Question

Red Robin Gourmet Burgers is a national restaurant chain with nearly 36,000 employee that began as a small restaurant in Seattle. Over the years, Red Robin has attempted to develop a reputation as a fun, family restaurant that offers both excellent food and service. Red Robin's core values -- honor, integrity, having fun, and continually seeking knowledge -- serve as the basis for all of the firm's decisions and are even embroidered on the sleeves of every employee's uniform. As Red Robin continues to expand, executives are considering adding tests to the screening process.

Which of the following, if T, would undermine the argument that Red Robin should use achievement tests in the employee selection process?
A) Red Robin receives so many applications that it only considers individuals with previous job experience in the restaurant industry.
B) Red Robin provides a two-week training session to all new hires, which are frequently college students with little experience in the restaurant industry.
C) Red Robin expects applicants for management positions to understand current EEO laws and be aware of ADA requirements.
D) Red Robin requires applicants for cashier positions to take typing tests to assess their speed at the cash register.
E) Red Robin compares the interests of applicants with those of people already working in the restaurant industry as servers and bartenders.

Answer 1

Option B, stating that Red Robin provides two-week training to new employees, undermines the necessity of achievement tests since it implies the company values training and adaptability over prior achievements. Red Robin’s approach to hiring also suggests a focus on practical, real-world skills rather than standardized test performance.

Step-by-step explanation:

The question asks which option, if true, would undermine the argument that Red Robin should use achievement tests in the employee selection process. The option that most directly undermines the argument is B, which states that Red Robin provides a two-week training session to all new hires, who are frequently college students with little experience in the restaurant industry. This suggests that Red Robin values the ability to train employees in their specific culture and service principles over prior achievement, which casts doubt on the necessity of achievement tests for selection.

Adding achievement tests into the hiring process may not align with the core values of honor, integrity, having fun, and continually seeking knowledge or reflect the practical skills needed as depicted in Jerry Newman's observations regarding the demands of fast-food service roles, as well as the management's expectations for new hires to adapt to the restaurant’s specific service model.

Another factor to consider is that the restaurant industry often values real-world experience and the ability to handle pressure, according to a pharmaceutical executive cited by Newman. Implementing achievement tests may overlook the potential of individuals who possess these desirable attributes but may not perform well on standardized tests.