nUelates.tradepub.com ?pt-catéepage-Hr Case Study n\'s Choice: Finding the Best

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nUelates.tradepub.com ?pt-catéepage-Hr Case Study n's Choice: Finding the Best Server for the Job eneral manager of McFitzhugh's, an independent, casual dining ing late on a Thursday night, reviewing the interview note his right away. On Monday,s and vas worki restaurant, w he had assistant manager, Gretchen Jensen eliminated remaining three candida vathered for a server opening he had to fill conducted the first r seven of the applicants. This morning Bill personall ound of interviews anu y interviewe d the tes and this afternoon he asked the staff who had met them for their own impressions. Bill had told each ca hem know his decision by 3 o'clock Friday afternoon.n didate that he would let the decision was not as easy as he had anticipated. Each candidate had the interviews well-groomed, well-dressed, and on time. They all had restaurant experience or hospitality education. Even so, none was an either some ous choice for the job; each person came with his or her own strong points and

Explanation / Answer

According to me, Bill Hobson would have hired the third applicant Charity Lambert. In the first round of interview conducted by Bill’s assistant manager Gretchen Jensen, she had found Charity to be a very cheerful but calm personality. Another observation of hers was Charity’s “customer-friendly” nature. Both these traits of Charity were very much suitable for the hospitality industry. Further, she already had three years of experience of working as a restaurant server, and that too in three different ones. So she had already got exposed to different working styles and different customers. Moreover, she loved interacting with varied types of customers and made them feel as comfortable as possible. Charity did not use to react to her colleagues’ criticisms in the workplace. She used to just ignore them and went on doing her work sincerely. Lastly, she had the charm to even deal with the traffic cops and hence would be in a position to handle difficult customers.

Bill Hobson should try to avoid hiring the first applicant Preston Clark as he was a student and did not have any experience in the hospitality industry. Further, for Preston, the questions seemed to be ‘easy’ ones, but in reality life can be tough when dealing with angry or difficult customers or when working long hours at a stretch. Moreover, he had reacted (by compromising on the work time) when he was not treated fairly once by the manager while working part time in a theater. Also Preston had been amused by his fault finding of one of his Professors.

Bill Hobson should also not hire the second applicant Gwen Farrell in spite of her previous stint of seven and a half years in a popular dining franchise. It was because she was not very comfortable working with the young generation. But the hospitality industry often has lots of young people working in it.   

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