Outback Steakhouse Analysis Essay Example

Outback Steakhouse's selection process, which includes a sequential order of selection methods. Firstly, applicants are required to complete an application, followed by tests, and finally, interviews. Outback Steakhouse stands out with its unconventional hiring technique, which deviates from the typical practices employed by most companies. It is crucial to highlight that this hiring practice was introduced in the early stages of the company's establishment and not after several years.

According to Human Resource Management (page 233), Outback has perfected their hiring process. The following steps are employed for both hourly and management positions:

• Job applicants receive a realistic job preview, which outlines the company's benefits and the responsibilities associated with working at Outback.
• Outback provides examples of the expected behavior through a document called Dimension of Performance.

After a significant number of candidates drop out of the hiring process at Outback due to high demand, the remaining applicants are given a job application. The candidates' information is then reviewed to assess their ability to fulfill necessary tasks. Following this, potential hires undergo tests evaluating cognitive abilities, personality traits, and experiences. Those who pass these tests are subsequently interviewed using questions that evaluate their experience and alignment with Outback's culture, which includes service-mindedness, hospitality, teamwork, and quick thinking skills. While these steps may appear simple, they have been developed over many years of experience in determining what works best for the company. Consequently, it can be concluded that these selection methods are valid for Outback.

The hiring process cannot be standardized for all organizations; it needs to be customized to fit the specific needs of each company. Outback Steakhouse recognized early on the importance of investing in a tailored process for

hiring individuals suitable for specific roles. While the concept may seem straightforward, implementing such a practice requires years of development. Ultimately, companies must determine and establish a recruitment and retention process that best suits their requirements.

References:
Stewart, G., & Brown, K. (2009). Human Resource Management: 2010 custom edition (1st Ed.). Hoboken, NJ: John Wiley & Sons.