Clean Car Care: Making a Job Offer

1176 Words3 Pages
bulb-icon

Recommended: The importance of staffing

Heneman, Judge, & Kammeyer-Mueller (2012) describe a job offer as an attempt to persuade a creation of an employment relationship on the part of an organization. In the case of Clean Car Care (3Cs), Arlan Autospritz is experiencing a challenging decision. He is, for the first time, attempting to execute an external hire in a management position within the organization. He has narrowed down the search to two candidates, each attractive in their own distinct ways. In extending a job offer, Arlan has several tactics he can consider, various incentives beyond base salary, and terms he can include in trying to entice the best candidate.

Type of Offer: Best-Shot, Competitive, or Lowball

Arlan has two well-qualified candidates to choice from. His first choice Jane Roberts, has an ideal amount of supervisory experience, but is weaker in customer service and is opposed to working on Saturday and Sundays, a necessity for Arlan’s managers. Jane is also closer in salary and benefits to Arlan’s current managers. The second choice, Betts Cook, is superior in customer service skills and more agreeable to work the weekends, but Arlan has reservations over her lack of supervisory experience. Betts is also closer to the top of Arlan’s salary range for managers and has better benefits than he offers. Arlan must take into consideration the costs to the employee in accepting an offer with 3Cs (Heneman, Judge, & Kammeryer-Mueller, 2012). Arlan needs to determine the extent he is willing to negotiate, what components of compensation he will use in negotiating, and the job offer tactic he plans to use in extending an offer to his top candidate.

Lowball

Arlan is faced with a tough position. While it might be attractive to extend a l...

... middle of paper ...

...ation to Jane. In providing a fair and competitive offer, Arlan increases his chances at creating a positive hiring experience and setting a favorable tone for the work relationship.

Works Cited

Heathfield, S. M. (2014). Advantages and disadvantages of flexible work schedules? Retrieved from http://humanresources.about.com/od/employeebenefits/f/flex_schedules.htm

Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing Organizations (7th ed.). New York, NY: McGraw-Hill.

Monster. (2014). Closing the deal: Making an offer they can’t refuse. Retrieved from http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/managing-hiring-costs/making-job-offer.aspx

Ryan, L. (2013). Responding to a lowball salary offer. Retrieved from http://www.linkedin.com/today/post/article/20130619143057-52594-responding-to-a-lowball-job-offer

Show More
Related

  • GMFC: Planning for a Union-Free Plant

    1815 Words  | 4 Pages

    Selecting new employees in nonunion operations. (1996). Management Report for Nonunion Organizations (Wiley), 19(5), 5-6.

    Read More

  • The Fit Stop Case Study

    1401 Words  | 3 Pages

    Determine the Compensation Level: Although Susan’s plan to “just do what her competitors are doing” (Nelson Education, 2013) may not have been the best approach to follow, it is in The Fit Stop’s best interest to match their compensation policy to those business’s similar to them. There is no need for The Fit Stop to lead with the best compensation options around, but lagging with the compensation could repel employees and could push them towards working for a competitor. Evaluate the Proposed Strategy: Affordability of these theoretical applications is not obtainable within the first couple of years of business.

    Read More

  • Citrus Glen Company Case Study

    916 Words  | 2 Pages

    Found in the case study entitled, Promotion from Within at Citrus Glen, is a staffing process concern. The Citrus Glen Company, based in Florida, is a juice producer that supplies orange and grapefruit to food processors, grocery stores, convenience stores and restaurants in the United States. With rapid growth over the last few years, the HR vice president, Mandarine “Mandy” Pamplemousse, has been worried about how to staff the ever-expanding array of positions for Citrus Glen. Her concern is how to hire and promote enough individuals who are qualified for the needed positions. When Mandy is trying to staff internally, she uses a contractor based in Charlotte, NC called, Staffing Systems International (SSI). When positions become available that are appropriate to staff internally, she sends a group of candidates for the position to SSI to participate in the assessment center. The candidates are in the assessment process for three days. Mandy receives the results with recommendations, a few days after

    Read More

  • Mr. Thompson

    474 Words  | 1 Pages

    1) An offer allows the person or business to whom the offer is made to reasonably expect that the offering party is willing to be bound by the offer on the terms proposed. The terms of an offer must be definite and certain . Based on the facts presented in this case, Mr. Pending offered Mr. Thompson a 50 percent raise and a five-year contract. 2) Acceptance is a clear expression of the accepting party’s agreement to the terms of the offer . In applying the case facts, Mr. Thompson accepted Mr. Pending’s offer when he turned down the offer from Ms. Eugest to stay with White Arch Casino (WAC). 3) Consideration is a legal term given to the bargained-for exchange between the parties to the contract – something of value passing from one party to the other. Each party contract will gain some benefit from the agreement and incur some obligation in exchange for that benefit. Finally, Mr. Pending’s bargain-for exchange was if Mr. Thompson stayed with WAC he would receive his offer next

    Read More

  • Analyzing the Validity of Employment Interviews

    1333 Words  | 3 Pages

    The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).

    Read More

  • Final Match: A Case Study

    672 Words  | 2 Pages

    The principal theme of this paper is a better understanding about the Final Match, which is a sets the stage for organizations and recruitment finalists to arrange employment. There are many multifaceted Legality that encompasses in the Final Match. Furthermore, the author will discuss the importance of what entails within the final Match for both organization and finalist which will constitute an employment contract. The Autor will break it down into seven components which are an enforceable contract, issues that might arise in the contract process, how to articulate and present job offers, build a formal employment relationship. Also, include organization plans for orientation, socialization, and legal issues in the Final Match.

    Read More

  • budget

    803 Words  | 2 Pages

    Marquis, B. L., & Huston, C. J. (2012). Staffing needs and scheduling policies. Leadership roles

    Read More

  • The Customer Service of McDonald´s

    1009 Words  | 3 Pages

    Every restaurant is always responsible for filling up available positions. When it comes to recruiting employees McDonald’ uses several techniques and many of the positions they offer are advertised within McDonald’s restaurants. McDonald’s has one of the best recruitment histories in hiring quality staff that provides that outstanding service to consumers. Some of the methods used to recruit and be able to select is through ...

    Read More

  • Qualified: Why not Me?

    550 Words  | 2 Pages

    In the “I Am Qualified, Why Not Me?” case study, we are presented with Bobby Bret, a Junior Accountant with Crystal Production who had applied for the internal post of Senior Accountant. After having twice applied for the position, Bobby’s consideration was overshot and the positions were filled by external candidates. While Bobby was initially excited to advance within the company, he eventually became disillusioned when even those that were well qualified were overlooked for open positions.

    Read More

  • Skills of an Effective Manager

    1252 Words  | 3 Pages

    Robbins, S., Bergman, R., Stagg, I. & Coulter, M. (2012). Management (6th ed.). New South Wales. Pearson.

    Read More

  • Improving College Recruitment

    1823 Words  | 4 Pages

    ...t with articulating the need to be positive and energetic about the organization in recruiting; Ms. Collins can articulate the process, policies, legal requirements, and job or organization specific facts about the recruitment (Reed & Bogardus, 2012).

    Read More

  • What Is Internal Recruitment?

    966 Words  | 2 Pages

    Moreover, a better selection could be made as it is easier to evaluate each candidate’s knowledge, skills, and abilities (Compton, Morrissey, & Nankervis, 2009). An example of these advantages is how easy and quick it was for the consultants to asses Peter and decide that they wanted to promote him, because he was already familiar with the organisation’s culture, and he showed a lot of knowledge and skill about what needed to be changed in the

    Read More

  • Borgata Hotel and Spa Casino Case Study

    1203 Words  | 3 Pages

    Recruitment questions for large operational startups include, what are the jobs, how is the employment market today, what is our competition locally providing, how can we get the best talent and finally how to do we retain them. The challenge for the Borgata was multi-faceted, a tight labor market in the surrounding area, a small local population of 40,517 of which only 63% where capable of working and the need for 5000 workers to staff the hotel in short time. (US Census Bureau. 2012). To compound the challenge the quality expectation was high, the “best of best” was required. Once applicants were enticed to apply and applications were received, the question became how do quickly identify the candidates to a manageable qualified number? How do we ensure the interview time is appropriate and effective for unto a hundred different job descriptions? To begin this monumental task of recruiting applicants, screening quickly for the appropriate criteria research must be conducted. Development of strategic hiring plans, tasks assigned to appropriate individuals and accurately executed with a c...

    Read More

  • Netflix Challenges

    1005 Words  | 3 Pages

    Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves

    Read More

  • Systems Theory of Industrial Relations

    917 Words  | 2 Pages

    Suffield, L., & Templer A. (2012). Labour Relations, PH Series in Human Resources Management, 3rd Edition

    Read More

More about Clean Car Care: Making a Job Offer

Open Document