Successful Recruitment Strategies and the Manner in Term Paper

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successful recruitment strategies and the manner in which to motivate employees.

Employee motivation and retention are complex issues and superficial solutions just don't work. Companies that take the easy way out will pay in the long run with high turnover costs. As a warehouse supervisor for Blue Grocery store Arthur Reed has been facing problems recruiting temporary workers during the months of summer when the regular staff either wants time off. This has proved to be a dilemma such that the general efficiency of the business is being affected. Arthur needs summer staff that is dependable, works for low pay and is temporary-not a very appealing combination for the prospective employees.

Thesis statement

In order to recruit staff that is dependable and temporary the supervisor must take steps that create an appeal for the workers. He should target a diverse market force that is usually ignored. By choosing non-professionals the supervisor will be able to attract employees who are less concerned with the future in the job and more with the short-term perspective. Further, motivation within the work and flexibility in the job will create a long-term appeal rather that a short-term motivation.

Analysis

The main problem Arthur faces is during the summer when the senior staff wants to take their vacation. In order to overcome the staff shortage during the summer then, he should take steps with a long-term impact. To motivate the junior staff Arthur should give them time off during the winter months. At this time there is a full staff to cater to the two shifts and Arthur should have no problem covering the shifts with appropriate staff. Then during the summer these employees would be available when the senior staff takes time off. Yet, taking a vacation in winter may not be attractive to many of the employees so there has to be some motivation involved. Incentives can be given in the form of bonuses, more time off, paid vacation and other such quirks.

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If possible even a ballot could be taken to see which employees will get time off during which months. Though seemingly implausible, the current work environment is such that a more innovative stance has to be taken by the management to attract employees and if Arthur wants a smooth and successful summer workforce such unconventional steps must be taken.

Canterbury Manufacturers' Association chief executive John Walley suggests employers who say they cannot get staff actually mean something quite different: "What they're really saying is that they can't get the kind of staff they would like." (Yvonne, 2001) The need for temporary workers who are willing to work for low pay and long shifts is obvious but who would be attracted to such a scenario. Union's and regular workers look for benefits but for organizations that work by the hour paying employees when work is slow becomes impossible and so a temporary workforce is looked for. Arthur, has tried to recruit temps during the summer months but this has proved to be increasingly difficult as every year the same problem arises. Thus, the staff shortage being faced must be improved through a different perspective. Arthur should target the student market. Students who come home for their vacations are always on the look out for a regular income and such a job may prove to be exactly what they are looking for. Arthur would have to be flexible and hire two shift workers rather than employees who work both shifts. This would prove to be more complex but he may finally have a temporary workforce that is both loyal and hardworking. For the students may come back every year and work during the summer. These students may require more training but once they learn the rules they will be easy to handle. People aren't born knowing skills, nor being able to anticipate problems. These are learned skills requiring training, motivation and concentration. These can be taught in….....

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