CASE

STUDY
Group Seven | ALM1

ACHURRA CAALAMAN FRANCISCO

BACHAR DE LEON PARADO
STATEMENT OF THE PROBLEM
The large Midwestern university aims to open a
regional branch. The university would like to
minimize the cost of its recruiting efforts but due to
the new regional branch being an hour away from
the main campus, traffic, and natural causes, it is
unlikely that the current staff of the university would
prefer to transfer. Therefore, the university would
need to hire employees to fill the job openings for
the new regional branch while simultaneously
minimizing the cost of its recruiting efforts.
 OBJECTIVES

Offer training programs for

Minimize the jobs that do not require a
college education,
university’s cost of extensive computer skills,
its recruiting efforts. or office experience.
Fill the job openings
for the new regional
branch.
 ALTERNATIVE COURSE OF ACTION
Minimize cost in recruiting efforts by Profile Targeted Recruitment Campaign: Instead of focusing on the current employees of the
main campus it would instead focus on how the regional branch attracts and find possible new hires that would greatly fit the profile.

Limits of the Campaign: Advertising (Local Focused)

Online Groups or Forums
Online Publication
University Website
Local Newspaper
Word of Mouth
Job Fairs
Local Residents
Government Sponsored
Execution
- Social Media
Use of online platforms to find potential quality candidates. (Ex: LinkedIn, Twitter, Facebook, and Instagram)

- Employee Referrals
Referral and recommendation of existing employees/staff.
External recruitment
Employee Advertisement
 RECOMMENDATION
In order for Midwestern University to successfully recruit and hire 200 employees for their
regional branch it recommended that the university should enforce a Targeted
Advertisement Campaign limited to only the people that would fit the profile for the entry
level positions such as avoiding educational institutions, private recruiting agencies, and
contracts with exclusive agencies. Main ways to execute the campaign:
The power of Social Media will allow the Midwestern University to find and locate potential
quality candidates for entry-level positions. The university will be able to publish job posts,
network with professionals, and investigate potential job applicants by utilizing social media
platforms such as LinkedIn, Twitter, Facebook, and Instagram. Social recruiting can save
money because of its efficiency and short time to hire. You can communicate with possible
applicants in real time on social media, which results in faster responses and more
straightforward communication. This will assist you in establishing strong working
relationships and hiring suitable talent more quickly.
Employee Referrals are also a low-cost technique to hire and recruit potential employees.
This strategy uses existing employees' professional networks to aid recruitment. Many
companies have employee referral programs that offer incentives, such as bonuses or
prizes, to people who refer qualified candidates to the company. Furthermore, the existing
Midwestern University workers are frequently aware of the skills and expertise required for
a post. As a result, they can refer to individuals who match the university's culture and
needs.
 THANK
YOU!
Group Seven | ALM1

ACHURRA CAALAMAN FRANCISCO

BACHAR DE LEON PARADO