Staffing Strategy

Decision Making" Please respond to the following:

From the case study, propose an alternative recruitment strategy (other than the two selection methods discussed in the case) that Randy can use to staff his ice cream shops. Support your position with evidence or examples.

After reading the case study I feel that there is some unanswered questions in order to properly propose an alternative recruitment strategy.

The case study stated that Randy was a mechanic for a small airline, and came across the small fortune in a lottery winnings. Randy does however have a business degree, but has very little knowledge in human resources. Anytime a business is structured to have employees, it is imperative to be educated in the local and federal employment laws. Having a clear understanding on how to properly structure job descriptions, create a rewards package for employees, and maintain job performances is a necessity to ensure that the company is able to maintain a continues source of applicants. Since Randy seems to have very little knowledge in Human Resources, his best alternative recruitment strategy should be to hire a Human Resource Manager and allow him or her to handle the HR functions of the company.

The second alternative strategy that I recommend for Randy, is to outsource his staffing needs. Having little knowledge of running an ice cream polar can offer some difficulties in writing a job description, and without visually watching the job functions being completed can hinder one from writing an accurate job description. Without an accurate job description the projected pay could be well understated or well overstated. This can cause issues on both sides, underpaying your employees can cause high turnover rate, causing the company to loose money on new hires. However, if pay is too high, this could cause the company to loose money, due to the company not being able to afford the payroll, causing layoff, closings of stores, or requiring owner to work in a store.

However, if Randy insist on trying to manage his HR department on his own the alternative strategy recommended would be a personality test. The personality test often called the big 5 is used to describe behavioral traits, capturing up too 75% of an individuals personality. These personality test can be administered through paper surveys. The cheapest and most fundamental for Randy would be the PCI (Personal Characteristics Inventory). The PCI is a self report measure of the big five that ask applicants to report their agreement or disagreement (using a “strongly agree” or “strongly disagree” scale) usually consisting of 150 sentences. Taking about 30 minutes to complete, and having a fifth and sixth grade reading level. Although the disadvantages seem to offset the advantages in openness and agreeableness, the advantages of conscientiousness,