Assignment #3 Outback Steakhouse
Strayer University
HRM530
May 15, 2011

ASSIGNMENT 3 OUTLINE
I. For the following reasons the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage:
a. Effective selection provides many benefits. Hiring highly motivated employees who fit the organizational culture along with providing a positive employee experience keeps turnover low. Low turnover reduces disciplinary problems and diminish costs related to replacing employees.
b. Rigorous employee selection process rooted in Outback Steakhouse’s principles and beliefs help the organization hire employees able to keep the commitments of the company. Using a well thought out assessment and selection process can consistently assist in selecting the best and brightest employees. Identifying and selecting top performers is the key to achieving a competitive advantage.
c. The key for effective staffing is to balance job fit and organization fit, as well as achievement and potential, in ways that align staffing practices with HR strategy. Employee selection can accurately predict future performance. Employee selection can improve productivity, decrease turnover and surpass business objectives.
II. The following describes the importance of employee fit to Outback Steakhouse:
a. Outback recognized the importance of employee fit early on. They recognized you cannot send turkeys to eagle school. Smart leaders hire smart employees. If they start with the right people and provide a positive employee experience turnover stays low.
b. Outback employee selection for hourly and management is proprietary. Organization based fit is concerned with how well individual characteristics match the broader culture, values, and norms of the firm. Hiring employees with the right personality, values, and goals to work at the Outback. (Paragraph explaining the importance of organizational fit to the Outback)
III. The following is justification of the selection method order that Outback Steakhouse employs:
a. The application is first because all applicants are given a realistic job preview before they complete an application. The information they provide in the application is reviewed to determine if the candidate can perform the job, fit into the Outback culture, and stay with the company.
b. Testing is second because tests used have been validated against existing Outbackers who have been successful in the company. Successful applicants are assessed for their cognitive ability, personality, and judgment.
c. Interviewing is third because applicants who pass testing are interviewed. Applicants are asked questions regarding their experience and their orientation toward aspects of the Outback culture, including service mindedness, hospitality, teamwork, and ability to think on their feet.
IV. The following explains whether or not the selection methods described above are valid:
a. Applications can provide important information about past achievements, potential and fit. Applications are used mostly in organizations hiring generalists. They provide good measures of work experience and education that help identify people who have been dependable in jobs and schools.
b. Testing provides a set of questions to measure and assess knowledge, skill, personality traits, and ability. Cognitive ability tests have high reliability and measures learning, understanding, and ability to solve problems. Personality testing is a relatively effective method of selection to measure emotional stability, and openness to experience.
c. Interviewing is a useful tool and validity varies for different types of interviews. Interviews evaluate applicants, provide information to applicants, and sell the organization as a desirable place to work. Interviews are valuable in determining whether people fit the job, team, or organization.