Challenges And Strategies For Recruiting The Workforce At Starbucks For Social Media

Key challenges for recruiting the workforce at Starbucks

Write about th Recruitment of the Workforce at Starbucks for Social Media.

According to the Dutton, & Kleiner, (2015), for any team to be successful in the current competitive environment, its employees play a significant role and hence vital. More often than not, the employees in an organization can be very instrumental in breaking or making the company. In other words, if the employees of the organization portray a positive interaction with customers, the customer will come back. However, the negative interaction between the organization’s employees and its clients, this results in losing such customers and hence contributing to the fall of the company (Farbenblum & Nolan, 2017).

This paper aims to look at the key challenges that Starbucks as an organization face during hiring and recruiting the right person, training the employees well, motivating and retaining the most qualified and talented employees.  Starbucks refers to a specialty coffee house known to have originated in Seattle (Gopalakrishna, Victor, & Fleischmann, 2016). Currently, the organization has more than 15000 outlets all over the world. It is involved in the selling of a wide range of hot and cold drinks, food items together with other accessories.  The organization is based on a philosophy of creating an experience for all its customers and human connection. 

Some of the problems experienced by many organizations during recruitment process include an increasingly demanding and a competitive talent market where many companies are competing for the same qualified candidates. The organizations which employ old hiring methods indulge themselves into the risk of losing the opportunity of converting great candidates and also the failure of attracting qualified applicants right at the start of the recruitment process.  Like any other organization, as evidenced by Haskova (2015), Starbucks is faced with a fundamental challenge of attracting and retaining the most talented personnel.  Another problem encountered by the organizations is the adoption of the workplace culture that significantly contributes to the success of the company.

For it to gain a competitive advantage over its competitors such as the Macc coffee, Starbucks has adopted various strategies that are very helpful in addressing the challenges faced by other organizations in attracting, developing and retaining the very qualified employees (Headworth, 2015). Starbucks has also gained its uniqueness through the adoption of the workforce diversity. The efficient management of the labor force diversity at Starbucks has come as a result of employing diverse workers and being able to appreciate, respect and responding to the arising needs, values and beliefs of the diverse employees and at the same time providing a positive work environment. Some of the key strategies that recommendable to be employed at Starbucks to be able to recruit, develop and retain the quality employees involve the following;

Strategies for addressing the recruitment challenges at Starbucks

Starbucks is engaged in rewarding the employees who perform exceptionally. For the organization to deliver this strategy actually, Starbucks should offer various opportunities to its partners to grow through different ways. The different ways should aim at developing at the individual level for the person’s career and also in their society as a whole. For instance, in Asia and even all over the world, Starbucks hosts a regional Barista championship in which all the companies barista from the entire Asia compete demonstrating their various skills, talents, and passion for coffee. In such occasions, the winners get rewarded with an experience that changes their life. As indicated by Jianfei, (2014), the method should be expanded to pay the workers who are exceptional at their workplace, and this could be a strong motive to all the employees in aiming at producing quality products.

Training of the employees in any organization is very inevitable for the organizational development and success.  Proper training of the employees boosts the efficiency and the productivity of the workers. The four training basics that should be adopted at the Starbucks should include; training the new job applicants. Primarily, this kind of training teaches the candidates the basic organizational knowledge which involves goals, rules, vision, mission, and regulations of the company among other information (Lewis, Thomas, & James, 2015).

Another basic training will include the teaching of the already existing employees of the enterprise to gather knowledge that is useful in delivering quality services aimed at producing quality products and improving customer relations. The third kind of training that Starbucks needs to adopt will include teaching the employees on any of the emerging technology in the industry. Technology keeps on changing, and therefore such training is very crucial to enable the employees to handle the future changes of the technology(Farbenblum, & Nolan, 2017). The fourth training Starbucks should introduce to offer training to the employees who get promoted within the company. Training an employee who has been promoted will enable such a worker in gaining knowledge and experience in the new area of work. For example, Starbucks has to subject every partner or the hired barista aimed to work for a retail job to an intensive training before allowed to undertake such a job. The training should involve coffee history and customer service to increase the client relations. There should training on how to satisfy all the individual customer requirements to improve the customer retention.

As encouraged by the Howard Schultz, Starbucks should introduce various types of monitory and other non- monitory benefit plans that are aimed at motivating the employees to dedicate their services entirely to the organization. The program should be made to cover both the part-time and full-time staff to motivate all the employees by enjoying the benefit. There should include an introduction of flexibility, work-life balance and health insurance to the workers which helps them feel comfortable at their workplace. The action also is seen to be the most attracting factor that many people seem to be interested in an organization with such benefits.

There are other welfare activities to the employees such as introducing a program of CUP FUND, a plan that enables the employees to contribute money that can support various employees in times of financial crisis. To be able to motivate the employees, Starbucks should design such incentives to benefit both the employees and the organization itself as this helps in attracting qualified candidates to be recruited in the company. It also helps the company to retain the most competent, high-performing workers and an increase in the employee satisfaction rate. Organizations should be able to note that, once you treat the employees in a right way, they should also reciprocate the same to the organization’s clients.

More often than not, the ever-developing companies will always need to have an active management team. The efficient team usually helps in serving for both in the recruitment of the employees and training of the workers to develop a healthy workforce. Many organizations typically believe on one leader(Mouriño-Ruiz, 2017). However, a strategically built management team proves to be an efficient way in delegating leadership to deliver expert services to the organization during the recruitment and development of the best workforce. Starbucks should continue adopting this strategy since it helps in distributing the responsibilities in an organization by skill levels.

In all cases, already having experienced employees at the Starbucks will continue to attract and acquire new job applicants with qualifications. The qualified management team should always be distributed to all the departments of the organization to bring uniformity for the development of the organization. For instance, Starbucks need to deploy additional executives to all the departments including marketing, store supervision, human resources, information system and also the finance(Morais, et al 2014). Specifically, adding qualified people in all these departments leads to adopting training of the new employees in the organization and hence helping in the recruitment and development of a stronger workforce in the organization. 

Many small companies typically develop to become larger and famous worldwide, and they apply various efficient strategies that enable them to fetch such success. Starbucks is seen to be growing enormously within the international markets. The company is becoming an international because of how it has contributed to the making difference to the people all over the world. It is essential if the enterprise wishes to thrive more than its competitors such as the MacDonald’s, to continue applying the philosophy from Howard Schultz that, “if you treat the employees as a family, then they will be willing to give their all.” The factors that should be given much weight to contribute to the company’s success are the one regarding the recruitment of the new employees.

In an attempt to carry out a successful recruitment of new employees that guarantees acquisition of qualified staff, Starbucks should employ a selection and retention criteria for the employees that concur with the strategic objectives of the organization. In this case, care should put into consideration in adopting the suitable recruitment and the selection strategies for them to be able to attract the best and potential candidates who are fit for the job. Such process will also ensure there is a total retention of the employees since all of them will be possessing qualities that are worthy emulated by young employees in the company (Morais, et al 2014).

The selection process should also be very transparent. It is a process in which managers and other particular staff in an organization apply in choosing from a pool of applicants, the potential candidates that can contribute to achieving the goals of the organization. Using the various selecting methods such as interviewing, Assessment Centre, and psychological assessment are highly recommended as they will help Starbucks in acquiring candidates who fit for the job (Mouriño-Ruiz, 2017). 

Conclusion

In conclusion, it is essential to note the way Starbucks applies delegation principles as a way of trying to motivate its staff. According to Snell, (2017), Starbucks should encourage teamwork and also develop more programs that aim at training both the existing and new employees. Training always equips the workers with the relevant skills required to perform the job. Such motive also encourages the employee to have job satisfaction, and staff may, therefore, be willing to help those job applicants who are highly qualified to apply for the job. In this way, the organization will have a huge pool of candidates with relevant qualifications for recruitment.

References

Dutton, K., & Kleiner, B. (2015). Strategies For Improving Individual Performance In The Workplace. Franklin Business & Law Journal, 2015(2).

Farbenblum, B., & Nolan, J. (2017). The Business of Migrant Worker Recruitment: Who Has the Responsibility and Leverage to Protect Rights?. Tex. Int’l LJ, 52, 1-163.

Gopalakrishna, P., Victor, R., & Fleischmann, D. (2016). Starbucks In India. Journal of Case Studies, 34(2), 92-101.

Haskova, K. (2015). Starbucks Marketing Analysis. CRIS-Bulletin of the Centre for Research and Interdisciplinary Study, 2015(1), 11-29.

Headworth, A. (2015). Social Media Recruitment: How to successfully integrate Social media into recruitment strategy. Kogan Page Publishers.

Jianfei, X. (2014). Analysis of Starbucks Employees Operating Philosophy. International Journal of Business and Social Science, 5(6).

Lewis, A., Thomas, B., & James, S. (2015). A critical analysis of the implementation of social networking as an e-recruitment tool within a security enterprise. Cogent Business & Management, 2(1), 1104904.

Morais, U. P., Pena, J., Shacket, K., Sintilus, L., Ruiz, R., Rivera, Y., & Mujtaba, B. G. (2014). Managing diverse employees at Starbucks: Focusing on ethics and inclusion. International Journal of Learning and Development, 4(3), 35-50.

Mouriño-Ruiz, E. (2017). The Perfect Human Capital Storm: Workplace Human Capital Challenges and Opportunities in the 21st Century: Implications for Organizations and Leaders. IAP.

Snell, S. A., Snell, S. A., Lemley, A., Lemley, A., Snell, S. A., Snell, S. A., … & Yemen, G. (2017). Starbucks: Schultz Back in the Brew. Darden Business Publishing Cases, 1-18.