(1) From the case study below, discuss possible new options for finding quality employees other than those considered in the case study.
(2) From the case study below, discuss how Mark Sims could better motivate the employees he already has to become more productive and dedicated. Provide specific examples to support your response.
Case 9 Fikes Products
How can the CEO of a fast-growing company improve his poor track record at hiring stars?
In 1997, Mark Sims began working in sales and service for Fikes Products, a company in Kent, Washington, with 30 employees that sells janitorial supplies and services to restaurants, retailers, and other businesses. In 2003, Sims became the owner of the company when his parents, the founders of the company, retired. Sims used his sales talent to increase annual sales at Fikes to more than $4 million and opened a branch in Portland, Oregon.
He is proud of the company's growth but realizes that it has created a problem: The day-to-day tasks of managing a fast-growing company are draining him professionally and personally. He wants to hire several employees, including an office administrator, two route drivers, and a warehouse worker.
Dan Price, a fellow entrepreneur and mentor, suggests that Sims also hire an operations manager to handle the daily operations of the company and allow Sims to focus on leading the company. "There is no one to take work off of Mark's plate," says Price. Yet he understands Sims' hesitation. "A first senior hire is daunting for an entrepreneur," he says.
Sims also is a bit gun shy when it comes to making hiring decisions because his track record is not that good. Recently, he hired several employees who seemed "fine," but none of them lasted. A route driver that he found on Craigslist wrecked a new vehicle before he quit. A new office staffer spent 30 percent of her workday on personal social media, distracting coworkers and raising their ire. Sims also sees the time he spends sorting through resumes as unproductive because he could be out in the field landing new customers.
The high unemployment rate means that the number of applicants, qualified or not, for each job has surged. "I get resumes for driver positions from applicants who don't even have a driver's license," he laments. "We aren't attracting the quality candidates we'd hoped for," he says, citing a "deteriorating work ethic" among many applicants. "I want to get people excited about working here-even if we do sell toilet paper and Dumpster deodorizers."
To find candidates for the operations manager's position and lower-level jobs, Sims is considering placing employment ads on state employment agency Web sites because they are free.
He also has considered hiring a professional recruiting company but is hesitant because recruiters typically charge a fee that is the equivalent of 20 to 30 percent of the new hire's first year salary. Sims knows that his company has to attract quality workers if it is to continue to grow and prosper, but he is unsure of the best way to find them.