Imagine that you are the recruiting manager for RTMM Inc., a software development company. You have had trouble persuading top candidates to join your firm because it is not yet well known. You have attracted a sufficient number of qualified candidates, but too many of them are turning down your job offers and accepting opportunities with your competitors.
Based on your conversations with job candidates, you think that the key to increasing your job offer acceptance rate is to enhance candidates' understanding of the company and its value proposition. To thoroughly identify the benefits of the job and of working for RTMM, you conducted focus groups with your current software engineers to learn what they valued about their jobs and about the company.
This is the job rewards matrix you created through these 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 letter to a hypothetical job offer recipient named Keisha Jackson, persuading her to accept your previously extended, competitive job offer.