Scott, COO for Barcelona Restaurant Group, says he has a three-step process for hiring potential managers. After an interview, he sends each candidate on a "shop." This involves visiting one or two Barcelona locations and spending a $100 allowance on food. Afterward, each candidate writes an essay about the experience. If the candidate proceeds to the third step, Scott asks them to work a shift as if they have worked for Barcelona for six months. For Scott, this process acts much like a: quality-of-fill metric. yield ratio. O employee profile. O realistic job preview.
Scott, COO for Barcelona Restaurant Group, says he has a three-step process for hiring potential managers. After an interview, he sends each candidate on a "shop." This involves visiting one or two Barcelona locations and spending a $100 allowance on food. Afterward, each candidate writes an essay about the experience. If the candidate proceeds to the third step, Scott asks them to work a shift as if they have worked for Barcelona for six months. For Scott, this process acts much like a: quality-of-fill metric. yield ratio. O employee profile. O realistic job preview.
Management, Loose-Leaf Version
13th Edition
ISBN:9781305969308
Author:Richard L. Daft
Publisher:Richard L. Daft
Chapter12: Managing Human Talent
Section: Chapter Questions
Problem 3OTJVC
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Scott, COO for Barcelona Restaurant Group, says he has a three-step process for hiring potential managers. After an interview, he sends each
candidate on a "shop." This involves visiting one or two Barcelona locations and spending a $100 allowance on food. Afterward, each candidate writes
an essay about the experience. If the candidate proceeds to the third step, Scott asks them to work a shift as if they have worked for Barcelona for six
months. For Scott, this process acts much like a:
quality-of-fill metric.
yield ratio.
O employee profile.
O realistic job preview.
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