Recruitment and Selection in McDonalds †MyAssignmenthelp.com

Question: Discuss about the Recruitment and Selection in McDonalds. Answer: Introduction of Recruitment and selection in McDonalds McDonald's is considered as the biggest family restaurants business globally. The vision of the company is to offer a best restaurants service experience. To attain this company gives the main emphasis on enhancing satisfaction level of the consumers. The company offers a diverse working culture and also people come for an interview from all backgrounds that give positive approach. When the company hires the crew member, Hire the smile is the policy that is considered. Hire the smile policy gives a positive outlook to the workforce and in return friendly environment is evaluated. McDonald's not only hired happy people but also help them to be happy by conducting every activity (Taylor, 2014). The company offers rewards and benefits that enhance the motivation level of the employees. The selection is made by considering the best candidate and also after that the effective training sessions are provided so that they can conduct their day to day operations efficiently. The company also provides support and opportunities for all the potential employees who are working with the famous global food brand. After completing the hiring process, the members are called to attend the welcome meeting at their recruitment center (Rashid and Ghose, 2015). Process of Recruitment and selection in McDonalds The company has taken into consideration three types of the application process for the candidates to ensure that they are right for the job. The first round of the interview is done online, through which candidates have to go through various questions. If the candidate is selected in the first round, then the invitation is sent, for an interview round with a Human resource officer. After having the interview with an Hr, the candidate is sent for an on job evaluation and also for the interview with the manager. On the job evaluation is done for two purposes, one is for access the capability of the candidate and another one is to allow the candidate to access the working environment that it suits their style of working or not. On the job evaluation, the process takes 15 minutes and the candidate conduct the activities by considering the problem facing areas and also full instructions are given so that the actual capability can be analyzed (Chaneta, 2014). Also after that, the intervie w is conducted with the business manager and it takes approximately 30 minutes to analyze the working capacity of the candidate. At the time of selection the appearance, experience, computer skills, leadership skills, good English communication skills and professional qualifications are taken into consideration (Vickers, McDonald and Grimes, 2014).The final selection process starts as follows: First step is initial screening, and then the written test is conducted, initial interview, aptitude test, reference check, final interview and the last step is relocation. The main step in the selection process is written test from which the knowledge and capability of the candidate are analyzed in a proper manner (Breaugh, 2017). References Breaugh, J.A., 2017. to Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.12. Chaneta, I., 2014. Recruitment and Selection.International Journal of Management, IT and Engineering,4(2), p.289. Rashid, S. and Ghose, K., 2015. Organisational culture and the creation of brand identity: retail food branding in new markets.Marketing Intelligence Planning,33(1), pp.2-19. Taylor, S., 2014. Recruitment and selection.Strategic Human Resource Management: An International Perspective,10(6), pp.139-14. Vickers, G., McDonald, M. and Grimes, J., 2014. A cross country comparison of best practices in recruitment and selection.Journal of Management and Marketing Research,15, p.1.