Recruitment Problem at RTMM Inc

RTMM Inc. is a software development company that seeks to enhance its success and profitability in the market. This company recognizes that one of the crucial components towards enhancing profitability is recruiting and retaining a highly-qualified workforce. However, the software company is experiencing tremendous challenges in recruitment and retaining such a workforce. While the firm has attracted a considerable number of qualified candidates, hiring and retaining them has proven to be a significant challenge. Therefore, the company needs to develop and utilize a course of action to enhance its staff recruitment and retaining strategy in order to achieve desired profitability and success. This paper examines the current staffing recruitment strategy at RTMM Inc. using IAPIE case analysis process.

As previously mentioned, the current situation at RTMM Inc. will be analyzed through the use of IAPIE case analysis process. This process/approach provides a comprehensive measure for examining a case or situation. The culmination of this process is the establishment of a course of action or plan to resolve the problem.

The major issue facing RTMM Inc. is inability to recruit and retain a highly qualified workforce for the firms operations. Even though the company has attracted a considerable number of qualified candidates, most of them are turning down the job offers and accepting opportunities from the firm’s competitors. RTMM Inc. is seemingly suffering from inability to persuade top candidates to join it because it’s not yet well known. Therefore, the company has an opportunity to increase its job acceptance rate among interested candidates in order to address this recruitment and hiring challenge.

The desired state at RTMM Inc. is the ability to hire and retain highly qualified workforce, which will help enhance workplace productivity and improve the overall profitability of the software company. However, as shown in the previous section, the present state is poor job offer acceptance rate given that most of the interested job candidates end up turning down the job offers in favor of those provided by the firm’s competitors. Following conversations with job candidates, one of the factors contributing to this current state is the fact that the company is not yet well known. Job candidates seemingly turn down the offers because they relatively struggle to understand the firm and its value proposition. Secondly, reports from the firm’s current software engineers regarding their jobs and the company indicate that job offers that have similar rewards, but different salaries for all employees are linked to stability. This demonstrates that the company is seemingly providing offers that do not focus on promoting stability or without understanding of what job candidates are looking for.

The gap between RTMM Inc.’s current state and desired state is huge since most of the interested qualified candidates end up turning down the job offers. This gap is currently more than 50%, which implies that there is need to enhance the situation by at least 50%. As a result, RTMM Inc. needs to implement a recruitment and selection program that enables job candidates to understand the company and its value proposition. The program should also ensure that the company provides necessary information to job candidates regarding their work upon employment. Research demonstrates that job candidates are looking for information regarding salary and compensation, benefits, basic company information, attractiveness of the workplace, and company vision, mission, and values (Glassdoor, 2016). Additionally, approximately 90% of recruiters state that today’s job-market is more candidate–driven.

Within the next 30 days, a recruitment and selection program for RTMM Inc. will be developed and approved by the management. The first aspect of this program will be to review offers that are currently made by the company in relation to industry-standards within 3 months of implementation. This will be followed by changing the offers to match industry standards, which helps in making the company to stand out from its competitors (Smykal, 2016). Secondly, the program will be candidate-driven i.e. addressing the major things that qualified candidates want to know about the company and its value proposition. Qualified candidates will be informed of the opportunities and challenges of their prospective job positions since research indicates that informing candidates of the opportunities and challenges in a job contributes to higher job offer acceptance rates (Monster Worldwide, 2017).

After revising the current offers and incorporating candidate-driven aspects, the program will be implemented through the human resource department. The department will be required to change its current recruitment strategy to reflect this program within 30 days. Finally, the HR department will collect monthly job offer acceptance data, which will be utilized to determine the effectiveness of the program in meeting the desired needs. They will calculate the company’s offer acceptance rate and provide the results to the management team on an on-going basis for the first 12 months. At the end of the year, the management will review the monthly data and make necessary changes to improve the program and recruitment strategy.

In conclusion, the current situation at RTMM Inc.’s recruitment or staffing process was analyzed using IAPIE case analysis approach. This approach has contributed to identification of the root cause of the current problem and the development of a plan of action. Through this approach, various options for enhancing job acceptance rates were considered based on existing literature and data on best recruitment strategies. As shown in existing research, the best way to address the firm’s current recruitment problems is to ensure that the job offers meet industry standards and ensure the recruitment process is candidate-driven. By ensuring that industry standards are the basis for the job offers, the company will effectively avoid losing qualified candidates to its competitors. Additionally, the use of a candidate-driven recruitment strategy helps in ensuring that qualified candidates understand the company and its value proposition, which addresses the root cause of the problem. Therefore, IAPIE process is associated with various benefits including a comprehensive diagnosis of the issue, identification of the problem and its root cause, and development of an effective solution for the problem.



References
Glassdoor. (2016). Top HR Statistics – The Latest Stats for HR & Recruiting Pros. Retrieved September 16, 2017, from https://www.glassdoor.com/employers/popular-topics/hr-stats.htm
Monster Worldwide. (2017). Closing the Deal: Will the Candidate Accept Your Job Offer? Retrieved September 16, 2017, from https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/managing-hiring-costs/how-to-recruit.aspx
Smykal, E. (2016, January 12). Offer Acceptance Rate: Measuring Your Recruitment Success. Retrieved September 16, 2017, from https://www.jibe.com/ddr/offer-acceptance-rate-measuring-your-recruitment-success/