Jack Welsh once said, "Good business leaders create a vision, articulate the vision, passionately own the vision, and relentlessly drive it to completion (Welsh, 2008). This vision is exactly what Kathy Kudler had, when she opened the first Kudler Fine Foods grocery store. Kudler Fine Foods (KFF) is an upscale grocery store chain in California, which was opened in June 1998. KFF mission is to provide the customers the finest in selected foodstuffs, wines, and related needs in an unparalled consumer environment (KFF, 2004). This upscale store has five departments: Fresh bakery and pastries, fresh produce, fresh meat and seafood, condiments and packaged foods, and cheese and specialty dairy products.
This paper will evaluate the staffing and recruitment process that KFF uses in its daily practices. This paper will elaborate on KFF's hiring of diverse ethnic backgrounds from within the community to staff each store. Additionally, covered in this paper will be the strategy for KFF's legal compliance and further detail of EEOC and Title VII.
Kudler Fine Foods consists of three store locations and an administrative team of 15 employees. The specialty food stores are located in the San Diego metropolitan area and employ approximately 150 people. Kudler Fine Foods uses several methods to recruit and staff for available positions. All positions are posted on the company's intranet for potential employee referrals or promotions. The company offers an employee referral that is paid out after the new employee has completed 90 days of employment (KFF, 2004).
For the entry-level positions, including stockers, clerks, and baggers, Kudler primarily recruits from outside of the organization (KFF, 2004). The positions are advertised in local newspapers, and Internet sites such as monster.com. In addition to local papers, Internet sites, and internal posting, KFF will use temporary agencies to assist with filling this position.