Carter Cleaning Applicants
If you were to ask Jennifer and her father what the main problem was in running their firm, their answer would be quick and short: hire good people. Originally begun as a string of coin-operated Laundromats requiring virtually no skilled help, the chain grew to six stores, each heavily dependent on skilled managers, cleaner-spotters, and pressers. Employees generally have no more than a high school education (often less), and the market for them is very competitive. Over a typical weekend, literally dozens of want ads for experienced pressers or cleaner-spotters can be found in area newspapers. All these people usually are paid around $15.00 per hour, and they change jobs frequently. Jennifer and her father thus face the continuing task of recruiting and hiring qualified workers out of a pool of individuals they feel are almost nomadic in their propensity to move from area to area and job to job. Turnover in their stores (as in the stores of many of their competitors) often approaches 400%. “Don’t talk to me about human resources planned and trend analysis,” says Jennifer. ”We’re fighting an economic war and I’m happy just to be able to round up enough live applicants to be able to keep my trenches fully manned.”
In light of this problem, Jennifer’s father asked her to answer the following questions:
1. First, how would you recommend we go about reducing the turnover in our stores?
2.Provide a detailed list of recommendations concerning how we should go about increasing our pool of acceptable job applicants so we no longer face the need to hire almost anyone who walks in the door. (Your recommendations regarding the latter should include completely word online and hard-copy advertisements and recommendations regarding any other recruiting strategies you would suggest we use.)簡而言之希望我們印出廣告與建議，但投影片報告就不用這步驟了 1. 直接徵人→由人力派遣公司找人(約聘方式)
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