Recruitment and Selection Process for Legal Advisor at Starbucks

This document provides an overview of the recruitment and selection process for the position of Legal Advisor at Starbucks. It discusses the job analysis, job design, and strategies used in the process. It also outlines the qualifications and skills required for the role.

Running head: PERSONNAL MANAGEMENT 0
Personal Management
(Student Name)

PERSONNAL MANAGEMENT 1
Table of Contents
Introduction......................................................................................................................................2
Job Analysis.....................................................................................................................................2
Job Title........................................................................................................................................3
Brief Overview.............................................................................................................................3
Detailed Tasks, Duties and Responsibilities................................................................................3
Job Specification..........................................................................................................................3
Job Design.......................................................................................................................................5
Recruitment Strategies.....................................................................................................................6
Selection Process and Strategies......................................................................................................8
Selection Process..........................................................................................................................8
Selection Strategies......................................................................................................................9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

PERSONNAL MANAGEMENT 2
Introduction
Human resource management plays a dynamic role in
the growth and success of business. There is prodigious
prerequisite of the human being while dealing the business.
The human being is the most vital capital for the business as well as the existence of the
organization is majorly depends on the performance of their employees. It is vital for the
business to have a detailed recruitment as well as selection process to ensure that the best
possible individual is recruited to the post. Starbucks is one of the leading companies that is
famous for its coffee that is originated in the year 1917 in United States of America and in the
recent it has become the one of the largest organization which is working in forty four countries
having 15000 stores. The company has expanded their business in Singapore for which they
require employees. It is one of the largest company as well as having addition of 5 new stores
each day in its large profile. The company has to hire more than 100 new employees every day
for running their business smoothly. The recruitment process of Starbucks include major tools
such as candidates interview in which coffee sessions has also been attended by them, that are
tasting with the terms and conditions which has also been developed.
In the following part there will be detailed discussion on the recruitment process that will
be adopted by company to select workforce for their business. Further the selection strategy will
also been discussed that is required to be adopted by the company.

PERSONNAL MANAGEMENT 3
Job Analysis
It plays an essential role for the company in deciding what is required for the company.
Starbuck is one of the leading café in the international market. A job analysis is one of the
process that are used to collect the information about the duties, necessary skills, outcomes,
responsibilities as well as work environment of a particular job.
Job Title
Starbucks require new staff or employees for running their café in Singapore therefore
they will require legal advisor for company.
Brief Overview
A legal advisor is a lawyer who provides legal counsel to a large companies or
organization. They are typically specialized in a specific area of law. In Starbuck, they will
generally hired to management the legal department of the company
In order to advice on various legal issues that has been followed the case that has been
used to do oral or written platforms. It involves translation of complicated legal jargon into
language that is required to be understand by everyone.
Detailed Tasks, Duties and Responsibilities
 He has a duty to take in consideration of all the legal problems before providing
any such recommendations. The recommendations which the legal advisor has
make in completing the compliance with the law that is required to be strived to
minimize the risk for the organization.

PERSONNAL MANAGEMENT 4
 He has to maintain the day to day files and have to answer every legal question
that had been rise. It can be analyzed that the position of a legal advisor is of high
responsibility and the hired candidate must been smart and intelligent and most
importantly having good knowledge of law (Wood, 2016).
 He has a duty to encourage safe work practices and will demonstrate commitment
in house rules and guiding principles. The position will directs Starbucks and that
will lead Starbucks positions and have to act as manager in the absence of
manager (Hanna, 2018).
Job Specification
It is the list of knowledge, abilities, skills as well as other characteristics that is required
to run the business of Starbucks. The specification of legal advisor is explained in below points:
Knowledge
 The legal advisor must be familiar with drawing up as well as arranging the terms of
various types of contracts. Such responsibility includes reviewing the existing contracts
with creating new documents.
 A legal advisor must be well-verse in corporate law as well as review all the practices
related to company and process to ensure that the company is working within all the
federal as well as state legal limits.
Skills
 Legal Advisor should be excelling in areas of negotiation, time management, goal setting
with other deadlines.

PERSONNAL MANAGEMENT 5
 He should be strong team players who can able to demonstrate above-average leadership
skills.
 He should have strong understanding of finance practices as well as concepts.
Abilities
 Legal Advisor can able to process all the documents, agreements, contracts, stock
certificates and any other required documents. The task is of noteworthy portion that is
required all the day to day work to the legal officers that requires both precision and
focus.
 He should have knowledge of MS Word, MS excel and Abide Acrobat
Other Qualifications
The qualifications that are required are:-
 Should have at least 5 years of experience
 Should have a LLB degree from an recognized university
 The basic knowledge of computer
 Good communication skills (Zhang, Boukamp, & Teizer, 2015).
Job Design

PERSONNAL MANAGEMENT 6
The jobs have been designed to outline the task, responsibilities, duties and
qualifications, methods. In other words the job has encompassed the components of the task and
the pattern of interactions among the employees. The legal advisor is majorly responsible for
providing high quality advice to the Starbucks on major legal issues as well as other problems.
The job will be design wile considering the following points:
Design for efficiency
A Legal Advisor must be able to provide the much needed legal assistance while dealing
with some particular litigation, legal, or any contract task and will able to guide the company on
taking an appropriate decision to enhance the efficiency of Starbucks. He will be accountable for
taking the day to day legal responsibilities as well as providing the legal advice that can include
all the aspects of the analysis, investigation with drafting the process.
Design for Motivation
It is highly required that the employee should be enthusiastic, committed towards their
work and he must be creative. A legal advisor will be further motivated by providing various
perks to the legal advisor with good salary. The range of salary will be from $50,000 to $80,000
that will motivate the legal advisor in more effective and efficient manner.
Design for Safety
Proper safety and precautions will be provided to the legal advisor as well as he is also
required to cover the safety criteria of the company to enhanced and provide their services in
more effective and efficient manner.

PERSONNAL MANAGEMENT 7
Design for Mental Capacity
Legal Advisor must have a capability to handle the legal case of the company and he
must have the following features as they are explained in below points:
 Maintain the staff of store by orienting, recruiting and to provide the training of
employees
 It established the effective and the communication should been positive that is amongst
all the members
 To maintain the results by providing the coaching, disciplining and counseling of
employees
 He would able to assist in reviewing the material related to legal activities as well as any
other relevant documents to identify the most essential issues that require to be sorted out
on a priority basis.
 Assisting the manager to maintaining the proper coverage and members of the team
 To prepare annual files of the cases and by analyzing variances
 When asked by manager they have to provide a detailed information
Recruitment Strategies
It is an integral part of running any business. It is whether a one who has a small business
owner, and CEO of the big company, an HR manager it is required to recruit by everyone at
some point of time in the career. Hiring is not an easy task that can be done by anyone that has to
be done. The strategies that should been required to be adopted by the company that are:-

PERSONNAL MANAGEMENT 8
 The HR will develop an employer brand in which the brand of an employer has been set
apart from other organizations and that is shown to the candidates reason that why they
should work with you. The employer brand will help you to show the business mission
culture and values. The organization has to think about the question that why someone
will want to work for the organization? The business will must be shown on the social
media and advertisements so that the people can know about the company (Prescott,
Mustanski, & Ybarra, 2016).
 HR will create Job positions which will help in reflecting the organization. The job post
is always the first impression when any candidates will see. The job position must be in
organized and in professional way. It will help the organization in acquiring more and
more applicants that will attract people that will fit in the company culture (Prescott,
Mustanski, & Ybarra, 2016).
 The company will use Social Media in which the recruiting of social is becoming more
popular as the companies are more targeting millennial. The meaning of social recruiting
is to use the social media in finding the talent, advertisement of jobs and communication
with the candidates. There are so many brands that are successful with the help of this
technique that includes Apple, Uber, and Zappos. It is required to create a brand value on
the social media; it will show the employer brand and values (Berger, 2015).
 The company will adopt applicant tracking System. The organization can save the time
of your organization and money by using this tracking system. The software call
Applicant Tracking system automates the job and helps the organization in finding the
qualified talent. It includes the job posing in one click to the multiple of job websites,
sorting of applicants and schedules the interview. There are many option related to this

PERSONNAL MANAGEMENT 9
software, so the organization is require to take the best software for their organization
(Liu, Friesen, Grzelak, Fan,Tang, Durić, & Pauli, G.2017).
 They will explore the niche job boards in which it all depends on what is the type of job
the person is hiring for; it is very difficult to find the talent as there is the pool of job sites
and applicants. The job brands are the best way to find the best talent because they have
the pool of candidates and it becomes easy for the organization to choose among them
(He, & Yen, 2017).
Selection Process and Strategies
Selection Process
Screening Application and Resumes

PERSONNAL MANAGEMENT 10
In the first steps, the candidates who applied for such profile will be scrutinized according to the
qualification required for such profile. The candidate who covers all the qualification and set
criteria for the profile will be selected for the further round.
Testing and Reviewing Work samples
In such step, one case study will be provided to the candidates and after which the group
discussion will be arranged for them. It is the process of analyzing the skill of candidates and
their reactions in a particular situation.
Interviewing Candidates
After clearing the group discussion, the selected candidate will be going for interview with the
HR of Starbucks. The role and responsibilities will be discussed and asked further questions
related to legal activities.
Checking References & Background
It is the second last stage in which limited candidate will be left for the selection. Many
employee request names, addresses as well as contact numbers or references for the purpose of
verifying the information and perhaps gaining information on an applicant. It includes various
aspects such as:
 References prior employment, educational requirements
 Identity verification
 Criminal Background
Making a Selection

PERSONNAL MANAGEMENT 11
It is the last stage in which d offer letter will be provided to the selected candidate after getting
information from the preceding steps, the decision has to be made in consideration with the HR.
Selection Strategies
 Preparation- Before the company must hire a new employee they must have develop a
strategy. The preparation should begin by accurately defining the position that the
company has wanted to be filled. Often the business is required by an employee that has
the multi task capabilities. Once the person is known that what the organization is
looking for than your works comes into the recruitment phase. Then the advertisement for
the position will be made and the procvess of interview will start (Yang, Wang, Zuo,
Yang, & Shi, 2016).
 Method- When the process of selection has been made than it is required that validity of
the appropriateness, usefulness and meaningfulness of the interference made by the
applicants in the process of recruitment. To be valid the strategies has accomplished its
task. The company is therefore required to be matching the clear expectations of the
needs of its future employees.
 Evaluation- The selection process must have been evaluated to choose whether the
appropriate employees have chosen. The content orientation helped the organization to
know the steps that has been taken in the development of the selection process. It is the
process of evaluation from which the best suitable candidates should been evaluated
(Bowling, Khazon, Meyer, & Burrus, 2015).
 Process – The process of selection is in general. After interviews and all the process has
been done the candidates that meet the best for the job criteria. The experience,
qualification and the wages that been paid to him match his capabilities should been

PERSONNAL MANAGEMENT 12
selected by the company and have been hired. The company will inform him and will ask
his acknowledgment of the desired job (McCormack, Brandenburger, Wells, & Stluka,
2018).
Conclusion
From the above analysis it can be concluded that selection of effective candidates is not
an easy process and required various resources and skill to hire an employee. The job analysis
has been done in which job positions been analyzed of legal advisor. It had been found that the
role of a legal advisor is very crucial in an organization and that is to be done very carefully. All
the legal matters are dependent on the legal team and the leak in the matters can cost a lot to the
company. The job design of these said jobs been done that what are the basic duties and
responsibilities will be there of hired candidate. The recruitment process is required to be done
by the Starbucks so that they can hire the best candidate. The recruitment strategy helped in
finding the best way to hire a candidate. In the end selection strategy has been made by the
company of the desired candidate that is end result of the whole process and that is the most
important from all the strategies. The whole process is depends upon the selection strategy of the
company.

PERSONNAL MANAGEMENT 13
References
Berger, J. M. (2015). Tailored online interventions: The islamic state’s recruitment strategy. CTC
Sentinel, 8(10), 19-23.
Bhattacharya, D., Aldus, C. F., Barton, G., Bond, C. M., Boonyaprapa, S., Charles, I. S., ... &
Shepstone, L. (2016). Cost-effectiveness of different recruitment strategies. In The
feasibility of determining the effectiveness and cost-effectiveness of medication
organisation devices compared with usual care for older people in a community setting:
systematic review, stakeholder focus groups and feasibility randomised controlled trial.
NIHR Journals Library.
Bowling, N. A., Khazon, S., Meyer, R. D., & Burrus, C. J. (2015). Situational strength as a
moderator of the relationship between job satisfaction and job performance: A meta-
analytic examination. Journal of Business and Psychology, 30(1), 89-104.
Chapman, J. D., & MBA-ITM, B. C. S. (2019). A critical analysis of the application of Western
project management theories in the Middle East. Pulse, 18.
Hanna, M. C. (2018). Department Managers' Perception of Store Managers' Leadership Style,
Subordinate Job Satisfaction and Ultimately Intent to Stay: A Correlational
Study (Doctoral dissertation, Grand Canyon University).
He, Z., & Yen, G. G. (2017). Many-objective evolutionary algorithms based on coordinated
selection strategy. IEEE Transactions on Evolutionary Computation, 21(2), 220-233.

PERSONNAL MANAGEMENT 14
Li, Y., Chen, P. Y., Tuckey, M. R., McLinton, S. S., & Dollard, M. F. (2018). Prevention
through job design: Identifying high-risk job characteristics associated with workplace
bullying. Journal of occupational health psychology.
Liu, Y., Friesen, J. B., Grzelak, E. M., Fan, Q., Tang, T., Durić, K., ... & Pauli, G. F. (2017).
Sweet spot matching: a thin-layer chromatography-based countercurrent solvent system
selection strategy. Journal of Chromatography A, 1504, 46-54.
McCormack, L., Brandenburger, S., Wells, K., & Stluka, S. (2018). Qualitative Analysis of
Grocery Store and Farmers Market Manager Perceptions Regarding Use of Fruit and
Vegetable Educational Materials. Journal of Human Sciences and Extension, 6(3), 77.
Pató, B. S. G. (2015). The 3D job description. Journal of Management Development, 34(4), 406-
420.
Prescott, Mustanski, B., & Ybarra, M. L. (2016). Reaching adolescent gay, bisexual, and queer
men online: development and refinement of a national recruitment strategy. Journal of
medical Internet research, 18(8).
Wood, A. J. (2016). Flexible scheduling, degradation of job quality and barriers to collective
voice. Human Relations, 69(10), 1989-2010.
Yang, W., Wang, Z., Zuo, Z., Yang, C., & Shi, H. (2016). Nodes selection strategy in
cooperative tracking problem. Automatica, 74, 118-125.

PERSONNAL MANAGEMENT 15
Zhang, S., Boukamp, F., & Teizer, J. (2015). Ontology-based semantic modeling of construction
safety knowledge: Towards automated safety planning for job hazard analysis
(JHA). Automation in Construction, 52, 29-41.