JOHN CARTER CASE STUDY

GROUP D
JAY CHAPANERI-RAHUL DODHIA-RITURAJ POOCHWALE-SAYAN PODDER
 ANSWER TO QUESTION 1
Stop randomly recruiting staffs.

Forecast which position to fill.

Forecast which personal skills are required for the positions and recruit person with same matching skill set.

Work on labor demands.

Promoting right employees at the right time.

Take exit interviews to determine the feedbacks.

With the help of data-driven tailor-made preselection tools, for example in the form of online evaluation.
Answer to question 2
• Start forecasting employee and company sales Provides a detailed list of recommendations on how to increase the pool of acceptable
applicants so you do not have to hire anyone to attend increase. First, make a detailed list of all the requirements you need. At work. There
are different strategies for finding the right employee. Internal candidate. It is inappropriate for us because we need a full-time workforce
before we can promote someone.
• Return to work when you know someone who has done an excellent job and want to come back. It is a mutually beneficial situation.
• Hiring via the Internet Today, most people use the Internet to find the right job. For this reason, it is important for us to have a good internet
presentation, which includes our homepage, Online Recruiting Job Boards and Social Media Websites. If we want to recruit new applicants
over the internet, it is important to formulate a detailed list with all requirements the applicant need for the job.
• The media the classical way is to place an ad in the local newspaper.