Recruiting is paramount to the organization; company’s top contributors start from here. Recruiting is the outsider’s window to the organization. A well-coordinated recruiting effort will show candidates a glimpse of the organization and its culture. Candidates’ first impression of the company may be a factor in accepting the job offer in the future; therefore, it is important to make a positive impression. A positive first impression with candidates starts with a well-written job posting, professional recruiters and hiring managers and organized recruitment process. Process is just one piece of recruiting; labor laws also influence the interview process and questions to mitigate the perception of discrimination; therefore it is important to plan the recruitment process. Unfortunately, in The Stars Hollow Hat Company case study, the Customer Service supervisor missed many opportunities to be in compliance with the law and to recruit adequately and interview candidates. In turn, improper recruitment planning may be costly to the organization with unproductive …show more content…
Many applicants showed up for the job the next day including voice mail messages. Overwhelmed with the response, the supervisor interviewed the first fifteen applicants who showed up and rescheduled the rest for the next few days. Detailed information about the job in the advertisement was necessary to alleviate her from undue stress. For instance, only accepting resumes and no phone calls would have eliminated non-qualified applicants, gave her time to review resumes, and prepare for the interviews. Disarray in recruiting process may negatively impact the candidates’ perception of her as a manager and the company. The company would have also benefitted from posting a job opening in various sources such as internet and government agencies which can produce diverse
The owner did not communicate clearly to the CSR Supervisor as to how many new employees to hire. The first step in the hiring process should have been for the supervisor and owner to work together to determine how many new positions should be created. Incidentally, the case study on Stars Hollow Hat Company indicates that HR was never consulted in the hiring process. It is crucial that managers and supervisors work with the HR department when hiring. The Equal Employment Opportunity Commission has a set of established hiring guidelines that employers should follow.
Last year Marianne delegated on-site campus interviews to three department managers to be recruiters preparing them only with a briefing to keep their questions specific to qualifications for the job. The three managers conducted 64 interviews over one week at four different college campuses and most failed to file interview reports in a timely manner. This year Marianne recognized that last year’s schedule was perhaps too rigorous for only three managers so this year she has instead selected twelve managers to be recruiters on just one college campus each. Marianne’s poorly managed campus recruiting program, has led her to seek the advice of professional HR colleagues to improve her efforts during this year’s campus recruiting program.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
When employers seek new employees, they have a variety of external recruiting methods available from which to choose. The method chosen may depend on such factors as budget, desired applicant characteristics, and type of access to potential employees in the labor market. Recruiting decisions should also consider each method’s potential for adverse impact against certain groups of employees. Adverse impact in employee recruitment or selection occurs when a hiring practice intentionally or unintentionally discriminates against a protected group (CSU-Global, 2013). To decrease the likelihood of adverse impact, employers should proactively engage in recruiting activities designed to reach a broad range of potential job applicants.
Happy Hat, a U.S. national chain of frozen yogurt stores with about 500 stores in 40 states is asking for assistance with its business processes. The average number of visitors per store has held constant over the past several years, but revenues per store are down by an average of 10%, and many stores are no longer profitable. The client suspects that a large amount of inventory is being thrown away unused at the end of each day. At the same time, customer polling suggests that the yogurt flavor customers want is often not available, even when the flavor is posted on the menu. People also complain about stores being closed when they visit. Now, the chain is facing increased competition from frozen yogurt sold in 24-hour grocery stores. Happy
If it would be profitable to split up Disney means that the NPV of the company is higher split up than the company in going concern in its present state. Doing this calculation is a complicated issue, which is outside the scope of this study question. But based on the above answers it does not make sense to split up Disney. Doing this would be very value destructing because it would not be possible to take advantage of the synergies, as well as the fact that one of the worlds best branded names would be thrown away. If Disney at some point of time gets into financial problems the solution therefore will not be to split up the core of Disney. There are though businesses that can be sold away. Examples of this are the Disney Magic Cruise and the Anaheim sports teams, which are not in the core of Disney and could be sold without destroying brand value and synergy. Especially selling the cruise would release quit a lot of money, so we expect that this will be the first thing to be sold. It would also be possible to outsource the hotels and restaurants in the theme parks. But splitting up the core of Disney would not make any sense.
This is a publicly traded company in the US that has been ding quite well in the recent years. The company’s 10k filing for the year 2014. From this statement, the risks facing the company will be identified classified and suggestions made on how best to mitigate them in the subsequent areas. There are various areas that the risks can arise based on the company’s 10k filling (Mertz, 1999).
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 ...
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
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...
Many job seekers will face employment discrimination or perhaps to be treated differently because of their skin color, age, or religion. Although it is illegal to discriminate in hiring and firing, however, one of the mo...
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
Businesscasestudies.co.uk, (2014). Selection - Effective recruitment and selection - Asda | Asda case studies, videos, social media and information | The Times 100. [online] Available at:http://businesscasestudies.co.uk/asda/effective-recruitment-and-selection/selection.html#axzz30kln4MSS [Accessed 27 Apr. 2014]
It is important to recruit top talent for many reasons. According to Oracle, if an organization hires a top performer, then it is proven that 10 million can be added towards their revenue. This is only effective if the new hire is willing to stay longer than a year. Recruiting is very essential in achieving this goal, and that is why companies need to create some effective criteria for recruiting. Many organizations struggle to find and attract candidates according to Mpatterson. Therefore, organizations need to follow five steps to achieve maximum success in recruiting. These criteria involve position profile, strategic sourcing, systemization, calculated decisions, and on boarding.