Download Recruiting Practices & Job Ads: A Case Study on Dorothy Bryant & Crystal Productions and more Schemes and Mind Maps Psychology in PDF only on Docsity! Name: Course & Section: BSPSY 3101 Finals: Homework 1 CASE 1: Dorothy Bryant was the new recruiting supervisor for International Manufacturing Company in Salt Lake City, Utah. One of Dorothy’s first assignments was to recruit two software design engineers for International. Design engineers are hard to recruit because of the difficulty of their training and the high demand for them. After considering various recruitment alternatives, Dorothy placed the following ad in a local newspaper with a circulation in excess of 1,000,000: Employment opportunity for Software Design Engineers 2 positions available for engineers desiring career in growth industry. Prefer recent college graduates with good appearance. Good credit rating Apply Today! Send your résumé, in confidence, to: D. A. Bryant International Manufacturing Co., P.O. Box 1515 Salt Lake City, UT 84115 More than 300 applications arrived in the first week, and Dorothy was elated. When she reviewed the applicants, however, it appeared that few people possessed the desired qualifications for the job. Questions: 1. Dorothy overlooked some of the proper recruiting practices, which resulted in an excessive number of unqualified people applying. What are they? Dorothy Bryant must write the job description carefully in placing an ad in a newspaper or other media advertisement. The language in your job ad could reveal a lot about the person you’re intending to hire. If your ad looks and reads like everything else out there, don’t be surprised if the candidates you attract are average as well. There is no clear job specification provided by Dorothy Bryant for the candidates. She needs to provide more detailed job requirements if she wants the advertisement to be more successful. She needs to have stated the amount of education and expertise needed for the post. Bryant should not have included a needless condition like "excellent appearance" or any other because it is clearly discriminatory and should not be done. The way you speak to people reading your job ad is just as important as the message you’re sending. 2. Are there any hiring standards that should be avoided? Identify them and explain why they should be avoided. She should avoid including "good appearance and good credit rating" as a job requirement in the advertisement. To begin with, design engineer applicants are not required to have a "good appearance," nor, according to my understanding, a "good credit rating," because the job is based on skill and ability to do the job rather than good credit or appearance. It's understandable that you're looking for someone who possesses all of the necessary qualifications for your open position. Make sure that you are reasonable when compiling a list of these skills. Many candidates will be turned off if the list of required skills is interminable. They will be discouraged to apply if they do not feel they meet the requirements on your list. This is why it's useful to divide skills into two categories: required and desirable/good to have, with the essential job skills falling into the first. 3. What recruitment sources and methods might have been used to have generated a better applicant pool for the two software design engineer positions for International Manufacturing? Defend your recommendations. Bryant should focus on social media (Facebook, LinkedIn), job fairs where you can meet potential employees who are interested in the job offers, and colleges and universities where most colleges and universities have people who train a specific skill, such as "designing engineers". In methods of recruitment, Bryant should post her ad on social media platforms like Facebook, LinkedIn, and etc. She should attend job fairs, present her company, and speak with potential employees who are interested in the position. Finally, she should seek out promising applicants by contacting college and university staff, faculty, and administrators. To avoid and reduce the number of unqualified candidates, Bryant may include a brief instruction in the middle of the job posting. For example, in this job posting, candidates are instructed to write 'I read the job description' in the subject line of their email when applying.
