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.

Case Analysis

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.

Identify

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...
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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…