Recruitment Simulation

Quarter 3 was much more successful than both the prior quarters. In fact, our team ranked 2nd out of 9 teams during this quarter. Each KPI category was improved, yet there is still room for improvement. During quarter 3, $396,500 was spend resulting in a balance of $388,500 available for the final quarter. Our team continued to focus on our initial three decision factors, however we also decided to invest a little extra money in selection. Beginning with training, our team eliminated the employee handbook and continued to focus our efforts on our mentorship program. This decision has led to an increase in productivity from last quarter’s 38.815 to 41.503, a fairly substantial increase. Next, considering the undesired effects from making bonuses
We reviewed several proposals and made several decisions that included eliminating and adding different recruitment approaches. We began by decided to cut costs regarding all physical prints and media due to its costly and ineffective nature. Secondly, we encourage employees to recommend their external colleagues to apply to eGS by offering monetary bonuses for their referrals. We also implemented a competitive internship program in order to promote excellence in the eGS company. Lastly, we completely stopped sending recruiters to 2-year colleges and technical institutes but instead turned our focus on 4-year universities where we will find higher qualified candidates and we believe this has a direct correlation to the increase in innovativeness we experienced (.528 compared to .473, a 10.4% increase)
In conclusion, Quarter 3 was very successful, however we are far from reaching eGS’s end goals for quarter 8. We have a lot of work to do, but we plan to continue our success and even further our success so that we can meet and exceed those goals. As of now, we are on track to meet our critical performance goals for productivity, turnover and well-being. We are very close to reaching our innovativeness goals, but still have more work to do towards diversity and
The decision to do so was a good one, for that our employees are happy and we continuing to attract higher qualified candidates and productivity continues to increase (41.503 last quarter to 44.524, a 6.7% increase compared to a 5.5% increase last quarter). We also continued to deliver the same work/life balance opportunities, however, we were advised that these programs need to kept in balance, so that these benefits are not abused. Our decision regarding compensation this quarter did not exhibit the results we were expecting. We chose to focus on merit increases rather than a variable base pay. We were advised that this approach often times results in an attitude that compensation will increase no matter how well or poorly the company does. This type of attitude is exactly what we do not want to promote at eGS. Furthermore, employees want a stake in the business. Our team intends on providing our employees with stock options next quarter to increase their feeling of ownership and to further increase their motivation and productivity. We changed up our decision this quarter regarding performance appraisals and decided to use result-oriented appraisals that focus on the employee’s work. This was accepted nicely by the employees and they feel that their evaluations are no longer skewed by person