Case Studies - Recruitment HRM Incident 1: A Problem Ad? Dorothy Bryant was the new recruiting supervisor for International Manufacturing Company in Salt Lake City, Utah. One of Dorothy's first assignments was to recruit two software design engineers for International. Design engineers are hard to recruit because of the difficulty of their training and the high demand for them. After considering various recruitment alternatives, Dorothy placed the following ad in a local newspaper with a circulation in excess of 1,000,000: EMPLOYMENT OPPORTUNITY FOR SOFTWARE DESIGN ENGINEERS 2 positions available for engineers desiring career in growth industry. Prefer recent college graduates with good appearance. Good credit rating Apply Today! Send your resume, in confidence, to: D. A. Bryant International Manufacturing Co., P.O. Box 1515 Salt Lake City, UT 84115 More than 300 applications arrived in the first week, and Dorothy was elated. When she reviewed the applicants, however, it appeared that few people possessed the desired qualifications for the job. QUESTIONS I. Dorothy overlooked some of the proper recruiting practices, which resulted in an excessive number of unqualified people applying. What are they? 2. Identify the hiring standards that should be avoided in the ad. 3. What recruitment sources and methods might have been used to have generated a better applicant pool for the two software design engineer positions for International Manufacturing? Defend your recommendations