Question

Case 6-A Growing Problems at Outdoor Solutions

Outdoor Solutions is a provider of lawn care, snow removal, and exterior home services with a history of steady growth and an excellent reputation for reliable service. A recent upturn in home construction has increased demand for services, but Rob Dow, the owner is having trouble meeting the demand.

                Dow expressed his frustration to his Friday morning networking group over coffee and asked other business owners how they managed to keep fully staffed with qualified workers. “Getting and keeping good employees is so hard. Out of ten applicants, I’m lucky to get two that have adequate math skills and can pass a background check. Chances are one of them will quit in six months. I was hoping to expand, but at this rate I’ll be lucky to maintain our current customers.” Several commiserated, sharing their hiring and turnover problems.

                Dow turned to Metinka Bower, owner of a local office staffing company and asked if she had the same problem, or if she had a magic pill that turned applicants into awesome workers. She replied, “No, no magic pill, but there are a few things you can do to increase the odds.” When pressed for a solution, she explained that it depends on the situation and volunteered to stop by Outdoor Solutions later in the day after visiting a nearby client.

                Her discussion with Dow revealed that until last year, he had relied on employee referrals and newspaper ads for recruiting. He told her “I try to have a friendly, casual atmosphere. We treat workers fairly and try to promote from within, that’s why employee referrals have always worked.” Dow went on to explain that when those sources weren’t adequate, he put ads on Craigslist. He also explained that pay and benefits are competitive with other providers of similar services in the area. He was reluctant to raise the starting wage due to the extensive training necessary for new hires, including handing of chemicals, safety, defensive driving and customer service. “They get a great education here, but after six months, it seems like half of them leave because they think they can start their own service and make more money.”

                Bower asked if she could speak to a few employees. Dow introduced her to Bette Jordan, who was responsible for safety and training and left to take a call. Jordan agreed that the math and communication skills of applicants have steadily declined. “Rob’s inability to stay fully staffed is causing all sorts of other problems. Some of our experienced workers are starting to leave because they’re getting tired of waiting for the promotions Rob promised would occur when we expand. They’re also tired of all the overtime they’re putting in. Rob says that it’s a ‘family friendly’ workplace, but it really isn’t because they’re working so late.” She went on to confide “I probably shouldn’t tell you this. Rob doesn’t even know, but one of the guys put a photo of himself chained to his mower on Instagram and all of the employees saw it. I hear there are other things posted that don’t make the company look very good either. For example, when the local paper included us in an article on how to start a great lawn, there were a couple of anonymous comments on their website about the long hours and boring work at Outdoor Solutions.”

1. Explain factors that complicate the recruiting process at Outdoor Solutions.
2. Suggest the best choices of internal and external recruiting methods to improve the number and quality of applicants for Outdoor Solutions. Explain your choices.

Answer 1

Factors that complicate the recruiting process at outdoor solutions are:-

1. ​​​​​​​Requirement for Math skills
   I don't think knowledge in math is essential for physical labour involved in the jobs that are offered by Outdoor solutions. Dow has to change the criteria that recruits should be knowing math since, teaching them through training is already in place after they enter the firm.
   
2. Inefficient system of recruitment
   There is no efficient and established recruiting system in the firm, Rob acquires new employees to basic roles from referrals or craigslist. There need to proper implementation of a recruitment system that clearly specifies Job description, Role and duties and qualifications needed.
   
3. Bad work environment and work culture
   According to Jordan, the employees are utilised to their maximum and not enough compensation is given to the employees. They are doing overtime and are not satisfied with the way Dow lays out the organisational hierarchy.
   
4. Proper laid out system for Promotion of employees
   The employees should be allowed to jump up the organisational chain vertically as they are experienced enough and the pay scale should be adjusted accordingly

Best choices of internal and external recruiting methods to improve the number and quality of applicants for Outdoor Solutions are:

1. ​​​​​​​​​​​​​​Promotion
   Promoting employees to the next position is the best way the employees are satisfied as well as the present employees look up to being the manager that supervise them someday.
   
2. Transfers
   Lateral transfers from one position to another position is good for employees not to get bored doing the same job all day but to have varieties and options in doing the job.
   
3. Advertisement in TVs, Newspapers
   Advertisements in Televisions and Newspapers will increase the visibility of the company and increase the reputation of the company.
   
4. Contractors
   Contractors are people that are employed by organisations that provide employment services.