Attracting and Recruiting People in an Organisation - Term Paper Example

Name Tutor Course Institution Date Table of Contents 1.0 Introduction 3 2.0 Job Analysis 4 2.1 Job description 4 2.2 Person specification 4 3.0 Attraction 6 3.1 Internal Recruitment 6 3.2 External Recruitment 7 3.3 Image advertising 8 4.0 The Selection Processes 8 4.1 Screening Applicants 9 4.2 Interviews 9 4.3 Employment Tests 10 4.4 Physical Tests and Reference Checks 10 5.0 Legal framework 10 6.0 Orientation and Socialization 13 6.1 Customized training courses 14 6.2 Seminars, conferences, workshops and training sessions 14 6.3 Online courses 14 6.4 Mentoring 15 7.0 Retention of Employees 15 8.0 Recommendations 16 9.0 Conclusion 17 10.0 References 17 11.0 Appendix 19 11.1 Job description and Person specification Sample 19 11.2 A Sample of Starbucks Application Form 23 11.3 Interview Sample 32 1.0 Introduction Starbucks is a global company that was started in the year 1971 by Bowker and Baldwin. However, this company did not do well immediately until when it was placed under the management of Howard Schultz in the 1980s that when it began to expand rapidly. Presently, Starbucks is a leading company in the world with more than 13,000 outlets in over 60 countries (Anna, 2013). The company deals with coffee, tea, blended drinks, coffee mugs, small bites as well as other coffee accessories. Starbucks has hired about 182,000 workers (Robbins, Coulter, Leach, & Kilfoil, 2012). This paper will analyze the human resource management processes of Starbucks as relates to recruitment, selection, hiring, attracting and retention of employees. It will specifically focus on the recruiting procedures for company's core competency personnel in the United States that are in operation to ensure the highest of quality in buying, roasting, and delivery of coffee. Starbucks uses its workforce as a strategy to realize a competitive advantage and consequently achieves organizational success. Starbucks sees its personnel as crucial for its expansion and therefore views them as partners. It appreciates and values its employees. The company embraces diversity, employing diverse types of individuals. Starbucks realizes that it is essential to recruit and employ the right employee, appropriately train them, stimulate them to perform exemplary as well as inspire them to prevent them from leaving the company. To employ the right employee, Starbucks engages in a vigorous and thorough staffing process that involves job analysis, attraction, selection and appointment, legal framework, orientation and socialization and retention. 2.0 Job Analysis This process entails identifying the required number of categories of employees for the company. The different job categories at Starbucks include interns, product developers, and directors. The human resource managers are tasked with the responsibility of determining the types and numbers of workers that Starbucks requires. To find out the appropriate number of personnel to employ, the HR managers take into account the available infrastructure, including technology, production schedules, market fluctuations and government policies. The HR managers use the information they collect for the manpower planning to make two documents: job description and job specification (Mathis and Jackson, 2010). 2.1 Job description Job description involves defining the purpose and responsibilities associated with the given position. It also indicates where the position sits within the administrative structure as well as highlights the reporting relationships. There is a standard format for preparing the job description, and the appropriate template to use is accessible in the Staff section of the company's website. In case there is an existing job description for a given vacant post, the recruiting manager needs to review it and update it where necessary according to the latest description of the standard template (Anna, 2013). 2.2 Person specification Person specification entails identifying the tasks, duties and skills, knowledge as well as abilities necessary for a given job position. Job description and person specification are essential in providing a realistic basis for an advertisement. Hence, the time spent in this step will determine the success of subsequent steps of recruitment and selection. Specifying job requirements help the managers in determining the staffing levels of the company, hence establishing whether it is adequate or not. If the specifications match availabilities, this implies that the company is well staffed, but if they go beyond availabilities, it implies the company is understaffed. On the other hand, if availabilities surpass job requirements, it implies the company is overstaffed. Understanding the staffing levels has helped HR managers at Starbucks develop specific recruitment plan to handle them. When the managers find out that the demand for labor exceeds the supply, this is when they consider employing more employees, encouraging the existing employees to work for extra hours, introduce labor-saving initiatives or delegate the job to other suppliers. When the company is overstaffed, then the managers act by not replacing employees who leave the company, encourage early retirement, lay off employees or can lastly be pushed to fire them (French, 2010). The other great way that requirements influence recruitment is matching the post with the candidate. This entails aligning the candidate's characteristics and the occupation in a manner that will create the preferred HR outcomes. It is vital to match an applicant's credentials with the job specification. The more, the higher the level of match between the job and applicant, the more the recruitment process in the company is considered successful, particularly attraction of job applicants, retention, attendance, performance, and satisfaction. One of the approaches to ensure that candidates meet the job specification is by guaranteeing a positive relation of the applicants and job requirements. This entails assessing every applicant about the specifications so as to identify appropriate applicants (David, 2013). A sample of Starbucks job description and person specification can be found in the appendix. 3.0 Attraction Armed with details on the types of positions that need to be filled and the number of new workers to be hired, the next important step involves developing a recruitment strategy to attract the right personnel. Recruitment involves locating and attracting appropriate applicants for employment and inspiring them to apply for vacant positions in the company. A company can recruit its employees from two sources: internal as well as external sources (Ryan and Tippins, 2004). Starbucks recruits its employees from both the external and internal sources. Each of these recruitment sources has its advantages and disadvantages. 3.1 Internal Recruitment Internal recruitment includes recruiting from within the company. Starbucks' HR managers realize that to ensure workers motivation, they need to consider promoting existing workers to higher ranks in the company before considering outsiders. In fact, the managers fill 30% of entry-level management and product development positions with former interns at the company (Robbins, et al., 2012). For an employee to be considered for a promotion in a managerial position, he needs to have gone through management training. The company does reimburse the tuition costs so that existing workers can acquire knowledge essential for internal promotion. The HR managers at Starbucks also call retired employees and hire them when the company is facing acute shortage of workers as they recognize that they possess excellent experience. The managers have endeavored to maintain a list of the required skills for the future positions ensure successful replacement and succession plans just from within the company. The managers announce openings in newsletters or post them on the bulletin board to alert employees. They also seek for the direct recommendation from different supervisors. Moreover, internal recruitment is vital in this case as the HR manager is normally acquainted with the abilities and capabilities of his workers and understands their performance and therefore retaining them in the company is very fundamental. Internal recruitment is very cheap compared to external recruitment. It is also a strong tool for motivating employees and rewarding their good performance. Moreover, it is easier to predict the success of an employee in a new position. The major drawback of this method of recruitment is that the manager will be required to fill the vacant position left by the promoted employee (Mathis and Jackson, 2010). 3.2 External Recruitment External recruitment involves employing from outside the company. Recruiting employees from outside the company can be quite complicated. It is more like advertising a product to consumers. The external sources that the HR managers at Starbucks use include image advertising, website advertising, media advertisement, direct application, educational institutions, referrals, employment agencies. The advantages for recruiting from outside the company include bringing in fresh ideas and talents. It is the only alternative in case the manager can't locate an employee with the right mix of abilities and experiences to fill an open position. The major drawback of this method is that it is very costly (French, 2010). The company has dedicated a section of its corporate website to listing jobs opening, providing information about the requirements and experience needed and facilitates online applications. Also, the company conducts college recruitment through organizing on college interviews and information conferences and taking part in career fairs. Starbucks also offers internships with the intention of identifying future talent among the university student. Moreover, the company advertises its openings in employment websites such as SimplyHired.com, Monster.com, Glassdoor.com, and Vault.com. The other external recruitment methods the company employs include newspaper classified ads, in-store recruiting posters, Twitter and Facebook, local job fairs and useful business cards for dispersal to customers (Robbins, et al., 2012). 3.3 Image advertising Starbucks has greatly invested in advertising its image as a good place to work and also by supporting workplace diversity. The company uses social media, such as Facebook, LinkedIn, Twitter and Youtube to brand itself as a good employer. Starbucks prominently feature the Career Diversity part on its website. It supports minority associations, including the NAACP, the Human Rights Campaign, the National Urban League, the National Council of La Raza Lideres program, the National Hispanic Corporate Council and the United States Business Leadership Network. Moreover, the company awards and honor distinguished minority organizations. In fact, the company has been ranked as the best company for diversity (Michelli, 2006). 4.0 The Selection Processes After getting potential applicants to apply for the vacant positions, the next step once applications are received involves selecting the right candidates. This is another complicated process that involves collecting information on applicants, assessing their qualifications and selecting the best candidates. This process can be time-consuming as well as energy-consuming, especially when a high-level position requires to be filled. This process entails a series of steps, such as screening the candidates, employment interviews, conducting tests, medical examination, and reference checks so as to find out the applicant who is the best fit for a specific position. It involves classifying the applicants into two groups: Hired and rejected (Mathis and Jackson, 2010). Starbucks uses two main processes to select applicant: shortlisting and assessing applicants to determine the most appropriate to the given position. 4.1 Screening Applicants To shortlist applicants, they screen their CVs and application letters. To ensure effective screening, the application form is usually designed according to the selection criteria. This involves creating an open-ended format or else a structured format with questions drawn from the selection criteria. They also make use of reference to assess candidates from a third party viewpoint (Obloga, 2011). 4.2 Interviews The second step of selection entails assessing the appropriateness of candidates based on the way they respond to written or oral questions. Starbucks uses several methods to accomplish this including conducting interviews, employment tests, reference checks and physical exams. The company uses structured interviews to find out the situational and behavioral fitness of an applicant for the given job. Situational interviews help find out the way a candidate can respond to certain work situations whereas behavioral interviews entail examining the way the applicant had previously behaved when faced with the same incident. This method is useful in assessing soft skills, including communication skills, adaptability skills and interpersonal skills. To enhance the reliability and validity of this method, Starbucks conducts a highly structured panel in which several interviewers are engaged in rating the same set of applicants. Also, the interviewers are supposed to justify the processes they use to rate the candidates to ensure that they make good judgement (Michelli, 2006). A sample of the questions asked during the interview at Starbucks is included in the appendix. 4.3 Employment Tests The other method Starbucks uses to assess applicant is employment tests. Employment tests are used to assess the knowledge, ability, aptitude and performance of the candidates. The two types of tests administered include cognitive ability tests and personality tests. Cognitive ability tests are mainly used to assess the achievement ability, aptitude capability and the general mental ability of the applicants. Thus, it includes a range of questions including vocabulary, number extension, arithmetic analogies, similarities and general information. On the other hand, personality tests generally measure the characteristics of candidates including agreeableness, emotional stability, extroversion, conscientiousness and openness to experience. To enhance the reliability and validity of examination tests, all the tests are scaled using a standard graded numerical system (Armstrong, Flood, Guthrie, Liu, MacCurtain, and Mkamwa, 2010). 4.4 Physical Tests and Reference Checks The final step of the selection process involves conducting physical tests and reference checks. After passing the interview, a candidate is supposed to pass a thorough physical test, including a drug test and a reference and background check. The company has set a fitness standard that all the applicants are required to meet for them to be considered for employment. An applicant is supposed to have two to three references. The HR managers check the references to confirm that the applicants have told the truth about their work experiences as well as education level (Noe, Hollenbeck, Gerhart, and Wright, 2010). 5.0 Legal framework The legal framework guiding human resource management practices influences the way companies recruit, select and hire applicants. Companies are required to comply with the laws that relates to several areas of human resource management as failing to comply with them can result in negative effects on the part of the organization. Companies are shifting towards a dynamic approach to identifying, assessing and hiring the right people to guarantee their success. Failing to adhere to the rules can lead to costly penalties. Federal laws prescribe requirement for protecting workers, employees' rights, record keeping as well as penalties for noncompliance (Ryan, and Tippins, 2004). The federal laws outline standards for working conditions, health and safety, wages and salaries, health benefits and rewards. Starbucks make sure that it complies with the state rules governing several aspects of employment, such as posting requirement, security and safety, working hours, wages and salaries and employer notice before terminating an employee's contract. The HR managers ensure that person, specification, job description and recruitment advertisement are written in a manner that makes clear the requirements of vacant positions (Obloga, 2011). The recruitment advertising of Starbucks features their Valuing Diversity and Promoting Equality rule. The personnel involved in the process of recruiting, selecting and hiring applicants understand their role in this area. They use equalities criteria to assess applications. HR managers also arrange training about the relevant equality legislation as relates to recruitment, selection and hiring of employees. Present employment law imposes requirements on companies not to discriminate by a protected characteristic including gender, disability, age, sexual orientation, religion, race, religion, sex, marriage, pregnancy, and maternity. Starbucks is devoted to taking pro-active and positive strategy to diversity and parity that goes beyond the legal obligations. Moreover, the company ensures that it adhere to the UK immigration procedures. Directors of Support Services and Deans of Faculty are in charge of making sure that the recruiters adhere to these rules, and that unfair judgment does not occur (Chen, 2012). All the personnel involved in the recruiting and selection process have an obligation of behaving in a non-discriminatory way. Also, employees have rights to contract and privacy rights which need to be respected. Starbucks, being an international company, takes into account the local laws impacting the way it manages its human resources. Moreover, it takes note of laws and implements such laws and standards enacted by federal and state courts and verdicts of administrative agencies. Starbucks make sure it refers federal agencies including Department of Labor, Equal Employment Opportunity Commission and National Labor Relations Boards. Having a good control over the human resources compliance may allow the organization to focus on more strategic aspects of the corporate (Obloga, 2011). Furthermore, the company requires all applicants to state criminal convictions that are not ignored, following a rehabilitation period. The Rehabilitation of Offenders Act 1974 allows some sentences to be spent. The Rehabilitation period refers to a set period of the day of the verdict in which an ex-offender is not usually obliged to indicate their sentence when applying for a job. In posts that are exempted from the Rehabilitation of Offenders Act, 1974 applicants are required to state all criminal convictions regardless of whether they are unspent or spent. For certain posts, the HR managers seek the CRB disclosure from the Criminal Records Bureau. The HR managers make sure that the prerequisite for CRB disclosure is well stated in the recruitment advertising (Chen, 2012). 6.0 Orientation and Socialization When a new worker is hired, she/he requires being welcomed into the company. This is the most important step in the process of recruiting and selecting employees. Orientation is the process whereby new workers fill out forms as well as receives benefits information. Besides, the new employee is given access to the suitable internal systems and is given login details. This step is implemented by HR and does not have a real effect on the business. It simply involves presenting the new worker with the necessary tools to begin working (Armstrong, et al., 2010). Socialization is a continuous process of induction that involves helping the worker get acquitted and accustomed with the workplace and with fellow employees. Besides, a new worker requires getting familiar with the organizational rules and regulations and the working environment. While the responsibility of orienting a new employee is bestowed on the HR manager, the socialization process is the responsibility of everyone in the organization. Socialization involves helping the new hires learn about the organization and its culture. Hence, this process is more of training the new employee. At this development level, new employees are officially introduced to their colleagues, work team, and superiors who they should know for them to perform their job effectively. Socialization entails integrating the new worker into the company (Noe et al., 2010). To support the socialization process, Starbucks has introduced some technology including online courses regarding the culture and history of the organization. Starbucks has created opportunities to help new hires build internal networks. It provides two strategies for accelerating the transition of a new employee into the company. The first approach involves assigning new employees ‘immersion buddies' who give feedback regarding their progress and introduce them to key work processes and colleagues. The second approach entails organizing cultural events that involve simple yet treasured coffee tastings. These events are meant to develop a robust support system for new employees (Davis, 2008). A good induction program should reduce worker's work anxiety and contributes to creating good attitudes towards the work and the organization. Starbucks has created an effective induction program that involves training and development of its new hires to ensure that they remain proficient in working efficiently to attain the company's goals and objectives. This program includes: 6.1 Customized training courses The new employees are trained on specific information concerning the company. They are given courses in cultural intelligence, safety, ethics, customer service; communication, quality, and diversity to support them perform more effectively on the job. To support the new hires to work in a reliable manner through the company, simulations, templates, demonstrations and job aids are developed (Zhang, 2005). 6.2 Seminars, conferences, workshops and training sessions External training is believed to bring fresh ideas and energy into the learning process. The new employees are mixed with other employees from other organizations to present them with the opportunity to learn the way other businesses are run. A good mentor is used to challenge how the new employee thinks and operate. Training is provided a wide variety of forms such as lectures, conferences, seminars and workshops (Davis, 2008). 6.3 Online courses Online learning is a good and cost-effective approach to introducing new hires to a new culture. This is a good approach for Starbucks to use acclimatize their new hires as it maintains a diverse workforce. This approach allows new hires to progress at their personal speed and finish the course at home or work. To support behavioral learning, Starbucks offers interactive courses (David, 2013). 6.4 Mentoring Starbucks uses a mentor to give the new hire the individual attention needed to move quickly to the succeeding level. Starbucks supports one-on-one meetings reinforced by email and telephone communication to transfer knowledge from the coach to the new employee over a constant period, mostly six months. A mentor acts as a role model to the new hire and challenges his/her ideas (Zhao, 2012). 7.0 Retention of Employees Retention of employees involves having productive employees stay in the organization for a long period so as to benefit from their improved productivity. The success and growth of an organization are driven and fueled by its employees. Starbucks views workers as being very critical to its success (Zhang, 2005). Starbucks recruits and hires the right people, appropriately trains them, stimulate them to work well and motivate them to stay in the company for longer. Moreover, the company strives to provide satisfying jobs, a conducive working environment, good work schedule and competitive compensations and rewards. Starbucks engrosses in these actions as a way of retaining the right employee so as to achieve a competitive advantage in the market. The efforts of ensuring retention of the best employees start right at the beginning of the recruitment and selection process. To attract competent employees, Starbucks recruits simply those qualified candidates and selects just those who meet the company's requirements. New workers are given orientation to get them acclimatized to the workplace and with fellow employees. Starbucks also provide excellent benefits to workers, such as vacation time, paid leave, medical insurance, maternity leave, sick leave and retirement benefits (Zhao, 2012). 8.0 Recommendations Managing employees has proven a major task for the HR managers. Starbucks needs to focus more on evaluating the effectiveness of the employees. The company needs to look for effective strategies to retain its employees and use appropriate methods to recruit them. Starbucks should provide continuous training and developments to new workers to enable them advance their careers and enhance their talents and knowledge. To retain the right employees, Starbucks should also motivate them to excel, assess their performance and compensate them appropriately (David, 2013). Starbucks should provide competitive compensation and rewards to attract and maintain the best employees. The company should pay their personnel more than their competitors to reduce the rate of employee turnover. This retention strategy decreases the chances of employees leaving the company as well as lead to attraction of qualified employees The other strategy Starbucks should use to retain capable employees is offing a supportive work environment as well as an employee-friendly workplace. Moreover, the company should use people-oriented approach to managing their employees. The company should recognize employee contributions and engage them in decision making. 9.0 Conclusion The company's success and rapid growth can be attributed largely to its motivated and committed staff. The human resource management ideology of Starbucks involves developing devotedly satisfied customers, providing a favorable work environment and treating its employees with dignity and respect and embracing diversity as a critical factor in the manner the company carries out its activities. To ensure the best employees are hired, the company has laid down the procedures to be followed that include job analysis, recruitment, selection, interviews, and orientation and socialization of new employees. 10.0 References Armstrong, C., Flood, P. C., Guthrie, J. P., Liu, W., MacCurtain, S. and Mkamwa, T. (2010), “The impact of diversity and equality management on firm performance: Beyond high performance work systems”, Human Resource Management, Vol. 49, Issue 6; pp 977– 998. Anna R. 2013. Big Shot of the Coffee Chains-Starbucks Coffee Co. has emerged from the Recession with Social Commitment [J]. International Business. Chen Y. 2012. Deepen the local Starbucks commitment to the best employer will set up [J]. China University human resources management David, F.R. (2013), Strategic Management: Concepts and Cases, 14th Edition, New Jersey: Prentice-Hall International. Davis, R. (2008), The people vs. Starbucks. New Internationalist (410): 21-23. French, G. R. (2010). Leading, Managing and Developing People. In R. F. Rumbles, Leading, Managing and Developing People, 3rd edition (p. 173). CIPD. Mathis, R., and Jackson, J. 2010. Human Resource Management: Essential Perspectives (6th ed). Mason: South-Western. Michelli, J. (2006), The Starbucks Experience: 5 Principles for Turning Ordinary, McGraw-Hill Obloga, E. 2011. Starbucks' HR policies and practices. Accessed on 4th May 2016 http://www.pajamadeen.com/business-news/why-starbucks-failed-in-australia Noe, R.A., Hollenbeck, J.R., Gerhart, B., and Wright, P. M. 2010 . Human resource management (7th ed). New York: McGraw-Hill. Ryan, A.M., and N.T. Tippins. (2004). "Attracting and Selecting: What Psychological Research Tells Us." Human Resource Management 43, no. 4: 305–18. Robbins, S., Coulter, M., Leach, E., & Kilfoil, M. (2012). Management. New Jersey: Pearson. 2. Starbucks Case Study Sheets, Management Essentials Class. Zhao Y. 2012. Starbucks enterprise incentive system[J]. Global market information review. Zhang S. 2005. Starbucks "people oriented"[J].Enterprise reform and management. 11.0 Appendix 11.1 Job description and Person specification Sample Barista (US) Other Positions We are always looking for qualified people to fill the following positions at most of our locations: - Juice Partner - Lead - Shift Manager (US) - Shift Supervisor (US) Job Description Job Summary and Mission This position contributes to Starbucks success by providing legendary customer service to all customers. This job creates the Starbucks Experience for our customers by providing customers with prompt service, quality beverages and products, and maintaining a clean and comfortable store environment. Models and acts by Starbucks guiding principles. Summary of Key Responsibilities Responsibilities and essential job functions include but are not limited to the following: Acts with integrity, honesty, and knowledge that promote the culture, values and mission of Starbucks. Maintains a calm demeanor during periods of high volume or unusual events to keep store operating to standard and to set a positive example for the shift team. Anticipates customer and store needs by constantly evaluating environment and customers for cues. Communicates information to manager so that the team can respond as necessary to create the Third Place environment during each shift. Assists with new partner training by positively reinforcing successful performance and giving respectful and encouraging coaching as needed. Contributes to positive team environment by recognizing alarms or changes in partner morale and performance and communicating them to the store manager. Delivers legendary customer service to all customers by acting with a customer comes first attitude and connecting with the customer. Discovers and responds to customer need. Follows Starbucks operational policies and procedures, including those for cash handling and safety and security, to ensure the safety of all partners during each shift. Maintains a clean and organized workspace so that partners can locate resources and product as needed. Provides quality beverages, whole bean, and food products consistently for all customers by adhering to all recipe and presentation standards. Follows health, safety and sanitation guidelines for all products. Recognizes and reinforces individual and team accomplishments by using existing organizational methods. Maintains regular and punctual attendance Summary of Experience No previous experience required Basic Qualifications Maintain regular and consistent attendance and punctuality, with or without reasonable accommodation Available to work flexible hours that may include early mornings, evenings, weekends, nights and holidays Meet store operating policies and standards, including providing quality beverages and food products, cash handling and store safety and security, with or without reasonable accommodation Engage with and understand our customers, including discovering and responding to customer needs through clear and pleasant communication Comply with a dress code that prohibits displaying tattoos, piercings more than two per ear, and unnatural hair colors, such as blue or pink Prepare food and beverages to standard recipes or customized for customers, including recipe changes such as temperature, quantity of ingredients or substituted ingredients Available to perform many different tasks within the store during each shift Required Knowledge, Skills, and Abilities Ability to learn quickly Ability to understand and carry out oral and written instructions and request clarification when needed Strong interpersonal skills Ability to work as part of a team Ability to build relationships Starbucks Corporation will consider qualified applicants with criminal histories in a manner consistent with all federal, state, and local ordinances. 11.2 A Sample of Starbucks Application Form APPLICATION FOR EMPLOYMENT Starbucks Coffee Company is an equal opportunity employer, dedicated to a policy of non-discrimination in employment on any basis including race, color, age, sex, religion, national origin, the presence of mental, physical, or sensory disability, sexual orientation, or any other basis prohibited by federal, state, or provincial law. Please complete entire application to ensure processing. PERSONAL INFORMATION (Please print) Name Last First Middle Social Security/Social Insurance Number Date (M/D/Y) Other names you are known by _____________ Are you less than 18 years of age? Yes____ No____ (Starbucks is required to comply with federal, state, or provincial law.) Have you been convicted of a crime in the last seven (7) years? Yes____ No____ U.S. Applicant Only: If Yes, list convictions that are a matter of public record (arrests are not convictions). A conviction will not Are you legally eligible for employment in the U.S.? Yes_______ No_______necessarily disqualify you for employment. (All new hires will be required to provide proof of eligibility to work in the U.S.) Present Address Street City State/Province Zip Code/Postal Code Permanent Address Street City State/Province Zip Code/Postal Code Phone Number Daytime Evening Referred By EMPLOYMENT DESIRED (if you are applying for a retail hourly position, please keep in mind that the availability of hours may vary.) Position Location/Department Salary Desired Date You Can Start Specify hours available for each day of the week Sunday Monday Tuesday Wednesday Thursday Friday Saturday Are you able to work overtime?____________ Have you ever worked for Starbucks Coffee Company?__________ If yes, when? _______________ Which store/department?________________________ EDUCATION Circle Last Did You Subjects Studied and Name and Address of School Years Completed Graduate? Degrees Received High School 1 2 3 4 Y N College 1 2 3 4 Y N Post College 1 2 3 4 Y N Trade, Business, or 1 2 3 4 Y N Correspondence School List skills relevant to the position applied for_________________________________________________________________________________________ SKILLS For Office/Administrative positions only Typing WPM:_____________________ 10-Key: … Yes … No Computer Proficiency: … Word for Windows … Excel … Others: ________________________________________________________ Have you ever visited a Starbucks Coffee location? Where? Describe your experience. ______________________________________________________ ___________________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________________ What do you like about coffee? ___________________________________________________________________________________________________ _______________________________________________________________________________________________________ Why would you like to work for Starbucks Coffee Company?____________________________________________________________________________ ___________________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________________ Describe a specific situation where you have provided excellent customer service in your most recent position. Why was this effective? ________________ ___________________________________________________________________________________________________________________________ ___________________________________________________________________________________________________________________________ SKU #193822 FORMER EMPLOYERS List below current and last three employers, starting with most recent one first. Please include any non-paid/volunteer Date (M/D/Y) experience which is related to the job for which you are applying. Please complete even if you attach a resume 1 From Current Employer (Name and Address of Employer - Type of Business) Salary Or Hourly Position Reason For Leaving Starting __________________ To Ending __________________ If hourly, average # of hours per week __________ Duties Performed Supervisor's Name Phone Number May We Contact? 2 From Previous Employer (Name and Address of Employer - Type of Salary Or Hourly Position Reason For Leaving Business) Starting __________________ To Ending __________________ If hourly, average # of hours per week __________ Duties Performed Supervisor's Name Phone Number May We Contact? 3 From Previous Employer (Name and Address of Employer - Type of Salary Or Hourly Position Reason For Leaving Business) Starting __________________ To Ending _______________ If hourly, average # of hours per week __________ Duties Performed Supervisor's Name Phone Number May We Contact? 4 From Previous Employer (Name and Address of Employer - Type of Salary Or Hourly Position Reason For Leaving Business) Starting __________________ To Ending __________________ If hourly, average # of hours per week __________ Duties Performed Supervisor's Name Phone Number May We Contact? REFERENCES Give below the names of three professional references, whom you have known at least one year. Years Acquainted How Do You Know this person? Name Address & Phone Number Business I hereby authorize Starbucks to thoroughly investigate my background, references, employment record and other matters related to my suitability for employment. I authorize persons, schools, my current employer (if applicable), and previous employers and organizations contacted by Starbucks to provide any relevant information regarding my current and/or previous employment and I release all persons, schools, employers of any and all claims for providing such information. I understand that misrepresentation or omission of facts may result in rejection of this application, or if hired, discipline up to and including dismissal. I understand that I may be required to sign a confidentiality and/or non -compete agreement, should I become an employee of Starbucks Coffee Company. I understand that nothing contained in this application, or conveyed during any interview which may be granted, is intended to create an employment contract. I understand that filling out this form does not indicate there is a position open and does not obligate Starbucks to hire me. (U.S. APPLICANTS ONLY: I understand and agree that my employment is at will, which means that it is for no specified period and may be terminated by me or Starbucks at any time without prior notice for any reason. MARYLAND APPLICANTS ONLY: Under Maryland law, an employer may not require or demand, as a condition of employment, prospective employment, or continued employment, that an individual submit to or take, a lie detector or similar test. An employer who violates this law is guilty of misdemeanor and subject to a fine not exceeding $100. MASSACHUSETTS APPLICANTS ONLY: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. CALIFORNIA APPLICANTS ONLY: Applicant may omit any convictions for the possession of marijuana (except for convictions for the possessions of marijuana on school grounds or possession of concentrated cannabis) that are more than two(2) years old, and any information concerning a referral to, and participation in, any pretrial or post trial diversion program. Date________________________________________Signature ________________________________________________________ For Retail positions please submit this application at your nearest store location. For non-retail openings, please visit our website at www.starbucks.com to apply for any posted position. WE ARE AN EQUAL OPPORTUNITY EMPLOYER COMMITTED TO HIRING A DIVERSE WORKFORCE PRINTED ON RECYCLED PAPER 11.3 Interview Sample 1) Why do you want to work for Starbucks? 2) What's your favorite Starbucks menu item? 3) Where do you see yourself in the next five years? 4) What does customer service mean to you? Read More