CASE STUDY RTMM INC. PG. 112
Imagine that you are the recruiting manager for RTMM Inc., asoftware development company. You have had troublepersuading top candidates to join your firm because it is notyet wellknown. You have attracted a sufficient number ofqualified candidates, but too many of them are turning downyour joboffers and accepting opportunities with your competitors.Based on your conversations with job candidates,you thinkthat the key to increasing your job offeracceptancerate is to enhance candidates’ understanding of thecompany andits value proposition. To thoroughly identify thebenefits of the job and of working for RTMM, you conducted focus groups with your current software engineers to learn whatthey valued about their jobs and about thecompany. Thisis the job rewards matrix you created throughthese focus groups:
|
Reward |
Amount |
Differential |
Stability |
|
Annual bonus |
$18,000 average |
$0 to $40,000 depending on company and individual performance |
Availability is based on company performance |
|
401(k) |
9 percent of base salary |
Same for all workers after one year of service |
Stable |
|
Development opportunities |
Depends on the project and skills used |
Differs by need and by job performance level |
Company annually invests at least $3,000 per employee in its formal training program |
|
Promotion opportunities |
Promotion rate averages three years |
Minimum of two years required for promotion; 50 percent are never promoted |
Varies according to company needs and individual performance |
|
Autonomy |
Above average |
Based on skills and 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 the 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.
