Doohickeys, Inc. Case Study

“Organizations need to take a serious look at the challenges facing them. They need to stop treating recruitment as a big surprise. They have to approach hiring from a rigorous, strategic, and objective point of view. They must develop best practices, which in many cases will mean drastically revamping their hiring processes. They need to educate their line managers so they can hire effectively.” Doohickeys, Inc. is one of these companies. There are several key issues within Doohickeys, Inc. regarding recruiting and hiring. One of their biggest issues is they do not have standardized procedures in place for hiring at any level of the company. There is a definite issue with the way hiring at the management level is conducted. All management

is on the right path by hiring an HR manager to help them sort out their recruiting and hiring issues. The first suggestion we have for Doohickey, Inc. is to start by assessing the current and anticipated needs at the management level. “Most companies react to hiring situations as emergencies.” This often results in hiring one person for the job, not checking references prior to hiring, and ending up with the wrong person in place to perform the duties required. This seems to be the case with Doohickeys, Inc. If they were to take the time to plan ahead and anticipate future needs within their organization, they could have the time to find the right employee to fill the position in question. They should come up with a schedule where every other year, at the beginning of the year they review their high-level leadership needs and create a plan based on those needs. They should be looking for specific needs such as number of people needed and in what positions to help them meet their goals. They should also have specific qualities and skill sets in mind for the people who will be needed to fill those positions as well as have a plan in mind on how to bring the right people into the organization. Taking the time to honestly answer these questions would be a significant step in the right direction for Doohickey, Inc. in finding qualified, competent people to help manage the company and bring it to a higher

is to recruit for high level positions. To have the best people in place, who are the best fit within the company, recruiting is a must. Recruiting to fill positions helps you to see what talent is outside of the company as well as within the company. This will keep them from being in the position to hire the first person they interview because they are feeling rushed or pressured. In the article, “The Definitive Guide to Recruiting in Good Time and Bad” it says “Cast your net widely for candidates by asking suppliers, customers, board members, professional service providers, and trusted insiders for suggestions.It is important to have a large group to choose from so that you can be sure to get the best talent in the right positions. In doing this, Doohickey needs to look within the company as well as outside of the company. It is also important to look at “inside-outsiders” and “outside-insiders’ during the recruiting process. Outside-insiders are those By being open to all qualified candidates from within or outside the organization, Doohickeys, Inc. would only be setting themselves up to have options of great talent to fill open positions. It is very important to consider promoting from within the organization. This is one step to lowering the high turnover rate within the company. If employees feel like there is an opportunity for growth within the organization, they are less likely to leave. By setting up a recruitment