Carter Cleaning Centres

Getting Better Applicants If you were to ask Jennifer and her father to state the main issue they faced in running their business their answer would be quick and short: hiring good people. What originally began as a string of coin- operated laundromats requiring virtually no skilled help, the chain grew to six stores, each heavily dependent on skilled managers, unique machinery, and committed, dedicated operators. Although employees generally have no more than a high school education the market for them is very competitive. Over a typical weekend, literally, dozens of want ads for experienced pressers or cleaner/spotters can be found in area newspapers. All these people usually are paid around $15 per hour, and they change jobs frequently. Jennifer and her father face the continuing task of recruiting and hiring qualified workers out of a pool of individuals they feel are almost nomadic in their propensity to move from area to area and job to job. Turnover in their stores (as in the stores of many of their competitors) often approaches 400%. "Don't talk to me about human resources planning and trend analysis," says Jennifer. "We're fighting an economic war, and I'm happy just to be able to round up enough live applicants to be able to keep my trenches fully manned."

In light of this problem, Jennifer's father asked her to answer the following questions.

please research, analyze, and discuss the following:

1) First, how would you recommend the Carters go about reducing the turnover in their stores? (5 Marks)

2) Provide a detailed list of recommendations concerning how Carters might be able to increase their pool of acceptable job applicants so they can be more selective in whom they hire. Your recommendations regarding the latter should include completely worded online and hard-copy advertisements and recommendations regarding any other recruiting strategies you might suggest. (7 Marks)

3) What is your recommendation for Cater Cleaning Centres? (3 Marks)