short listing applicants.
Interviewing applicants
Offer of employment. Contact unsuccessful candidates.
Contract of employment.
This process is used by many businesses and companies including McDonalds, it is the simplest way to understand what happens in the recruitment process.
The first few processes are very similar; identify the job vacancy: this is when either a new job has opened and so needs someone to fill it, a person has been fired and so someone is needed to replace them or a person has had to leave for example a pregnant woman.
Before the job can be advertised a job description has to be written up, this tells anyone interested in the job what they would have to do, how much it pays, how many hours they would have to work and any physical conditions or qualifications needed.
A person specification also describes what education the candidate should have, any training they would have to have or would then gain, any personal qualities for example they should be able to talk to customers/strangers with confidence, physical attributes, any attainments and aptitudes.
The next step would be actually advertising the job, this would be done in local newspapers and magazines, signs in stores and online. The information would be any put into the job description and then how and where they can apply.
Once the job description has been advertised for the period up until the deadline date the manager should have received all the application forms, the manager with some help from the assistant manager will then make a shortlist of applicants (those who would be good at the job) which then goes into the interviewing process.
After the interviews a candidate should be chosen, they are then contacted with the offer for the position and then the contract of employment is drawn up and signed and the unsuccessful applicants are contacted. If none of the candidates are right for the job then it is re-advertised and if the manager still cannot make their decision then they can re-interview.
Questions answered by Tom – Paignton McDonalds Manager.
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What do you put into a reference for? Rating on punctuality (good, fair, poor), call to previous employee, which is preferred to an email or letter. A reference is not crucial for the applicant to have, this is also because many of the employees have just left school (16 years of age) and so would not have a previous job and so would not have a reference.
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Do you always apply fair opportunities whilst interviewing? Using the process hire the smile, they ask all the applicants the same questions, look for main details on skills from their application form e.g. communication skills. How available and flexible they are adds to their chances of gaining the job, the applicant has a 3 interviews, one with the assistant manager and two with the restaurant manager themselves, this is so that the applicant is giving a fair chance and the opinion of the person can be seen in different views by the two people. The applicant is also given a one hour trial out on the floor, this is so that the manager and assistant manager gets to see how well they interact with the customers but also with the other employees, this is essential because if they cannot work as part of a team they would not make a very good employee for McDonalds.
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What is your process for cutting down on staff? Staff will be cut if there are mistakes made in the recruitment process, for example if they employ when they do not have the need for the post. Also the branch usually never finds the need to get rid of staff because students go to McDonalds to gain extra money but are constantly leaving and new staff coming in. Also staffing for growth; which means they have the right amount of part time (40) and full time (20) staff that have been scheduled so that no more staff are needed.
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Job description => application, the interviewing process? The applicant is more likely to gain the job if they: have a smart appearance, have good communication skills (which can be proved in the interviews and the hour practise), also if the application form is neat and has no spelling mistakes. If in the case that the applicant has a criminal record then the manager will contact higher office for advice on what to do, usually they would enquire to what the criminal offence is and if it would not affect McDonalds if they worked for the business then they would be given the same opportunities as all the other applicants. If any applicant gains the job then they are given 3 weeks where they can freely leave without giving notice, after this time they will have to pre-warn the manager that they wish to leave.
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How does communication take place at McDonalds? Communication between restaurants and head office take place with the use of emails, the manager will go to meetings on promotions (new products), apprentices, and the A-level scheme. The manager then bring the information back to the other managers in their restaurant (shift managers, assistant managers) which will then supply the information to the other employees if this is needed.
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How many subordinates have McDonalds got in the branch? In each average sized restaurant there is approximately 60 staff in total.
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What types of discipline for unsatisfactory work performance? Of a member of staff which is working on the tills has a money out situation the they will be retrained, if this happens 3 times they will be given a verbal warning, if it happens 3 more times they will be given a written warning and 3 more times on top of this they are given automatic dismissal. Is gross misconduct is used against the restaurant (theft or damage) the same process will be given and they could also be reported to the police if the incident recurs.
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What kind of motivation do you use to motivate your staff? Verbal politeness like well done and thank you after doing a task and at the end of the day, congratulations of doing a job particularly well, employee of the months gives the employees something to aspire to. Another thing is the employees going out together out of work hours, things like going bowling or paint-balling (helps them practise as working as part of a team) as well as socialising at the pub.
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What kind of training does a crew member do? Training a crew member will go through is that they will buddy up with another member of staff who will teach them how things work and how to do them correctly, they will complete a observation checklist, customer critical list, if they get a score of 80% or more then they pass. They will then be tested at each different station, (service: tills, beverages and deserts, and hospitality and customers: dining area), they will be tested at the end, if the achieve a 70% or more grade then they pass and will gain a star. There are 4 stars to gain each for different things, service, cleanliness, quality and another staff which is given by the manager for good performance once the other stars have been completed.
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How has the credit crunch affected McDonalds? McDonalds had a financial struggle in 2000 from a lack of customers, now when it come to a credit crunch and recession McDonalds are coping very well, august 2008 was the busiest month in McDonalds history, it is also predicted that December 2008 will take over and be the busiest ever.
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What kind of advertisement do you use? Most national McDonalds advertisement is done on television by the use of adverts, however local marketing includes; vouchers that are printed on the back of public transport tickets, leaflets, voucher booklets in local newspapers, signs put in bus stops which say ‘only 100 yards to McDonalds’. Also each branch pays a set amount to the higher office each month to pay for national advertisement.
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What staff benefits are used? General employees have employee discount cards for McDonalds restaurants, also they gain discount for places such as Carphone Warehouse for phones and other products there, car insurance when using RAC, holiday and theme parks discounts, discounted electrical goods and certain stores and online websites. When an employee has been working for McDonalds for 5 years they gain £125 worth of vouchers, 10 years £250 worth in vouchers, shift managers also gain the same bonus’s as the restaurant manager which can be worth quite-a-bit.
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What social factors are there in the production of McDonalds products? The oil used in the cooking of McDonald’s products is then used as bio-fuel for the lorries that deliver all of McDonald’s ingredients and products; all of the cardboard is recycled. McDonalds also sponsor and fund football coaching in local areas across the country. McDonalds also encourages healthy eating mainly focused on children’s meals with fruit bags, carrot sticks, also rainforest alliance is used for all tea’s and coffee, salads are also offered on the menu.
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Has McDonalds been forced to make changes to products and their prices due to the countries financial troubles? Because the cost of buying ingredients for their products is becoming more expensive McDonalds have hired their prices on some of their products, for example the Happy Meal has gone from being £1.99 to being £2.19 and promotional McFlurry’s are £1.19 instead of the normal ones which are 99p.
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Does an applicant’s age change your decision on whether to employ them or not? There are many views on whether elder people or younger people make better employees, younger people can have immature times but have experience in using technology and know how to handle and communicate with certain types of people for example gangs, however elder people have a guiding nature towards the younger generations and also have life skills. McDonald’s managers agree that it is best to have a mix of both young and elder generations.
Task 8 – Interviewing.
- Take part in a role play interview for your chosen vacant post.
During the interview process the layout of the room was as above, this layout is ok for use in an interview, however there is changes that can be made to make it better. These include that the layout could be less formal, as the position is not of high status. The formal layout would not be used as the interview is mainly to see the persons characteristics, a less formal way of carrying out the interview would be by having either one or two interviewers and also instead of being on separate tables being on the same table beside each other is a much more friendly way of interviewing and is also less pressurising and will make the candidate calmer. The reason why two people will interview each candidate is so that there is a clear view on the candidate, if there was only one employee interviewing the candidates then they may be bias, also no more would be used because otherwise the candidate may feel in a difficult situation.
2. Explain clearly how you planned the recruitment interviews, for example, the appropriate use of different methods for assessing suitability for your chosen job vacancy, including psychometric and aptitude testing.
During the interviewing process there were many methods used to see clearly the difference between the candidates, for example observation sheets were used to test who excelled in certain areas and what the candidates weaknesses were, for example weaknesses could include being shy or not very confident, having a bad tone whilst speaking, not being presentable or smart and not having people skills. Some strength’s may include being confident when talking, being well groomed and tidy, well mannered and clear speaking skills and also being able to express themselves in the correct way. On the observation sheet the subjects include Body language; appearance, confidence, eye contact, gestures and greeting. Communication skills involve; asking relevant questions, enthusiasm, listening skills, posture, responses to questions and speaking skills. Paperwork and Documents include; the quality of CV, quality of application form and qualifications gained. These are all judged for all the candidates and rated between 1 and 10, one being the weakest and ten being the strongest. In the interview a set of chosen questions were used for every candidate, (4 questions and a scenario) they were chosen at a previous time by the whole group, these questions included.
- Question 1. What do you think your strengths and weaknesses are? How do you overcome your weaknesses?
- Question 2. What do you know about the company, and why do you want to work here?
- Question 3. What do you bring to a team, and why would it be useful in a McDonald’s branch?
- Question 4. Where do you see yourself in ten years time?
- Question 5, scenario. If an angry customer barges to the front of a queue and demands for a refund and to see the manager, who is held up at the back of the store, how would you solve the issue so that every party is happy?
Some information about psychometric testing;
- The appropriateness of the tests
The use of psychometric testing is a good thing because it means that the interviewee or the person in charge of recruiting can clearly see how a persons mind works and how intellectual they are. Although for jobs like those as a crew member for McDonald’s intelligence of a high level is not necessarily needed, just basic common sense and the ability of basic mathematics. The psychometric test is made up of a mix of questions including mathematics, English, general knowledge and multiple choice. An example of a common psychometric test is below.
The definition for the psychometric test is; the branch of psychology that deals with the design, administration, and interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and personality traits. It is also called or known as psychometry.
The main place where a psychometric test is used is in the recruitment process for the employee to see how intellectual the candidate is. Psychometric tests aim to measure attributes like intelligence, aptitude and personality. They provide a potential employer with an insight into how well you can work with other people as part of a team or as a crew member in a team on the floor of a McDonalds restaurant. Also how well the candidate can handle stress, and whether or how well they can cope with the intellectual demands of the job, even one such as a crew member which requires quite a low level of intelligence for the job.
Here is an example of a psychometric test
1. Choose just one word from the five words that is closest in meaning to “irrational”
-intransigent
-irredeemable
-unsafe
-lost
-nonsensical ////
2. Choose just one work from the five words that is closest in meaning to “satiatel”
-follow
-censure
-undermine
-veto
-overfill ////
3. Choose just the two words from the six words provided that are closest in meaning to each other.
-unassailable
-kind
-inveterate ////
-entrenched ////
-contrary
-convoluted
4. Fill in the missing number indicated by the question mark.
(5, 26, 131, 656, ?)
………………….. 3281
5. What is 45% of 300?
………………….. 135
6.
What number should replace the questions mark?
………………. 26
7. Elk, mink, mouse, gibbon, panther. Which creature comes next?
-tortoise ////
-elephant
-kangaroo
-dog
-cat
8.
What numbers should appear on the bottom row? Write your answer in the following format – 2810 etc.
………………… 583796
9.
Which is the missing square?
…………………. E
‘Halo and the Horns’ affect
With this theory the ‘Halo’ affect is when the someone has a common interest or point of view that matches your own, conversely the ‘Horns’ affect is when someone has opposing views to yours, this may make interviewing awkward or difficult for both the panel and the interviewee.
If one of the candidates did have a similarity to one of the panel members then discrimination could happen. A panel member may sway towards that candidate because they share a hobby or support the same football team. This did not happen during the interview as the questions asked did not expand on the persons personal life, this being hobbies etc. If this did happen then it would have to be made sure that this would not affect the professional opinion of who McDonalds should hire.
- Explain clearly how the interview was carried out, for example verbal and non verbal communications, questions and answers etc.
All the interviews were done on the same day in the space of one hour; the group was split into two, half the class in one room and the other half in another. One at a time a member from each group swapped groups and were interviewed by the rest of the group (the panel). After the interviews had taken place the class came back together and gave views on what went wrong and how it could be improved. These include the number of panel members, the number of questions asked and many more.
Whilst an interview was taking place each member of the group tried to make it as close to a real interview as they could. There was a head for both panels, this being a person to start off the interview and someone to aim answers at. When a member of the group was being interviewed the rest of the group tried to answer the questions asked as if it was a real interview for the position of a crew member at McDonalds. As well as the interview itself, all paperwork was completed to a standard that it would be worthy of use in a real interview, also it was completed so that the group could get an idea of how the business works when it is in the recruitment process.
After all the interviews had taken place each panel discussed which candidate would suit the position best, this is helped by the use of the observation sheet. When in the interview the observation sheet is used to mark the candidates on how well they did. After the interviews are over the choices are to be made which is were the observation sheets are useful to remind the manager and co-manager which candidate was successful in which areas and who was who.
- Evaluate the interviewing process. Consider criteria such as:
As a group we decided that 4 questions and one scenario was a good amount for the interviews we were doing. However after the interviews we came to the conclusion that more questions were needed and of other subjects too. These are the questions we decided to use for the interview.
- Question 1. What do you think your strengths and weaknesses are? How do you overcome your weaknesses?
- Question 2. What do you know about the company, and why do you want to work here?
- Question 3. What do you bring to a team, and why would it be useful in a McDonald’s branch?
- Question 4. Where do you see yourself in ten years time?
- Question 5, scenario. If an angry customer barges to the front of a queue and demands for a refund and to see the manager, who is held up at the back of the store, how would you solve the issue so that every party is happy?
In total I took part in 6 interviews, 5 of which I was on the panel and one I was the interviewee. Each member of the group took part in an interview both as an interviewer and as an interviewee, one member of the group had to be re-interviewed, this was done because in their first interview they did not act in the correct and responsible manor. In their second interview they acted responsibly and realistic. It was good for each person to take part in both being an interviewee and an interviewer, this meant that they got a clear idea of how each position would act towards the opposite position. Also it gives them the chance to prepare for the interview ahead.
Task 9 – Self regulatory, legal, social and ethical responsibility.
Explain clearly the self regulatory issues taken into account in your practical recruitment process.
Task 10.
Analyse how the following contributed to the effectiveness of the recruitment process for your chosen job vacancy.
- The recruitment documentation
- The interview process
- The training and motivational methods used
- The relevant PEST factors in the workforce plan
Workforce planning.
Workforce planning is getting “the right number of people with the right skills experiences, and competences in the right jobs at the right time”.
Workforce planning means that the managers are provided with a framework to work on that helps them to make decisions on the businesses duty, strategic planning, budgetary resources and workforce skills.
The reason why workforce planning is so important and so popular to be used is because it means the manager of the business is prepared for future decisions in human resources and planning for any future changes, for example being prepared for re-employing people if the manager knows that a member of staff will be leaving for reasons such as pregnancy, retirement or illness. If the manager is prepared then it will be a fast and easy process to employ a new member of staff in time so that a job isn’t left undone. A manager should also be prepared in the interviewing process, having a good method of marking candidates on how well they did and how well they would fit in. McDonalds uses the method of “staffing for growth”, this means that they predict the outcome in the future based on the previous years sales figures, so if like 2008 they had the busiest season in August they plan to have an even bigger and popular season in the near future that followed. This was the busiest season ever even though the country was going through a ‘credit crunch’.
Relevant PEST factors in the workforce plan.
Under the political factors affecting the workforce plan is the themes; minimum wage and health and safety. These both relate to McDonalds well; McDonalds has over 1231 restaurants in the UK alone, which is roughly 48,000 employees in the UK (and more than 1.5 million employees worldwide). With so many employees McDonalds has to be thoughtful on how much wage they are all given, although it is not the minimum wage it is quite low but it is reasonable for the amount of work done and the skills needed for the job itself. Health and safety is very important for McDonalds to keep up, if they had a bad report then they could lose out considerably, this would be from bad press, they would lose the trust of customers and so profit would go down, their reputation could be ruined and ultimately could be forced to deflate. As well as this it is important for McDonalds to keep up health and safety so that all employees are working in a pleasant environment and customers are kept at a high satisfaction.
Economic factors include that McDonalds choose not to expand this year in order to stay afloat whilst the global recession is happening, for this reason they will not be employing widely in the near future. However even though the credit crunch is happening and they are not expanding this does not mean they are not doing well, in fact completely opposite McDonalds had their best month in history in August 2008 and predicted that December 2008 would take over this title (quoted Tom Moore, restaurant manager of Brixham McDonalds). However even though McDonalds is doing very well in the current economical situation McDonalds have been forced to higher their prices of food, not to make more profit but because other businesses including the suppliers are feeling the credit crunch and so have resulted in an increase of the price of ingredients.
Social factors; the government have recently started a healthy eating campaign called change4life , this is encouraging people to go out and exercise and eat healthily, this could result in less customers going to McDonalds. Social factors that are positive for McDonalds are that they have factors that advertise them as green and eco-friendly; this comes from the facts that all their oil used in the cooking process is then used to power the stock lorries (as bio-fuel), also all their cardboard is recycled. As well as this they try and sponsor local community projects such as football coaching and promote healthy foods in the form of fruit bags, carrot sticks, rainforest alliance tea and coffee as well as bagels and salads.
Technological factors include the buying of new, intelligent machinery, this resulting in less staff being needed, however along with modernisation is the cost that comes with it, although less staff will be needed the machinery can be expensive and expensive to run, also it is not so reliable and could break easily.
Task 11 – Judgements.
- Judge the effectiveness of the recruitment exercise’s selection process.
- Your judgement must be supported by strong evidences
The recruitment selection process exercise in my opinion is was very effective, it relates to the real thing very well so a clear understanding is made. The selection process although at first was seen that it would be easy to choose as there would be an obvious choice was harder than expected as some candidates would have been better at some jobs and others better at other jobs, even with the use of the observation sheets and all the preparation that took place difficulty was still found.
Task 12 – Recommendations.
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Suggest ways in which the selection process could be improved.
- Your suggestions must be based on valid and strong evidence.
Improvements to the interview
Some ways that the interviewing process could have been improved is as follows
-instead of having five people on each panel a smaller amount of interviewers should have taken parting each interview, three interviewers would have been better, this is because it is pressurising on the interviewee with so many people to talk to and all watching the candidate, also with so few questions there was no clear view on who was the chair on the panel, this is because there was only enough questions for one panel member to ask one each.
- Another thing that could have been improved is of having more questions including another scenario asked to the candidate. The questions asked did not give the interviewer a clear view of what the candidate is like. To give a better view on the person more questions could be asked about what details are put in the CV, for examples about hobbies, sports or previous experience the candidate may have that may be useful in the job.
- Alongside the questions I also think there should have been more prompts written down for each question, this is so that if a candidate is not sure on what answer to give to the panel either because they are not sure on what to say or because they did not fully understand what the question meant.
These are all improvements that can be used in practise interviews like the ones we took part in but also in real interviews for businesses. With these improvements the interviewee and interviewer will feel more relaxed and get a better idea of what each candidate is like and so know who would suit the position better.
Strengths of interview
The interview taking place meant that all members of the group that took part in the interview have a realistic view on what it is like to have a job interview if they haven’t ever done so before. As well as it giving experience to the interviewee it also gives the idea of what the interviewer has to do to make the decision of who to choose when it comes to recruiting, as well it makes all the group understand what each piece of document is for and what the best or correct example of work should look like.
A strength of the interview itself was that it was realistic enough for all the members of the group to play along and have a clear view of what a recruitment interview would be like. Also I think that the observation sheet used for the interview meant that all the panel members could remember what each candidate was like when it came to the time of deciding who to choose for the position, along with the observation sheet, because there was so many on each panel (roughly 5), it meant that when it came to choosing an employee the task was easier.
After discussing it in a lesson, the right questions were asked, the discussion involved talking of how all the questions should be the same for all the candidates and that whilst in the interview all the candidates should be treated fairly this sticking to the discrimination acts.
Weaknesses of the interview
Although the interview was a success there would still be a few things that would be changed in the future, these mean that there were weaknesses to the interview. These included; the amount of panel members used was too many, this meant that the interviewee felt quite pressurised and unsure of who to talk to; also it made it difficult to let them see the candidate’s personality as they might feel scared of answering. Another thing, for example what happened in one of the interviews when there is a difficult candidate, the reaction from the panel should be that they try to calm the candidate down and see whether they are ready to carry on at a calm level. Another thing is that alongside the amount of panel members the room layout of the interview was very formal, a way to make it informal would be to have either 2 or 3 panel members on a single table with the candidate, this means that the candidate can be more open and the interviewer can get an idea of the candidates personality much more easily. The last weakness was that there were too few questions asked to the candidate, with only a few questions the panel could not clearly see what the candidate was about or what they would be like to work with or over. A way to understand the candidates easier would be to ask a few questions about what is on their curriculum vitae, and ask them about themselves out of work.
In the interview process it is important that a candidate gives out a very good first impression, the first impression given to the interviewer is of the look of the candidate. For example if a candidate came into an interview with jeans and a t-shirt on or was dirty or scruffy the interviewer may be put off straight away, however if the candidate is wearing a shirt, tie, suit or smart and tidy clothes then the interviewer can automatically see that they are serious about the position, are committed and overall give off a good impression. Relating to this to McDonalds changes the concept slightly; because McDonalds would not be looking for a business person in a general floor staff it is not required for a candidate to wear a very formal suit. Also because the interviews are made to be informal to make them much more comfortable for both the employee and the candidate a less casual outfit can be worn, but still a smart appearance would give off the best impression and so gaining more points to achieve the position.
Bibliography:
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for currents levels, definitions and general information.
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for levels “ ”
- Business text book.
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- McDonalds Guide
- Business review
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for example of observation sheet.
- Scout association for example of reference form.
