Carlyle Comptech Case Study

304 Words1 Page
bulb-icon

Recommended: Features of recruitment

Carlyle should first determine what her expected outcome from hiring the personnel recruiter entail. Researching the role of a recruiter and comparing to her expected results will generate a blueprint of how to proceed with the job description (DePaul Brown & Tourigian, 2006). Next, there should be an outline of the issues that CompTech are currently facing, to ensure that the approach taken is not one that is repetitive of the current strategy. The outline will detail data from previous recruitment tactics, as well as demographic information. Also, the methods in which to conduct recruitment activities, such as social media, mass marketing, or television advertisements should be included. Of course, any recommendations by the recruiter that

Show More
Related

  • Business Case Study: Paycom Software, Inc.

    1410 Words  | 3 Pages

    Paycom software, Inc. is a software company which has the system based on cloud. This company provides payroll and HR service for many firms in United Stated. Many people manage and operate businesses think that payroll is their favorite work. But from the perspective of cost and profit - why businesses should use the services of payroll? There are some reasons why firms need this kind of business. (Paycom Software, 2014)

    Read More

  • Case Analysis Of Hewlett Packard

    1657 Words  | 4 Pages

    Hewlett Packard (HP) is a company founded in 1939 by William Hewlett and David Packard. It manufactures a variety of products and operates in over 50 countries worldwide. The products manufactured are grouped partially by function. One such group is the peripherals group which includes products such as printers, plotters, magnetic discs, tape drives and network products.

    Read More

  • Comptech Case Study Summary

    635 Words  | 2 Pages

    CompTech is a large computer products retailer and the company is looking to expand the company. However, the company is having significant problems in the hiring process for store managers as well as a problem retaining store managers working for the company. In the description given, it appears that the only specifications for the store manager position is the candidate must have a MBA degree or at least three years’ experience as a store manager. Normally, a job listing has multiple specifications listed in the job description to ensure that only the most qualified apply for the job. “Preparing job descriptions can help an organization clarify what it really wants to accomplish while at the same time letting the potential employee understand

    Read More

  • White Feather Corporation’s College Recruitment Program

    1652 Words  | 4 Pages

    Last year Marianne delegated on-site campus interviews to three department managers to be recruiters preparing them only with a briefing to keep their questions specific to qualifications for the job. The three managers conducted 64 interviews over one week at four different college campuses and most failed to file interview reports in a timely manner. This year Marianne recognized that last year’s schedule was perhaps too rigorous for only three managers so this year she has instead selected twelve managers to be recruiters on just one college campus each. Marianne’s poorly managed campus recruiting program, has led her to seek the advice of professional HR colleagues to improve her efforts during this year’s campus recruiting program.

    Read More

  • Recruitment: Heidrick & Struggles International, Inc.

    862 Words  | 2 Pages

    Recruitment is crucial in meeting the goals and objectives of an organization. The recruitment and training process allows an organization to seek out (search) individuals who will fit the proposed job description and meet the objectives of the organization, moving toward a successful future within the organization. High-performing staff is essential in an organization to deliver outstanding services to the valued customers. Often times, an organization will have trouble recruiting and retaining outstanding employees. Those who are able to do so gain a distinct competitive advantage over the firms who were unable to properly recruit. Additionally, efficient recruitment saves costs as the need to re-recruit and retrain an employee holds substantial costs compared to retaining an employee who has already been recruited. Recruiting the right people is a key managerial role, yet many agencies do not devote enough time to the recruitment process. This case analysis identifies Heidrick & Struggles International, Inc. in relation to the recruitment process and retaining of employees in order to have long-term success within the organization. In a changing industry, Heidrick & Struggles feared that their 54-year-old business model would not stand up to the evolving needs of their clients. Through recruitment, they could compensate for these changes by bringing in the right personnel to handle the situations that arose from an ever-changing business environment.

    Read More

  • Contech Case Study

    1818 Words  | 4 Pages

    The risks associated with a new product launch can be roughly defined as demand risks and supply risks. Erhun, Goncalves and Hopman (2007) defines demand risks as those that reflect the market for the new product and supply risks as internal processes for supplying the product. The primary potential risks to the company associated with the introduction of Multi-Plate are the upfront costs of plant and equipment modifications (supply risk), properly training the sales and manufacturing teams (supply risk), raw material forecasting and upfront cost (supply and demand risk), managing customer expectations (demand risk), and properly training installers to ensure safe and successful installations (supply and demand risk). Upfront costs will not be recuperated until incremental orders are fulfilled and invoices are paid. Therefore, if the business does not take-off as forecasted, the company will have to absorb those costs. Conversely, if orders are greater than anticipated, lead times and raw material

    Read More

  • Case Study Landslide Limousine

    964 Words  | 2 Pages

    In response to your request to recommend recruitment and selection strategies for our client, here are a few things that these strategies should contain.

    Read More

  • Decoding the Anatomy of Professional Business Content

    1119 Words  | 3 Pages

    • Horizontal snapshot (Service provide, revenue, industry, CEO, and more) of the client under the banner picture

    Read More

  • Dell's Business Case Study

    1426 Words  | 3 Pages

    Speaking about the business model of Dell, it has ability to remain on the higher end of the scale for a particular time period. Dell has business model, which primarily focuses on direct selling line of attack. It in a straight line supplies the PCs to the regulars. It does not believe in intermediary, retailers for the business practices. Undeniably, this gives them an edge to serve customer well. Nevertheless, it understood the importance of retailers and start offering products on the premises of retailers, such as Wal-Mart, Sam’s Club and so on. Next, Dell administration is certain of the exclusive business of PCs. As time goes on, however, observing the

    Read More

  • Company Case Study Saxonville Sarvard

    1157 Words  | 3 Pages

    Saxonville Sausage Company (SSC) produces a variety of fresh pork sausage products including bratwurst (70% of revenues), breakfast sausage (20% of revenues) and Italian sausage named Vivio (5% of revenue) in United States via both national and regional brokers and distributors. Since 2004 the sausage industry has been facing to a sales decline, due to the fact that both the bratwurst and breakfast categories across all sausage producers had been flat. In order to achieve the profit objectives for the next financial year, SSC planned to launch a national Italian sausage brand as it’s the one category showing growth across the entire retail sausage brand in the short term period (2004 – 2005). In the current situation, Saxonville ought to create a

    Read More

  • Case Study Of IBM

    871 Words  | 2 Pages

    PROBLEMS: The People lack DEEP KNOWLEDGE: With a gross cut in the number staff of about 200,000 as a result of noticeable decline in performance, IBM 's control continued to wane around 1990s. IBM reported its first huge loss in 1990; its income declined by 74.8% toward the end of the year. Resultantly IBM was relegated to 45th place in the Forbes records. IBM woes further deepened as a result of the promoters’ denial of the fact that their income and reputation were on the dwindling trend. Another factor responsible for the downward trend of IBM around this time is the incursion of new IT companies, Microsoft Corporation and Intel Corporation. The company lack of knowledge in the ensuing consumerism structure brought about by the internet

    Read More

  • Hewlett Packard Case Study Summary

    1569 Words  | 4 Pages

    The Hewlett Packard case was a scandal that happened in 2006. The board of directors in Hewlett Packard was involved in a scandal. Hewlett Packard was using different legally questionable methods to try to spy on their directors. Over periods of time discussions from the board members were being leaked and they could not figure out why. Private investigators were hired and they found out George Keyworth was the one behind it all.

    Read More

  • Improving College Recruitment

    1823 Words  | 4 Pages

    Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.

    Read More

  • Essay On Recruitment

    1089 Words  | 3 Pages

    Recruiting is the discovering of potential applicants for actual and anticipated organizational vacancies. In other words, it is a `linking activity' bringing together those with jobs and those seeking jobs.

    Read More

  • Recruitment And Selection Process Essay

    1176 Words  | 3 Pages

    Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.

    Read More

More about Carlyle Comptech Case Study

Open Document