Into The Hornet 's Nest ( Case No. 3 Question No

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Into the hornet’s nest (Case no. 3 Question no. 3) You are Don. You have decided that, some of your sales agents aren’t a good match with their jobs. You decide to recruit new sales agents. Clearly outline your recruitment strategy and provide a rationale. Include the selection tools you would use, and why you selected those tools. Issue: As a Site Director Of Kingman Corporation’s Paradise Springs site, Don had seen that they haven’t been successful selling Television programming upgrades. It is clear from the case that Don would want employees with high excitement levels and enthusiasm to match the job standards as a salesperson and candidates who are more adept at selling the required programs. Keeping in mind current…show more content…
As per Jeff’s studies, some of the performance problems were due to the sales agent’s behavior the current employees complained about lack of appreciation, no job satisfaction, that the managers don’t keep realistic goals, found that past boss did better job. Taking all of the above into consideration, Don has to implement recruitment and selection strategy, which is smart and long term for hiring new sales agents along with the manager Ryan and the Human Resource department of the corporation. Don should build the strategy with care and attention to detail. Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988) Laying the groundwork for recruitment: Some key questions to consider before formulating the strategy: 1) How to hire and retain top performers? 2) Do we need to make changes in the job description, which was used earlier for the job? 3) What skills are required to do the job successfully? 4) How will the training process be and effectively help each one of my new people to achieve greater success? 5) How to turn talent into performance? Recruitment strategy Customer service studies show that when something goes right, customers give credit to the individual employee dealing with the problem; when something goes wrong, customers usually blame the organization itself. This fact makes it crucial for any
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