Background of Alinea Restaurant
In the current time, there are millions of people who are working in food industry. As the present staff ages and retire along with the growth in the industry, there will be a huge need for a constant supply of newer talent that is presently is not joining the industry currently. A lot of people are required for certain kind of skills. There are a number of roles which consist of packaging technologies, developers of product in confectionery and meat industry along with rheology (Osborne et al., 2011). Also, there are protein specialists, food based scientists and has roles that exist within the science of consumer and also are now usually filled with so many people that are buying in from different countries in Europe where food based degrees are very popular. The main challenge for the industry is based on how people are developed as a solid talent acquisition within national as well as the international market to meet the requirement in future.
The report will discuss Alinea restaurant in particular which was established in 2005 by two chefs (Osborne et al., 2011). The restaurants offer a rich and driven by season menu with eighteen to twenty-two courses and the overall experience of the eating in the restaurant to popular for the food taste along with it being fun and enjoyable.
Restaurant Alinea has been widely received a lot of praises for adopting an innovative approach by offering a modern cuisine. In fact, the place has been named one of the best restaurants in the US and is one of the few places in Chicago to earn coveted Michelin three-star rating. Apart from food and ambiance, the restaurant is also known for its best services in the area. However, it also faces the specific kind of challenges.
Following are the number of challenges for recruitment that an industry and Alinea restaurant in specific is facing in food industry: –
Imbalance in labor supply and demand: it looks like that the people who think that they require being a chef if they wanted to work in food industry which is completely untrue. Or the process of farming only requires throwing some seeds in the soil as well as milking cows. A major amount of young people that have the aspiration to work in the food industry has someone in the family who is working in the industry (Lang & Heasman, 2015). Otherwise, it is most likely that they will not join the profession. Therefore, it becomes very important to highlight different bases for the profession within every area of the food industry, and it is all are well overdue for the longest period. Especially when teens have a perception based on work for the future, food also require being an important part of the discussion. Professions like food technologists, food based scientists, quality based assurance, engineers, the production process for proper management as well as line operators are all, and it will also provide so many people who are looking for a job an employment-based options (Lang & Heasman, 2015). There is a shortage in skills which are constantly growing, and it is also noticeable in the current food industry all across the sectors. We also require so many people to completely embrace the industry in a proper manner while taking important pictures of food. However, the interest must extend further and go deeper than that.
Key challenges for recruitment in food industry
Trends in industry, innovation and expectations at workplace: – there are so many trends in the food industry that plays an important role of attention needed in food employment. The reputation of good employer helps and it has slowly become a trend in the market in which we are currently in. Also, the managers are not willing to experiment or innovate from the current product and technology based perspective that limits them by selecting so many talented young people which become a lot harder. A number are a number of studies that says that millennial in coming time will be able to make up for the half the workforce and also highlights different kind of transformation that any company requires to make to compete in the long run (Certo, 2015). The reputation of the food industry is difficult to manage since stories like employees in the industry work in shifts that initiate early at 4:30 am and finishes as late as after midnight that too in the uncomfortable surrounding, it becomes even harder to explain things to new entrants.
Demographics: there is an unprecedented challenge in front of managers which has to be solved rapidly (Certo, 2015). There are around five generations working together in the current workforce, and every generation brings its personal life, preferences in communication, and much more to the job. Following is the five generations: –
iGen which is also called as Generation Z: born after 1996.
Millennials which is also called as Generation Y born between 1977 and 1995.
Generation X from 1965 to 1976
Baby boomers from 1946 to 1964
And in the end traditionalists from 1945 and before.
Some trends created in the current time like people living for a longer period and has a more active life and this is why they can work longer (Australia, 2014). Traditionalist and Baby Boomers are not retiring and wanted to work for a longer period and much more. This is why there are more generations working in the current workforce.
Time: it takes a lot of time along with infinite lows and highs to be able to source interview, hire as well as train new people. The process of recruitment is a big challenge for so many small as well as medium based food industry where specifically employers and there are so many of them present in the sector. These people may or may not have proper or designated recruiters as well as HR managers (Belasco, 2014). Also, this must be taken as a specialized procedure that not everyone has experienced in past and training. However, the hiring errors can be very expensive for the organization (Childers et al., 2011). Investment in new talent and having the right amount of people to make sure higher level of productivity is imperative for the success of the business. At the same time, it takes a lot of time to recruit the remaining can be a big challenge and needs to do some juggling act based on priorities. There is absolutely no time for the review of lots of resumes specifically for many unqualified people that matches the skills of the current job needs and cultural based fit which are some of the biggest challenges (Belasco, 2014).
Changing Demands
Request for Booking the Table
Alinea Restaurant has number of strategies for recruiting efficient employees. Following is the detailed discussion: –
- Referral plans: the organization believes that the current workforce is the richest source of referrals for hiring new and talented people because the current employees understand the business and the demand for the organization. They can be honest with the friends and family about the working experience, so the chances of selling the recruitment will be less.
- Use of technology: there is just twenty-three percent of total households in the US that receive the newspaper on Sundays. However the majority of a household can easily access the internet, and this can be a great place to include some information about the restaurants and job listings (Swinburn et al., 2013).
- Alinea restaurant also stays in touch with formal employees and also reward the referrals bought by them. This way, the former experienced employees are open to join back the place.
- Alinea restaurant is the well-known name and popular among the customers. In fact, there are many loyal customers, and the restaurants also ask them to refer someone who is suitable for the organization (Swinburn et al., 2013).
There are specific labor based issues all across the industry, and some industries like food industry are feeling some pressure lately. Alinea restaurant will have to be more careful while dealing with the special labor force challenges (Crane & Matten, 2016). Different strategies taken up by the restaurants will also give industry an association and single employees with a right frame of industry which led to actions that are building the required labor force to support the constant growth over the next ten years. As there is a shift in circumstances along with priorities, there can be an expectation that the restaurant will revisit the strategy to make sure it is relevant. The whole industry along with Alinea restaurant is leading the execution of the present strategy based actions. High level of collaboration among different stakeholders in the industry needs for successful execution of the right kinds of strategies. There are so many creative outcomes and a synergistic principle to execute the initiative to work in the best manner where stakeholders come at one place for the right kind of partnership (Morgan & Sonnino, 2013). Following are some of the strategies: –
Money and time are some of the common muscles in the complete recruitment process. If people have enough time along with a well-funded program, it is important to perform well. There can be two methods to get some time where first is to speak to hiring managers that extend into hiring the right timeframe for the same. Also, Alinea restaurant will have to get the hiring manager to function with the company earlier to prep for the current demand. When the hiring manager can predict the needs, one can create a proactive kind of pipeline which will help the company to move forward in a quick manner with the help of recruitment process (Sauceau et al., 2011).
Alinea restaurant can also create a push or pull based resource that exists between the company and the talent society. It is important to get the word out that the company is hiring rapidly and also pushing the message in the market further shows that growth of the company and will also result in indirect as well as direct interests. This further will help in creating a strong brand which will raise the level of talent pool and interactions (Sauceau et al., 2011).
Current recruitment strategies
Surveys and regular check in are a method to test the performance of the industry and people are performing in the industry. For this, Alinea restaurant can set the stage for the survey and have a right scoring system. These conversations must exist in all the processes and sharing of data becomes crucial (Long & Thean, 2011).
Conclusion
The food industry from a small organization to a big chain of food shares a lot of challenges which are mutual. Some restaurants also experience high rates of turnover, and there are times when the whole workforce can face turnover two times in a year. One of the most impactful methods to deal with staffing issues in a food industry is with completely revamping the process of recruitment and selection which is customized for the requirement of different organizations in the industry (Yakovleva et al., 2012). This will attract more kinds of a workforce which are beneficial for the restaurant. Employees must understand the overall expectations from the industry this way they will be able to become more equipped to provide a better customer based service.
Reference
Australia, D. (2014). Australian Dairy Industry. Dairy Australia. Available online: www. dairyaustralia. com. au/Industry-information/About-the-industry. aspx.
Belasco, W. J. (2014). Appetite for change: How the counterculture took on the food industry. Cornell University Press.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Childers, D. L., Corman, J., Edwards, M., & Elser, J. J. (2011). Sustainability challenges of phosphorus and food: solutions from closing the human phosphorus cycle. Bioscience, 61(2), 117-124.
Crane, A., & Matten, D. (2016). Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press.
Lang, T., & Heasman, M. (2015). Food wars: The global battle for mouths, minds and markets. Routledge.
Long, C. S., & Thean, L. Y. (2011). Relationship between leadership style, job satisfaction and employees’ turnover intention: A literature review. Research journal of business management, 5(3), 91-100.
Marucheck, A., Greis, N., Mena, C., & Cai, L. (2011). Product safety and security in the global supply chain: Issues, challenges and research opportunities. Journal of Operations Management, 29(7), 707-720.
Morgan, K., & Sonnino, R. (2013). The school food revolution: Public food and the challenge of sustainable development. Routledge.
Osborne, N. J., Koplin, J. J., Martin, P. E., Gurrin, L. C., Lowe, A. J., Matheson, M. C., … & Allen, K. J. (2011). Prevalence of challenge-proven IgE-mediated food allergy using population-based sampling and predetermined challenge criteria in infants. Journal of Allergy and Clinical Immunology, 127(3), 668-676.
Sauceau, M., Fages, J., Common, A., Nikitine, C., & Rodier, E. (2011). New challenges in polymer foaming: A review of extrusion processes assisted by supercritical carbon dioxide. Progress in Polymer Science, 36(6), 749-766.
Swinburn, B., Sacks, G., Vandevijvere, S., Kumanyika, S., Lobstein, T., Neal, B., … & L’abbé, M. (2013). INFORMAS (International Network for Food and Obesity/non?communicable diseases Research, Monitoring and Action Support): overview and key principles. Obesity reviews, 14(S1), 1-12.
Yakovleva, N., Sarkis, J., & Sloan, T. (2012). Sustainable benchmarking of supply chains: the case of the food industry. International Journal of Production Research, 50(5), 1297-1317.
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