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1. Provide a detailed list of recommendations concerning how Jennifer should go about increasing the number of acceptable job applicants, so that her...

1.  Provide a detailed list of recommendations concerning how Jennifer should go about increasing the number of acceptable job applicants, so that her company need no longer hire just about anyone who walks in the door.  Specifically, your recommendation should include:
a.  Completely worded classified ads
b.  Recommendations concerning any other recruiting strategies you would suggest they use.
2.  What practical suggestions could you make that might help reduce turnover and make the stores a more attractive place in which to work, thereby reduce recruiting problems?  
See attached file for full problem description.

Human Resource Management
Students: Please be sure to review the following scenario prior to June
11, since it will prove of great help when we discuss our 1-5 Modules in
your teams.  The mini-review that contains short questions at the end
be sure you feel comfortable answering each type of question.
Mini Review 4
A Tight Labor Market for Cleaners
While most of the publicity about “tight” labor markets usually
revolves around systems engineers, Website designers, and chemical
engineers, some of the tightest markets are often found in some
surprising places. For example, if you were to ask Jennifer Carter, the
head of her family’s six-store chain of dry-cleaning stores what the
main problem was in running their firm, the answer would be quick and
short: hiring good people. The typical dry cleaning store is heavily
dependent on hiring good managers, clean air spotters, and pressers.
Employees generally have no more than a high-school education (many have
less) and the market is very competitive. Over a typical weekend
literally dozens of want ads for cleaner-spotters or pressers can be
found in area newspapers. These people are generally paid about $8 an
hour, and they change jobs frequently.
Why so much difficulty finding good help? The work is hot and
uncomfortable; the hours are often long; the pay is often the same or
less than the typical applicant could earn working in an air-conditioned
environment, and the fringe benefits are usually nonexistent, unless you
count getting your clothes cleaned for free.
Complicating the problem is the fact that Jennifer and other cleaners
are usually faced with the continuing task of recruiting and hiring
qualified workers out of a pool of individuals that are almost nomadic
in their propensity to move around. The turnover in her stores and the
stores of many of their competitors is often 400% per year. The
problem, Jennifer says, is maddening: “On the one hand, the quality of
our service depends directly on the skills of the cleaner-spotters,
pressers, and counter staff. People come to us for our ability to
return their clothes to them spotless and crisply pressed. On the other
hand, profit margins are thin and we’ve got to keep our stores
running, so I’m happy just to be able to round up enough live
applicants to be able to keep my stores fully manned.”
Questions
1. Provide a detailed list of recommendations concerning how Jennifer
should go about increasing the number of acceptable job applicants, so
that her company need no longer hire just about anyone who walks in the
door. Specifically, your recommendation should include:
a. Completely worded classified ads
b. Recommendations concerning any other recruiting strategies you would
suggest they use.
2. What practical suggestions could you make that might help reduce
turnover and make the stores a more attractive place in which to work,
thereby reduce recruiting problems?
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