Reference no: EM133009816

Recruiting People at MegaBurger

MegaBurger is a chain of fast food restaurants. Its slogan is "Best Service. Big Smiles and Great Food." The company has 800 hamburger restaurants around the UK; nearly all are located in inner cities. The restaurants target unskilled and semi-skilled people aged 16 - 20 for employees. The work is simple and repetitive (taking orders, preparing basic meals and cleaning). The pay is low and the company does not promote careers. However, full training and uniforms are provided and responsibilities are minor. The restaurants operate 24 hours per day. The company has a good reputation for service and cleanliness and for training young people well.

Because pay is low and MegaBurger is seen as a 'dead-end job', the company has high turnover and is always recruiting new people. The pressure to recruit regularly has made the company hire almost anyone that applies for a job. This has staffed the restaurants but often with people who are poorly suited. Nearly 25% of all new hires are fired or leave within the first three months and this is costly and disruptive. Restaurant managers report than many new hires are "lazy, immature and unreliable". The HR Director says "just because the work is making burgers doesn't mean we don't need people to show initiative. We need to attract more smart kids with good social and presentation skills and who have an eye for detail. Any business needs engaged, courteous and alive employees to serve customers."

The company recruits by advertising in newspapers and on radio and encourages employees to recruit their friends for vacant positions.

Questions

1.  What aspects of its business can MegaBurger use to attract people?

2.  What potentially unattractive aspects of the business should be explained to potential hires?

3.  MegaBurger wants smart young people with initiative. Where could they find these people and how could they attract them?

4.  What do you think about MegaBurger's recruiting strategies? Would you suggest some alternatives?

5.  How would you suggest MegaBurger reduces its turnover rate?

6.   An alternative group to young people who would be suitable for MegaBurger would be retired people (55-70). How would the recruitment strategy change to attract this group of people?