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Hooters is one of the leading brands in the restaurant market, where it has established itself as a valuable brand, due to its restaurant experience proposal.
The brand has been in the eye of the hurricane all this time, since its request to the waitresses to wear smaller uniforms than normal went viral.
The talent management that Hooters carries out has been tremendously questioned, due to the objectification, among other accusations, that it carries out against the women it employs in its stores.
Hooters Mexico was forceful in refusing to implement in Mexico the new policy of reduced uniforms for women who work as waitresses in the chain and since October 2021, when they took this measure, they have insisted on it. Despite this decision, the brand has maintained its labor policy, which is why it has drawn attention not only to its website, but also to networks, due to the conditions it imposes on men and women who come to the company to ask for a job.
The brand has an active staff recruitment campaign that is announced as “casting”, to justify the requirements it imposes on women such as: going with makeup and with certain types of footwear, to be photographed. Men are only asked to come with letters of recommendation.
“Girls: Wear loose hair, well combed, well made up and preferably white tennis shoes or low shoes (Photos will be taken of you)”, explains the announcement.
The difference in the requirements that it imposes on both men and women marks a sexist practice, justified as casting, but decisive in the culture of talent management that puts these brands in the eye of the hurricane, since it is a restaurant that employs waitresses with reduced uniforms, raising controversies about the objectification of women, for example.
controversial talent management
Controversial talent management has become a problem for brands and a challenge to make better decisions that impact the company’s image.
There is an interesting exercise that warns us of how talent ends up becoming more and more involved in weighty activities in the market, not only carrying out activities within the company in which they collaborate, but also representing it externally.
Under this brand capacity that brands must have, they have decided, at least those that implement changes in the market, to improve the activities that have been defined day after day and that serve to understand the consumer.
Innovate in strategy
The new talent management strategies, at least in some companies, have adopted practices that seek empathy with employees. This undoubtedly leads us to think that it takes talent into consideration not only to be empathic with the organization, but also to provide solutions. With the health contingency, an interesting collaboration practice has been unleashed, where before the hybrid work proposal, the members of the company have proposed solutions to make these activities dynamic. We also have bad examples, such as the controversy that arose within Netflix, when Dave Chappelle made jokes about the transsexual community, which was taken by bad employees of the platform who belong to it, sparking a strong debate after the company’s decision to keep the comic special, despite the protests this generated.
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