Chapter 4 Case Study Page 112 Book: Strategic Staffing 3rd Edition

Imagine that you are the recruiting manager for RTMM Inc., a software development company. You have had trouble persuading top candidates to join your firm because it is not yet well known. You have attracted a sufficient number of qualified candidates, but too many of them are turning down your job offers and accepting opportunities with you competitors. Based on your conversations with job candidates, you think that the key to invreasing your job offer acceptance rate is to enhance candidates' understanding of the company and its value proposition. To thoroughly identify the benefits of the job and of working for RTMM, you conducted focus groups with your current software engineers to learn what they valued about their jobs and about the company. This is the job rewards matrix you created throught these focus groups:

REWARDS AMT DIFFERENTIAL STABILITY

annual bonus $18,000 average $0 to $40,000 depending on company and individual performance Availability is based on company performance

401K 9 percent of base salary Same for all workers afte one year of service Stable

Development Opportunities Depends on the project and skills used Differs by need and by job performance level Comapny annually invests at least $3000 per

employee in its formal training program

Promotion Opportunities Promotion rate averages three years Minimum of two years required for promotion:50 Varies according to company needs and individual

percent are never promoted performance

Autonomy Above Average Based on skills of job performance Stable

Task variety Above Average Same for all employees Stable

Fun culture Above Average Same for all employees Stable

Your assignment is to identify they types of people who might be attracted to this opportunity, and to write a one-page letter to a hypothetical job offer recipient named Keisha Jackson, persuading her to accept your previously extended, competitive job offer.