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Jamie Oliver's Recruitment And Selection Process

890 Words4 Pages

Task 1. Jamie Oliver proved his qualities of unique person even in the recruitment process. However, restaurants’ recruitment and selection processes taken by the team are compatible with the modern use of R&S procedures in hiring. The modern recruiting process is taking several stages. Jamie Oliver had also divided the search for perfect team into phases. Pre-qualification of candidates is carried out by analysing the documents. Doing it the HR department staff and department heads who are looking for new employees. Analysing biography and motivational letter, they pay particular attention to the qualifications of the candidate of the requirements specified in the description of the vacant position. From the biography of HR manager learns …show more content…

These deeds are similar to those taken by HR managers in the modern R&S procedure. During this stage, the applicant has to pass several tests in order to prove qualification and evaluate personal and professional skills. Nowadays, these are the language tests, conversations with the chef-to-be, knowledge tests, tests that help to define predisposition for work in an office, and others. Jamie Oliver had followed the procedure on this current level, and succeeded to choose fifteen applicants who had proven to be the best among others. When working with the applicants, Jamie Oliver was using the critical contact theory as the basic one in the recruitment process. However, as being a new Human Recourses Manager, there is a suggestion to change it to the subjective theory. It will help to find people who are suitable to work with the team. This decision was taken according to the fact, that some of the applicants chosen by Jamie Oliver failed to finish the training. Using the subjective theory, there will be an opportunity to find people who are not just good in talking, but are also suitable for hard work in the

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