Ch 2 NHM 566

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University of Mississippi *

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566

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Management

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Jan 9, 2024

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1 CH 2: Case Study- Recruiting by Referral Mary Claire Dale 1. What arguments can you use to convince the human resources director of the need to establish new recruiting methods and strategies? The arguments I would use to convince the human resources director of the need to establish new recruiting methods and strategies come from the top down forecasting model. It takes all factors that relate to the job market, not just his operation, such as: turnover, education, unemployment rates, and national average wage. This model is how we can predict long term labor demand which is essentially the problem. The labor force is not long term and the basis for hiring is based on the sole chance that one of his employees has a hardworking friend available to help out. Other strategies such as trend analysis can also be used to track the data for labor demand like occupancy rate or the number of tables filled on the weekends. Next, my argument for recruiting methods would be based on the forecasting supply model that assesses the current labor supply to estimate the external labor supply. In doing this, we would have to figure out the internal supply, skills inventory, and employee availability. 2. Assuming you are given the go-ahead, what would your first step be? The first step would be to take inventory of our current staff along with their skills and knowledge which will be used to identify any gaps or lack of skills within the ranks. This sort of inventory log should be constantly updated to ensure efficiency and competency throughout our staff. We also need to look at all employee availability and if anyone meets promotion requirements.

2 A way to track staffing is by implementing staffing charts that are classified by replacements and successions. A replacement chart tracks how many employees are in a current position, and a succession chart tracks the routes an employee can take within a given position. Then, recruitment comes into play. In the recruitment process there must be a decent amount of applicants for each position in order to curate an effective process. The first step is to gain the interest of the public via social media, the newspaper, TV/radio, or even word of mouth. Once this is complete, selecting the proper candidates is crucial for establishing the best candidates for the job. 3. What methods do you think would be most effective? The most effective methods to develop this recruitment program would be understanding why employee referral should not be the only form of recruitment in this company. Employee referral can cause legal issues like discrimination and inaccurate job descriptions, so establishing a recruitment system based on internal and external sources, like job posting and employee agencies, is the best way to keep legal fees at a minimum and to monitor costs. A cheaper method would be to host an open house where business cards are distributed to potential candidates. Understanding the needs of the labor market are also important while hiring future employees. Making sure they know that our business supports work-life balance and the facilitation of growth in the workplace instead of a clock in and out atmosphere.

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