Reference no: EM132901448
CASE STUDY:
Jakson BEST is a medium-sized technology company that thrives to be a leader in producing unique, quality service and products. JaksonBEST helps businesses transform their IT system to drive business results and help companies grow. With offices all over Canada, JaksonBEST is able to provide world-class support and products to their clients, by valuing innovation and creativity.
Dwight Jackson was confused and disappointed. As one of the owners of JacksonBEST, he knew that they had to fill three positions in the company as soon as possible: Junior Help Desk Technician, Administrative Assistant, and Sales Representative as the people filling these roles had all quit within the past week. Dwight couldn't believe that each person doing this job had left the company at the same time. This caused a huge gap in the workforce, and employees were complaining that they would not be able to meet customer demands. Dwight knew he had to fix the problem and fix it fast!
As such, Dwight had convinced the partners in the company that attending the local career fair was a strategic approach to generating interest in the company and acquiring resumés from students who would be graduating in the near future. The costs (registration fee, booth materials, salaries of employees who attended) were substantial, yet the response from students was dismal. Only about 20 people stopped by the booth, and of those who did, only 4 handed over a resumé. Dwight did note that representation from employers was lower than in previous years but thought that this might be due to the poor economy and that there would be fewer employment opportunities for new graduates. However, Dwight had spread word through his contacts and network in the industry and thought that students would know that his company was actively seeking to hire and would therefore be keen to stop by his company's booth.
Dwight knew that his partners would not be pleased when he reported the outcome from the career fair. He also learned that the previous recruitment and selection tools they use in the company were doing a good job of selecting the best workers, but sometimes it screened out members of visible minorities at a rate much greater than that for the white majority. Dwight was not sure if this is a problem at all, but he did know for sure that they must hire the new people as soon as possible and do not have much time to implement a new selection tool. Also, one of the company's managers has mentioned in the previous senior management meeting that she has noticed that the majority of their company's employees are white males, and she thinks it's an issue and they need to diversify their workforce.
Dwight decided to hire HR Consultants who will help them to develop a proper Recruitment and Selection process and fulfill these positions as soon as possible.
Answer the following questions:
Introduction about the case study
Overview
Identify and briefly describe the current issues JacksonBEST company is facing in the above case study.
Analysis
Analyze the current situation JacksonBEST is facing
- Would HR manager agree to continue using the current selection tool? Why or why not?
- implement a new tool, how would HR manager convince directors of JacksonBEST to invest time and money in implementing it?