Case Analysis Staffing Organizations

Case Analysis #1

After analyzing this case I have come up with, what I think are some of our main problems in our recruitment process. We have trouble persuading top candidates to accept our job opportunities because our company is not as well known yet as some of our competitors. We can attract the candidates, but too many our turning down our job offers because they are accepting offers with our competitors. The key to increasing our job offer acceptance rate is to enhance the candidates’ understanding of the company and its value proposition. Focus groups were formed with existing employees to find out what they each value about their jobs and about our company.

        Our “root problem” is not attracting a sufficient amount of qualified employees, but keeping those employees to accept our offers instead of our competitors. Some of the components to this “root problem” is that our company is a start-up company and because of this we are not well known, and we do not have the benefits and pay as some of our more established bigger competitors.

        Some alternatives to our key problems have to do with our benefits that we offer our employees. To change this we need to implement the following:

1. Provide insurance to employees after 90 days. Currently we provide no insurance to our employees at all.
2. Bonuses should be given to everyone after 90 days, based on how long they have been with our company, and a reflection of how the company is progressing.
3. A 401(k) should be offered to employees after 90 days.
4. There should be no minimum of years worked to be able to be promoted, an employee should have the opportunity to move up within our company at whatever time their manager see fitting that will best benefit the company.

All of these will help to show value to our employees by giving them better benefits and being able to benefit from them sooner to help keep motivation up.

The Next steps are to help with our recruiting process to make us more attractive to potential qualified employees.

1. Human resources will have a meeting regarding our new RTMM Inc. open houses.
2. These open houses will be open to perspective job candidates and current employees so that they may interact.
3. Future employees will then have the opportunity to get a better feel or understanding of our company moral.
4. Current employees can benefit from this also by keeping the moral up and refresh them on our company goals and ethics.