Beefsteak’s Business Model and Company Profile

Every organization relies heavily on human capital to accomplish its goals and maintain a competitive edge in the market. Therefore, organizations of all sizes and scopes must engage in the recruitment process, in which the human resources (HR) departments play a crucial role in attracting, engaging, and retaining employees. Hence, it is essential to have a solid recruitment strategy and the adaptability to adapt it to a constantly changing market to remain competitive. The restaurant Beefsteak, which José André conceived as a result of his creativity and perseverance, will be the primary focus of this paper. Beefsteak’s business model and profile will be analyzed to demonstrate how the strategy underpins the company’s success. Every aspect of the company’s plan to recruit new employees will be considered from the initial application to the final stages of the hiring process. Also, Staffing and management-level hiring strategies and the significance of diversity in both will be discussed.

Chef José Andrés has made numerous contributions to the culinary world, including creating Beefsteak. As a result of his dedication to eradicating world hunger, he has earned a reputation as an innovator in the food industry. ThinkFoodGroup (TFG), a company he owns as a chef and businessman, has achieved great success. TFG is a large, cutting-edge company with approximately one thousand employees contributing to Chef José Andrés’s goal of creating a unique dining experience at his restaurant. TFG is the organization behind José André’s wildly successful restaurant chain, whose restaurants all share a joint mission: to use the transformative power of food to improve lives worldwide. A set of five stated values guides the TFG: Integrity, Originality, Enthusiasm, Dedication, and Business Success. They have been recognized for their excellence at all of their locations due to their dedication to these principles. With TFG’s assistance, José Andrés’s development of Beefsteak got off to a great start

Beefsteak was founded for one purpose: to provide consumers with high-quality, nutrient-rich food. Chef José Andrés did not wish to issue a general statement regarding the significance of vegetables and the nutrients they provide. Despite their claim that they are not vegetarian, Beefsteak heavily relies on vegetables’ flavor and nutritional value in their dishes (Beefsteak, n.d.). With the assistance of TFG, they expanded the brand to the outskirts of the food truck industry and the heights of the fine dining restaurants operated by José Andrés.

Beefsteak’s business model is predicated on providing convenient and nutritious plant-based meals. The company prioritizes using fresh ingredients and sustainability in its operations, obtaining local produce whenever possible, and composting all food waste. In addition, the restaurant chain works with local farmers and suppliers to decrease food miles and its carbon footprint. In addition, Beefsteak offers catering services, meal delivery options, and catering kits that can be assembled at home.

Recruiting Strategy Using the Three Sequential Stages

Sourcing, assessing, and employing are the three main components of a general recruitment strategy. When building a recruitment strategy, the first step, sourcing, is to figure out how to get the attention of and start talking to new candidates; typically, this can be accomplished through strategic recruitment. For HR to be effective, they must be aware of crucial details, such as the number of open positions, the required qualifications, and the available time frame. Once this is determined, attention can be shifted to the best places to start looking for new employees. Clear goals from the outset allow businesses to develop a cohort strategy for recruiting new employees to fill open positions (Cascio & Aguinis, 2019). Once the primary requirements have been outlined, the company will need to decide whether or not to advertise the position externally and whether or not to offer it internally as well. First, a thorough and detailed job description outlining all of the duties and responsibilities of the position must be drafted.

After collecting a sizable pool of applicants, the next step is narrowing down the field to find the candidates who are the best fit for the position being filled. Here is where one could begin to narrow down the applicant pool by matching skill sets, work experience or using a questionnaire to break down the aforementioned and additional criteria. Aggarwal and Minds (2015) claim that by collecting a large amount of data from applicants, recruiters can find the right talent quicker, meeting the stated deadline and saving both time and money.

The final step of this approach is to invite candidates for interviews and ultimately offer the position to the most qualified candidate. The large pool of potential candidates has been narrowed down to typically fewer than five individuals for this section. When conducting interviews, most hiring managers have some idea of the candidates’ abilities. The hiring manager should refrain from trying to brush off discussions of salary or compensation as unimportant; candidates may be motivated by various factors, but financial incentives typically rank highest. When this is addressed early in the interview process, the company and the candidate save time. Once a candidate has been selected, an attractive offer is essential to keep them from declining the position and starting the process all over again.

Diversity in Recruiting, Beefsteak’s Brand, Human Capital, and Predictive Analysis

Diversity is reflected in a company’s public image, hiring practices, and any data analysis conducted. Beefsteak is already a sizable enterprise, employing over a thousand people across numerous departments and specializations. By adhering to this pattern, they will always have access to diverse expertise. Since Beefsteak’s restaurants are located throughout the United States, a diverse workforce is always in high demand. Employees from various backgrounds and with a wide range of experiences are essential to the company’s continued success and to achieving its most important goals. Diversity in hiring can provide Beefsteak with new opportunities to find talented and qualified candidates who were previously overlooked. A diverse applicant pool can provide Beefsteak with innovative ideas, unique perspectives, and a deeper understanding of various cultures. According to Fleck (2016), diversity can assist Beefsteak in creating a more inclusive workplace and gaining a competitive edge in the market.

Beefsteak’s brand is founded on high-quality products and services emphasizing health and sustainability. By emphasizing quality, sustainability, and health, Beefsteak’s brand will appeal to various customers and prospective employees. By embracing diversity, Beefsteak can establish a powerful, unified, and successful brand that will attract talented and inventive individuals who share their values and mission.

The hiring procedure is always centered on Human Capital acquisition; therefore, Beefsteak must always be aware of the most recent advancements in the industry. Aggarwal and Minds (2015) reported that Beefsteak employs data science and predictive analysis to ensure they hire the most qualified candidates. Modern human capital topics can assist Beefsteak in gaining a competitive edge in the market. By understanding their employees’ needs and preferences, Beefsteak can better identify qualified and talented individuals who can contribute to the organization’s success. In addition, modern approaches to managing human capital, such as using digital tools and analytics to assess employee performance and engagement, using artificial intelligence for recruitment and talent management, and implementing flexible work arrangements to maximize employee productivity, can help Beefsteak remain competitive.

Beefsteak can gain insights into recruitment and talent management through predictive analysis. Employers can better identify qualified and talented individuals who can contribute to the organization’s success if they thoroughly understand the needs and preferences of candidates. Aggarwal and Minds (2015) argue that with predictive analysis, Beefsteak can understand the impact of various recruitment and talent management strategies, allowing them to refine their approach and increase the likelihood of locating the ideal candidate. Additionally, it will assist Beefsteak in understanding the efficacy of various marketing strategies, enabling them to make more informed decisions regarding how to reach its target customers.

Managerial and Staff Positions

Managerial and staff positions require two complete sets of tools for optimal performance. Managerial positions necessitate a detailed description of the manager’s responsibilities and industry observations to ensure that the most qualified candidates are selected (Cascio & Aguinis, 2019). When combined with methods such as cognitive ability tests, this test has the potential to be an excellent predictor of the job performance and on-the-job knowledge expected of managers. Cascio and Aguinis (2019) state that the Big Five test can be used to gain insight into relevant traits when selecting prospective managers. The Big Five test is an assessment instrument used to gain insight into the unique personality traits of individuals. It is designed to measure the “Big Five” personality dimensions: extraversion, agreeableness, conscientiousness, neuroticism, and experience openness. When evaluating the qualities of a potential manager, these five characteristics are essential, as they provide insight into how the individual will manage and interact with their team. A person with a high extraversion score may be more extroverted and have an easier time motivating a team. In contrast, someone with a high agreeableness score may be more diplomatic and better able to resolve conflicts.

Similarly, a manager with a high level of conscientiousness may be more dependable and organized. In contrast, one receptive to new experiences may be more adept at handling new challenges. Employers can better understand a potential manager’s suitability for a position by evaluating their Big Five personality traits.

Beefsteak can use the three sequential stages to generate a pool of applicants, evaluate them based on their knowledge, skills, abilities, and other attributes, and then hire the most qualified candidate. Beefsteak and other businesses like it are highly selective when hiring new employees because they want to find candidates with the required skills. To ensure that the candidate they extend an offer to is the best in that talent pool, the recruitment strategy discussed on previous pages guides companies through a three-step selection procedure.

Conclusion

Beefsteak is a chain of fast-casual restaurants that serves plant-based cuisine. The company is committed to providing its customers with a delicious and nutritious experience and is a pioneer in the plant-based food movement. Beefsteak uses the three main components of a general recruitment strategy to recruit the best employees: sourcing, assessing, and hiring. The Big Five test can be used to gain insight into relevant characteristics when selecting managers and employees. Every organization relies heavily on human capital to achieve its goals and maintain a competitive edge in the market. Diversity in recruitment can bring numerous benefits to Beefsteak’s business, such as improved customer service, increased creativity and innovation, and enhanced problem-solving skills. Additionally, Contemporary human capital topics and Predictive analysis can aid Beefsteak in gaining insights into recruitment and talent management and a competitive edge in the market.

References

Aggarwal, V., CTO, & Minds, A. (2015). Data science and predictive analytics enabling better hiring mechanisms for enterprises. https://www.proquest.com/trade-journals/data-science-predictive-analytics-enablingbetter/docview/1751474203/se-2?accountid=32521

Beefsteak. (n.d.). Beefsteak by Jose Andrés | farm-fresh vegetables, hearty grains, crisp Greens. Beefsteak Vegetables – Vegetables Unleashed. https://www.beefsteakveggies.com/vegetables-unleashed/

Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.). https://www.vitalsource.com

Fleck, C. (2016, June 1). An algorithm for success: people analytics are becoming as important as people skills in making insightful workforce decisions. HRMagazine, 61(5).