Subject: Passive Recruitment (Hunt Club), Social Media, #8 & #4, Hire for Culture

Part 2:

• Barcelona can use the passive recruitment process to help find experienced, great chefs that can help evolve their company. They pride themselves on allowing their chefs to take control of the menu and bring new ideas to the table. Hiring a professional recruiter can help them find those chefs that may not be looking for a job, but may be interested in the position after they are given the opportunity.
• Using the Passive recruitment strategy again, this could be more effective than what Barcelona currently has on their website as a lot of the best servers in the industry are probably not actively searching for new jobs anyway. Even though Barcelona feels comfortable building up their employees, using passive recruitment can allow for them to get the best in the business. The use of social media postings and ads could help attract new servers as well. Displaying the great culture, benefits, and career stories on social media would attract new people who have never heard of Barcelona to their website and apply for jobs.

Part 3:

• In a restaurant like Barcelona, you want experienced, professional servers and bartenders. This may not be a fancy 5-star restaurant, but it's still a very nice restaurant. Experience is key because you probably wouldn't want to hire a person who has never served or even worked in a restaurant before working for you when you have over 400 different wines and a seasonal menu. I think the quality of experience is also very important for a restaurant like this because I'm sure most people would hire an experienced fine-dining server over an IHOP server.
• I think being able to make recommendations for customers can be seen as negative aspect of Barcelona's server requirements. I work in a bar with over 1,500 whiskeys and it can difficult to make recommendations to certain customers at times. Barcelona has a wine list with over 400 different wines and I'm sure some of their servers and bartenders have the same issues. It's impossible to know every one of your products with that much variety and certain customers will know more than you about specific items. This can be seen as a negative aspect of their server responsibilities.

Part 4:

• The whole premise of the Barcelona videos is how their biggest trait that sets them apart is hiring for culture and prioritizing guests. I've seen many coworkers who are some of the most effective servers but have a terrible attitude. This brings everybody else in the restaurant down because it's not fun working with somebody who has a bad attitude and doesn't want to be there. Lots of people don't like their job, but if you can hire somebody with a great attitude that's willing to learn, that's better than hiring the more experienced worker who has a bad attitude. Also, the guests get a much better experience when their server is upbeat and cares about what their doing. Once again, I could hire a server who can take more tables but gives the guests a worse experience, or hire a server who may not be as efficient but all of the guests love them and this makes them want to come back.

PR: Briefly respond to at least one SOR with a concept in your classmate's subject line that is different from one concept in your subject line. Your PR should explain (with details from chapter/video) why you agree or disagree with one of your classmates reasons for his/her answer to Part 2, 3(AorB), or 4 that is different from what you list in your subject line.