Recruiting and Selection Plan
Distinctive Competency
Related Behaviors
Behavioral Questions
Fostering Teamwork
Taking the time to talk to everyone to keep a well-oiled machine going.
Can you give me an example of a time you have organized a group to work in a team together to get the best product?
Managing Performance
Knowing when certain employees are falling behind and being able to assist them to succeed.
Can you give me an example of a time when you noticed an employee slipping in performance? What did you do to help this employee succeed?
Managing Change
Knowing when to change specials and menu prices.
Can you give me an example of a time you needed to make a change in your business and what kind of results did you see from that change moving forward?
Stress Management
Keeping all employees calm during the stresses of the restaurant business.
Can you give me an example of a time when you needed to be the calming presence in the work place to maintain a successful product?

From investigating the needs that The Green Turtle needs in improving upon their current managers it is important to highlight these needs during the recruiting process of new employees. The competencies that have been laid out best highlight what is needed along with the distinct behavior help show what questions would be best asked in order to benefit the business the most when trying to recruit.
The first competency investigated was fostering teamwork. This came with the related behavior of, “Taking the time to talk to everyone to keep a well-oiled machine going.” Knowing this it is important to understand what questions to ask during the interview process to ensure that the candidate can fulfill the requirements of the job. You must also ask a question that shows he has had experience with this before so that you can use a real life event for an example rather than a hypothetical answer that could be mostly fabricated. “Can you give me an example of a time you have organized a group to work in a team together to get the best product?” is an appropriate question to ask during the interview process because it will make the candidate give a real life example of a time where they fostered teamwork in their experiences before being considered for this job position.
Managing performance is the second important competency of being a manager. Knowing when certain employees are falling behind and being able to assist them to succeed is an extremely important factor in the success as a manager and will directly lead to the best product possible. This allows you to take a weaker employee and give them the tools to be able to succeed while making them a better employee. This will raise the bar for every employee and result in the best product going forward. Asking the question “Can you give me an example of a time when you noticed an employee slipping in performance?” shows that the candidate can identify weak performance. That is why you must ask a follow up question of “What did you do to help this employee succeed?” With these two questions together you can see if the candidate can indentify weak performance as well as what they did to be proactive to assist the employee to put the best product out going forward.
Managing change is another important aspect of being a manager at The Green Turtle. It is important to know when to change prices and different specials during the year as well as change other processes throughout the restaurant to give the best chance for success. “Can you give me an example of a time you needed to make a change in your business and what kind of results did you see from that change moving forward?” is a good two part question to ask the candidate because it covers the ability to know when change is needed as well as following up on how successful this change was in the work place. Being a successful manager has a lot to do with how you can manage stress in the workplace. Because the restaurant business