Need Help with Question 3.

Case Application 6-A GROWING PROBLEMS AT OUTDOOR of them leave because they think they can start their own SOLUTIONS Bower asked if she could speak to a few employees. Outdoor Solutions is a provider of lawn care, snow removal, Dow introduced her to Bette Jordan, who was responsible and exterior home services with a history of steady growth and bow safety and training. After introductions, Marcus Dow left in excelient reputation for reliable service. A recent upturn to the the a phone call. Bette Jordan agreed that the math and Marcus Dow, the owner, is having trouble meeting the demand. communication skills of applicants have steadily declined. Dow expressed his frustration to his Friday moming net- "Marcus's inability to stay fully staffed is causing all sorts working group over coffee and asked other business owners of other problems. Some of our experienced workers are how they managed to keep fully staffed with qualified workers. starting to leave because they're tired of waiting for the pro-Getting and keeping good employees is so hard. Out of ten motions Marcus promised would occur when we expand. applicants, I'm lucky to get two that have adequate math skills They're also tired of all the overtime they're putting in. will cait in six months. I was hoping to expand, but at this rate really isn't because they're working so late." She went on to I'll be lucky to maintain our current customers." Several com- confide "I probably shouldn't tell you this. Marcus doesn't miserated, sharing their hiring and turnover problems. even know, but one of the guys put a photo of himself Dow turned to Metinka Bower, owner of a local office chained to his mower on Instagram and all the employees staffing company and asked if she had the same problem, or saw it. I hear there are other things posted that make us if she had a magic pill that turned applicants into awesome look bad. For example, when the local paper included us workers. She replied, "No, no magic pill, but there are a few in an article on how to start a beautiful lawn, there were a things you can do to increase the odds." When pressed for a couple of anonymous comments on their website about bor Solutions." solution, she explained that it depends on the situation and volunteeredtostopbyOutdoorSolutionslaterinthedayQuestionsaftervisitinganearbyclient.1.Evaluatefactorsthatlikelycomplicatetherecruiting Her discussion with Dow revealed that until last year, 1. Evaluate factors that likely complicate the he had relied on employee referrals and newspaper ads 2. Suggest the best internal and external recruitin for recruiting. He told her "I try to have a friendly, casual methods that should be utilized to improve the numbe atmosphere. We treat workers fairly and try to promote and quality of applicants for Outdoor Solutions. Explai from within, that's why employee referrals have always your choices. (LO 3, 4) worked." Dow went on to explain that when those sources 3. Which alternatives to hiring full-time employees wou also explained that pay and benefits are competitive with be appropriate for Outdoor Solutions? Explain yo other providers of similar services in the area. He was reluc- choices. (LO 6) tant to raise the starting wage due to the extensive training 4. Research: Search several online sites for staffinp necessary for new hires, including handling of chemicals, for small businesses and suggestions for better ri safety, defensive driving, and customer service. "They get a and retention. Explain the common great education here, but after six months, it seems like half tions. Be sure to include your sour 1. Evaluate factors that likely complicate the recruiting process at Outdoor Solutions. (LO 1, 2) 2. Suggest the best internal and external recruiting methods that should be utilized to improve the number and quality of applicants for Outdoor Solutions. Explain your choices. (LO 3, 4) 3. Which alternatives to hiring full-time employees would be appropriate for Outdoor Solutions? Explain your choices. (LO 6) 4. Research: Search several online sites for staffing issues for small businesses and suggestions for better recruiting and retention. Explain the common concerns and sugges. tions. Be sure to include your sources. (LO 1,2,3,4,5,6) Case Application 6-A GROWING PROBLEMS AT OUTDOOR of them leave because they think they can start their own SOLUTIONS Bower asked if she could speak to a few employees. Outdoor Solutions is a provider of lawn care, snow removal, Dow introduced her to Bette Jordan, who was responsible and exterior home services with a history of steady growth and bow safety and training. After introductions, Marcus Dow left in excelient reputation for reliable service. A recent upturn to the the a phone call. Bette Jordan agreed that the math and Marcus Dow, the owner, is having trouble meeting the demand. communication skills of applicants have steadily declined. Dow expressed his frustration to his Friday moming net- "Marcus's inability to stay fully staffed is causing all sorts working group over coffee and asked other business owners of other problems. Some of our experienced workers are how they managed to keep fully staffed with qualified workers. starting to leave because they're tired of waiting for the pro-Getting and keeping good employees is so hard. Out of ten motions Marcus promised would occur when we expand. applicants, I'm lucky to get two that have adequate math skills They're also tired of all the overtime they're putting in. will cait in six months. I was hoping to expand, but at this rate really isn't because they're working so late." She went on to I'll be lucky to maintain our current customers." Several com- confide "I probably shouldn't tell you this. Marcus doesn't miserated, sharing their hiring and turnover problems. even know, but one of the guys put a photo of himself Dow turned to Metinka Bower, owner of a local office chained to his mower on Instagram and all the employees staffing company and asked if she had the same problem, or saw it. I hear there are other things posted that make us if she had a magic pill that turned applicants into awesome look bad. For example, when the local paper included us workers. She replied, "No, no magic pill, but there are a few in an article on how to start a beautiful lawn, there were a things you can do to increase the odds." When pressed for a couple of anonymous comments on their website about bor Solutions." solution, she explained that it depends on the situation and volunteeredtostopbyOutdoorSolutionslaterinthedayQuestionsaftervisitinganearbyclient.1.Evaluatefactorsthatlikelycomplicatetherecruiting Her discussion with Dow revealed that until last year, 1. Evaluate factors that likely complicate the he had relied on employee referrals and newspaper ads 2. Suggest the best internal and external recruitin for recruiting. He told her "I try to have a friendly, casual methods that should be utilized to improve the numbe atmosphere. We treat workers fairly and try to promote and quality of applicants for Outdoor Solutions. Explai from within, that's why employee referrals have always your choices. (LO 3, 4) worked." Dow went on to explain that when those sources 3. Which alternatives to hiring full-time employees wou also explained that pay and benefits are competitive with be appropriate for Outdoor Solutions? Explain yo other providers of similar services in the area. He was reluc- choices. (LO 6) tant to raise the starting wage due to the extensive training 4. Research: Search several online sites for staffinp necessary for new hires, including handling of chemicals, for small businesses and suggestions for better ri safety, defensive driving, and customer service. "They get a and retention. Explain the common great education here, but after six months, it seems like half tions. Be sure to include your sour 1. Evaluate factors that likely complicate the recruiting process at Outdoor Solutions. (LO 1, 2) 2. Suggest the best internal and external recruiting methods that should be utilized to improve the number and quality of applicants for Outdoor Solutions. Explain your choices. (LO 3, 4) 3. Which alternatives to hiring full-time employees would be appropriate for Outdoor Solutions? Explain your choices. (LO 6) 4. Research: Search several online sites for staffing issues for small businesses and suggestions for better recruiting and retention. Explain the common concerns and sugges. tions. Be sure to include your sources. (LO 1,2,3,4,5,6)