Chern's Recruitment

The following is an outline for a recruiting guide Chern’s should implement in order to clarify the company’s policies and procedures relating to staff positions and to further showcase what the company sees as both effective and legal recruiting behaviors.

Recruiting Guide Outline

I. Recruiting Process- In this first part of the recruiting guide, Chern’s must decide whether it should focus on internal or external recruiting processes. Chern’s prides itself in the fact that Chern’s fills 70% of its department manager and assistant department managers internally as they believe promotion from within reinforce’s the company’s strong culture. However, it is becoming harder to find highly talented salespeople who would make great sales associates who share the firm’s values. Because the majority of these come from being top performers in the retail industry, Chern’s should aggressively promote external recruiting processes in order to attract the best new hires.

II. Budgets- Chern’s is well known for being above the average in the retail industry when it comes to benefits and compensation for it’s workers. Specifically, Chern’s full time employees receive a generous benefits package, two weeks paid vacation and bonuses. Part time employees receive prorated benefits and bonuses. Chern’s should continue providing these benefits because it stabilizes full time employee turnover and keeps part time employee turnover below the average. The base pay should also stay the same. The base pay is 20% above the market average as well as a number of bonuses that together exceeds the market average by 30%. The company should also spend more money to advertise it’s open positions as word of mouth no longer works when other large competitors begin to take many of the same qualified applicants you would have preferred in your business.