Reference no: EM133141015

Discussion (Please answer all the questions) minimum 3 sentences per question)

Question 1-Imagine that you have just been hired as a recruitment specialist for Barkz, a fast-growing Internet-based pet supply company. Barkz has been finding it difficult to attract sufficient numbers of quality recruits for its key retail associate positions. The leadership team has given you the responsibility for redesigning the website to improve the company's recruiting and hiring performance. The website has not been redesigned for several years and needs a pretty serious overhaulYour boss would like a brief report on the following:

a) Analyze two competitor websites (Chewy, PetSmart, Petco, Pet Valu, etc.) to identify their primary features and identify their strengths and weaknesses. What seems to work well on the competition's websites, and what should Barkz avoid doing on its own recruitment site?

b) Recommend three features that Barkz should include on its own careers page to help it better recruit.

Question 2- Rock Blocks is a concrete manufacturing company. The company has been in business for over 60 years and furnishes concrete blocks for building and landscape use. The company is owned and operated by the < /parathird generation of the founding family and has over 600 employees. Customer demand for the company's products is growing, but Rock Blocks is having difficulty attracting and hiring enough manufacturing talent to keep up with demand. The company typically posts openings for its specialty positions on internet sites including Monster.com and on its own careers site, but the quality and quantity of applicants has been falling in recent years . Company president Roy Hanby explains that, "concrete manufacturing isn't a popular career choice. Unless someone has family or a friend working in the industry, it can be hard to convince them of the potential of the jobHanby explains that starting salaries and career growth potential are high, and many employees feel proud having made something that many people will see and use and that will be around for a long time.

a) How can Rock Blocks increase the number of people that apply with the company? How can realistic job previews be used to increase interest?

b) Why do you think that potential applicants might not be enthusiastic about the idea of applying for jobs with Rock Blocks? What can recruiters do to change these perceptions?