星巴克強化招聘流程，力求招到頂尖咖啡師
彭博社
2025-07-04
圖片來源：Gabby Jones/Bloomberg via Getty Images
作為星巴克公司（Starbucks Corp.）首席執(zhí)行官倪睿安（Brian Niccol）正在推行的新招聘舉措的一部分，有意加入星巴克的咖啡師需通過額外面試環(huán)節(jié)才能獲得工作機會。
據(jù)知情人士（未獲公開表態(tài)授權(quán)）透露，截至6月初，外部申請者不僅要通過所申請門店經(jīng)理的篩選，還需接受區(qū)域經(jīng)理的審核。區(qū)域經(jīng)理通常負責(zé)管理約10家門店，此前并未介入門店層面的招聘流程。
星巴克正在擴大員工規(guī)模，倪睿安試圖通過加快服務(wù)速度來重振銷售，這與過去數(shù)年星巴克削減門店平均員工人數(shù)的做法截然相反。星巴克表示，截至9月底，其在美國的逾1萬家直營門店中，幾乎所有門店都將增加員工。
星巴克拒絕就招聘計劃發(fā)表進一步評論，僅重申了高管此前已公開表態(tài)的內(nèi)容。
首席運營官邁克·格拉姆斯（Mike Grams）上月在拉斯維加斯的一場活動中對門店經(jīng)理表示：“人人都渴望在星巴克工作，但唯有最出類拔萃者才能成為‘伙伴，’”——這是星巴克對員工的稱呼。
其中一位知情人士表示，在新制度框架下，區(qū)域經(jīng)理可通過線上面試或指派代理人開展招聘工作，以避免招聘流程受阻。
去年受聘以扭轉(zhuǎn)銷售下滑態(tài)勢的倪睿安曾指出，星巴克業(yè)績低迷的部分根源在于決策與門店日常運營嚴重脫節(jié)。該公司還計劃構(gòu)建人才儲備體系，確保未來三年內(nèi)90%的零售管理崗位（涵蓋門店經(jīng)理和區(qū)域經(jīng)理）均通過內(nèi)部晉升填補。
在拉斯維加斯的活動中，星巴克還承諾將在其絕大多數(shù)美國自營門店中至少任命一名助理經(jīng)理，以便門店經(jīng)理能將更多時間投入招聘和排班管理等事務(wù)。
長期以來，咖啡師一直抱怨人手不足，而人員配置問題亦是代表約5%美國直營門店的工會的核心訴求之一。星巴克去年12月表示，公司正致力于改善員工體驗，其平均時薪超18美元，頗具競爭力。（財富中文網(wǎng)）
譯者：中慧言-王芳
作為星巴克公司（Starbucks Corp.）首席執(zhí)行官倪睿安（Brian Niccol）正在推行的新招聘舉措的一部分，有意加入星巴克的咖啡師需通過額外面試環(huán)節(jié)才能獲得工作機會。
據(jù)知情人士（未獲公開表態(tài)授權(quán)）透露，截至6月初，外部申請者不僅要通過所申請門店經(jīng)理的篩選，還需接受區(qū)域經(jīng)理的審核。區(qū)域經(jīng)理通常負責(zé)管理約10家門店，此前并未介入門店層面的招聘流程。
星巴克正在擴大員工規(guī)模，倪睿安試圖通過加快服務(wù)速度來重振銷售，這與過去數(shù)年星巴克削減門店平均員工人數(shù)的做法截然相反。星巴克表示，截至9月底，其在美國的逾1萬家直營門店中，幾乎所有門店都將增加員工。
星巴克拒絕就招聘計劃發(fā)表進一步評論，僅重申了高管此前已公開表態(tài)的內(nèi)容。
首席運營官邁克·格拉姆斯（Mike Grams）上月在拉斯維加斯的一場活動中對門店經(jīng)理表示：“人人都渴望在星巴克工作，但唯有最出類拔萃者才能成為‘伙伴，’”——這是星巴克對員工的稱呼。
其中一位知情人士表示，在新制度框架下，區(qū)域經(jīng)理可通過線上面試或指派代理人開展招聘工作，以避免招聘流程受阻。
去年受聘以扭轉(zhuǎn)銷售下滑態(tài)勢的倪睿安曾指出，星巴克業(yè)績低迷的部分根源在于決策與門店日常運營嚴重脫節(jié)。該公司還計劃構(gòu)建人才儲備體系，確保未來三年內(nèi)90%的零售管理崗位（涵蓋門店經(jīng)理和區(qū)域經(jīng)理）均通過內(nèi)部晉升填補。
在拉斯維加斯的活動中，星巴克還承諾將在其絕大多數(shù)美國自營門店中至少任命一名助理經(jīng)理，以便門店經(jīng)理能將更多時間投入招聘和排班管理等事務(wù)。
長期以來，咖啡師一直抱怨人手不足，而人員配置問題亦是代表約5%美國直營門店的工會的核心訴求之一。星巴克去年12月表示，公司正致力于改善員工體驗，其平均時薪超18美元，頗具競爭力。（財富中文網(wǎng)）
譯者：中慧言-王芳
Aspiring Starbucks Corp. baristas now have to go through an additional layer of interviews to land a job as part of a new hiring push by Chief Executive Officer Brian Niccol.
As of early June, external applicants must be screened by district managers in addition to the manager of the store where they’re applying, according to people familiar with the matter who weren’t authorized to speak publicly. District managers normally oversee about 10 locations and weren’t previously part of the hiring process at the store level.
Starbucks is bulking up staffing as Niccol pushes to revive sales in part by speeding up service. It’s a reversal of past years where the coffee chain cut the average number of store workers. Starbucks has said that nearly all of its more than 10,000 company-operated locations in the US will get more workers by the end of September.
Starbucks declined to comment beyond what executives have previously said about hiring plans.
Chief Operating Officer Mike Grams told store managers at an event this month in Las Vegas that “everybody wants to work at Starbucks, but only the best people should become ‘partners,’” the term Starbucks uses for its employees.
Under the new system, district managers can conduct interviews virtually or assign a proxy so the hiring process doesn’t get held up, one of the people said.
Niccol, hired last year to turn around a sales slump, has said that Starbucks struggled in part because decision-making was too divorced from the day-to-day store operations. The company aims to create a pipeline of talent so that within three years, 90% of retail leadership roles — including store and district managers — are internal promotions.
At the Las Vegas event, Starbucks also pledged to appoint at least one assistant manager at most of its company-operated US locations so store managers could spend more time on tasks such as recruiting and managing schedules.
Baristas have long decried what they see as understaffing, and labor has been one of the key demands for the union that represents about 5% of US company-operated locations. Starbucks said in December that it’s focused on improving the worker experience and that its average hourly pay is competitive at more than $18.
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