Red Lobster Case Study Summary

Targeted recruitment, in order to reach a broader group of applicants, should also serve as a means of diversity recruitment. Red lobster should establish itself as a company that values diversity, that way there will be more candidates that will submit their application. In addition diversity strengthens the workforce by providing “experience and background knowledge from different perspectives” (Frost, n.d., §1). The point of a culturally diverse pool of candidates is that it is a potential group that would contribute to a multitalented and inclusive workplace that is reflective of the customers of Red Lobster who are diverse by the geographical reach of the restaurant branches and because of the mid-range prices allowing for a broad customer base (Stokes, 2017). In order to reach that goal the job advertisement and recruitment methods used should make it possible to reach more candidates from diverse

Barcelos (2016) identifies four ways of attracting better candidates. First, the brand has to be promoted as authentic and positive. In our case, Red Lobster is a well-known brand, but since they have implemented a new business strategy to focus on value and improve its image, it is imperative that the new vision, mission, and goals are clearly conveyed. Second, the job needs to be advertised on traditional medias such as job boards and company website, but also on social media such as LinkedIn, in order to touch a broader audience. Third, the job application has to be user friendly. It also has to leave a good experience to candidates who did not get the job, in order to enforce the brand. Finally, it is important to connect with all special candidates, even if one decides to proceed with other candidates. This helps creating a positive impression even for candidates that were rejected, especially if they were given the reasons why they fell short (Barcelos,