A large Midwestern university is opening a regional branch about an hour away from its main

campus. Labor projections suggest that the company will need to hire about 200 new employees
to fill cleaning, maintenance, security, and cafeteria entry-level positions because of traffic and
bad winter weather, it is unlikely that many of the university's current staff will want to transfer
to the regional branch. Most of the openings are for hands-on, manual labor jobs that do not
require a college education, extensive computer skills, or office experience. The university would
like to minimize the cost of its recruiting efforts.

Statement of the Problem

1. The university’s one crucial aspect under consideration is the exploration of

opportunities to tap into local talent pools, aiming to lower recruitment expenses and
bolster community involvement.

2. Staffing the regional branch of the university presents a dilemma, as it is improbable

that a significant number of its current employees will be willing to move, primarily due
to factors such as traffic congestion and severe winter conditions.

3. The obstacle of both attracting and retaining employees, particularly in the face of
severe winter weather conditions, presents a substantial barrier in the process of
staffing the regional branch.

Objectives

1. Cost-effectiveness is the main goal, aiming to reduce recruitment expenses while

maintaining the quality of hires. The process should focus on identifying and employing
efficient methods to achieve this

2. Create a cost-effective recruitment plan for a new branch of a Midwestern university,

ensuring the timely hiring of around 200 entry-level staff for various roles, while
addressing traffic congestion and severe winter weather challenges.

3. Preparation for dealing with severe winter weather disruptions should involve having a
strategy in place, which encompasses contingency measures for hiring and training, if
needed.
Alternative Course of Action

1. Skills Development Program – the university should develop and execute training
programs to equip local residents with the necessary skills for roles in cleaning,
maintenance, security, and cafeteria services.

2. Partnership agreement - The University should have partnerships to have a better

opportunity and Collaborate with other local vocational schools, community colleges, or
workforce development agencies to give and provide proper training and certification
programs tailored to the job roles.

3. Financial stability - the university must have an enticing financial package to encourage
individuals to enroll in the training programs and to ensure their dedication to
employment at the regional branch. This package should include competitive
compensation, benefits, or incentives that make the opportunity appealing to
prospective candidates.

Recommendations

1. Have a Local Labor Analysis

 Undertake a thorough examination of the labor market in the immediate region

to gain insights into the pool of available candidates, prevailing wage structures,
and any distinctive recruitment difficulties associated with the designated roles.
 Identify pertinent local job listings, community groups, and workforce
placement agencies that can facilitate the discovery of qualified candidates.

2. Staff Referral Initiative

 Launch a staff referral initiative within the university's current workforce to

inspire them to recommend suitable candidates from their local connections.
 Provide incentives or rewards for effective referrals to stimulate active
participation among existing employees.
3. Online Job Postings

 Utilize the university's website and social media platforms to advertise job
openings.
 The University must explore job posting platforms like LinkedIn, Indeed, or local
job boards to reach a broader audience.