Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage:

Since people are the competitive advantage to an organization’s success, it is important to select the right candidate for the job based on the needs of each individual business. Outback Steakhouse has incorporated a precise selection process for hourly and management workers that will help hire and retain people to effectively run their organization. This selection process helps the organization achieve a competitive advantage because it allows Outback Steakhouse to recruit the applicant, assess their qualifications, then select the one(s) most qualified based on their business objectives. Outback Steakhouse tries to choose workers who are willing to conform to the culture, vision, values and beliefs of Outback Steakhouse. It also allows them to employ people that understand and are committed to the value of teamwork, accountability, kindness, and individual responsibility. I think the validating (test) potential new hires against existing Outbackers who have been successful in the company is a strategic way to find out if a person is a good fit and that along with the series of test that are given makes Outback Steakhouse a step above the average restaurant when it comes to the selection process of hourly and management workers. By capitalizing on the strength of their employees, Outback Steakhouse not only keeps their turnover low, they have gained a competitive advantage in the restaurant industry.

Discuss the importance of fit to Outback Steakhouse:

The individual match to the company’s culture, principles and values is of great importance to Outback, and that is why they have a rigorous selection process that helps them carefully choose that right candidate for hourly and management workers. In the reading it tells us that a key to making Outback a great place to work is hiring the right people so the organizational based fit is very important to the success of carrying out the vision and mission of the company, keeping turnover low and retaining good leaders.

Evaluate Outback’s selection process including the order of selection methods such that applicants first complete an application, then complete tests, and then participate in interviews:

Although we don’t have access to all of selection process the steps given in the reading were: job preview, Dimension of Performance, application, testing and then the interview. This process is a little different from other restaurant selection process. For the most part, the application is filled out, if the company is interested in you, there is an interview and perhaps some test, then a call on when to start or no call at all but not at Outback Steakhouse, there the process is different. With the turnover rate in the food service industry being high, Outback Steakhouse has incorporated a selection process that helps them to keep turnover low. Of course there is not one guaranteed method of selection, but their process is helps them keep a turnover to less than 20% a year. Outback has managed to take advantage of the information it obtains from their hiring candidates, use it to choose a person that is compatible to the company as a whole and places them in positions best suited for their skill level. Outback Steakhouse tells the applicant a little about what to expect on the job, their potential responsibilities and benefits for working with the company, then they go on to provide them with a document that expresses the type of behavior that is expected and how they are tied into the vision of Outback Steakhouse. If the applicant is still interested, they move forward. Outback Steakhouse process is different but good for their culture, they took the process and shaped it to fit their needs, which works for them and seems to be successful.

Evaluate whether or not these selection methods are valid:

To be valid, a method of selecting employees must accurately predict who will perform the job well. I deem Outback Steakhouse has proven their method has a high success rate, as stated previously their turnover rate is less than 20% a year, which is only a small percentage (0.06) on the overall scale of 300% in the industry. Outback Steakhouse selects employees based on how their characteristics match the culture, values and their fit of the company. I also think their process relates to the job performance and performance outcome. Their employee selection process is rooted in the Principles and Beliefs, they believe in taking care of others, have a high standard of acceptable behavior and practices, they want people who are service minded, hospitable exemplify teamwork and can think on their feet so their hiring process should be selective. The selection process of job performance and performance outcome is valid for Outback Steakhouse.

References:

www.outback.com

Stewart, G., & Brown, K. (2008). Human resource management: 2010 custom edition (1st ed.). Hoboken, NJ: John Wiley & Sons.

www.preemploymenttest.com