最具成本效益的形式的招聘与选拔过程咖啡师将简历和随后的面试经理在星巴克在当地的水平有一个清楚的当地人口和客户需求,因此潜在的应用提交的简历可以很容易地筛查可取的和必要的技能和属性。经理可以在做出选择之前面试潜在的应聘者。面试还有更多的好处，因为它允许经理识别应用程序的个人属性和特征，从而评估应用程序如何适应现有的团队，因为星巴克的精神和工作模式都需要高水平的团队合作。在对咖啡师的面试中可能会被问到的潜在问题包括要求应用程序描述他们迄今为止的零售体验，并让他们解释这些体验与星巴克的关联。这将测试客户体验的深度，以及组织在关注客户体验方面的适应性。其他技术问题可能与食品安全和处理有关，以确保应用程序在提供出色的客户体验时理解这一点的极端重要性。从监管的角度来看，进行面试的经理必须确保在招聘和选拔过程的任何阶段都不会无意中歧视任何潜在的申请。因此，所有申请都必须提出相同的问题，不应涉及性别、年龄、种族、族裔或性取向等问题。简而言之，星巴克对自己作为一个机会均等的雇主的传统感到自豪。在招聘过程中，必须为潜在的申请者提供充分的机会问他们自己的问题，以确保他们充分认识到他们可能承担的角色的性质。
新西兰商科论文代写:成本效益
The most cost-effective form of recruitment and selection process for Baristas would be CV and subsequent interview as managers in Starbucks at a local level have a clear idea of their local customer demographic and demand and thus potential applications who submit a CV can be easily screened for desirable and essential skills and attributes. The manager can then interview potential applications before making a decision on selection. An interview has further benefits as it allows the manager to identify the personal attributes and characteristics of the application in order to assess how the application would fit within the existing team, as much of the Starbucks ethos and working model requires a high level of teamwork.Potential questions which might be asked at interview for the Barista would include asking the application to describe their retail experiences to date and getting them to explain how these experiences have relevance at Starbucks. This would test for depth of experience and also organisational fit in terms of focus on the customer experience. Other technical questions might relate to Food safety and handling in order to ensure that the application understands the critical importance of this when delivering an exceptional customer experience.From a regulatory perspective the manager conducting the interview must be sure not to inadvertently discriminate against any potential applications during any stage of the recruitment and selection process. Therefore all applications must be asked identical questions and none should relate to issues of gender, age, race, ethnicity or sexual orientation. In short, Starbucks is proud of its heritage as an equal opportunities employer. During the recruitment process potential applications must be offered full opportunity to ask their own questions in order to ensure that they fully appreciate the nature of the role which they may be committing to.
