Introduction
This report will discuss the human resource problems that Catherine Carter dry-cleaning stores, a typical dry-cleaning store which is heavily dependant on hiring good managers, cleaner-spotters and pressers. Catherine Carter, head of her family’s six-store chain of dry-cleaning stores discovered that there is a problem in running their company which is hiring good people. This is due to workers that are nomadic in their habit if moving around. Meaning to say, Catherine Carter dry-cleaning stores may continue to face major challenges in recruiting and retaining workers
The report is divided into three parts, and the first part discusses about recruiting strategies that may be used for Catherine Carter to increase the number of suitable job applicants so that her company need no longer hire just about anyone who walks in. The second part discusses on designing a complete advertisement which Catherine Carter can publish in the local newspaper for suitable applicants, while the third part discusses how to attract and retain their worker, since the company is facing high turnover rate, thereby reducing recruiting problem. The last part concludes the view and recommendations based on the analysis of the company.
1. Recruitment strategies
Nowadays, everyone seems to agree that recruiting and retention are strongly linked ( Burkholder, Edwards and Sartain 2003, 33). According to Muniapan 2005, “ recruitment is no longer shopping as it used to be but is marketing”. Therefore, the Catherine Carter dry-cleaning stores should start recruiting the right people with valuable candidates. However, making a bad recruitment decision can be costly such as wasting money and time.
First of all, in the age of information ...