2. In Chapter 11’s opening vignette (textbook p. 305, p. 323), you read how Mari

Question

2. In Chapter 11’s opening vignette (textbook p. 305, p. 323), you read how MarineMax tries to tailor its job offers to specific candidates. In your written homework, use 1-2 paragraphs to address the question “What can MarineMax do to increase the likelihood that the top sales candidates it recruits will accept its job offers?” Then, be prepared to discuss in class the following questions: a. Do you think that it is ethical for MarineMax to give different new hires for the same job different amounts of pay and benefits? b. Should MarineMax use a low, competitive, high, or maximum job offer? Why? Should the company present a maximum job offer or leave room to negotiate? Why? 2. In Chapter 11’s opening vignette (textbook p. 305, p. 323), you read how MarineMax tries to tailor its job offers to specific candidates. In your written homework, use 1-2 paragraphs to address the question “What can MarineMax do to increase the likelihood that the top sales candidates it recruits will accept its job offers?” Then, be prepared to discuss in class the following questions: a. Do you think that it is ethical for MarineMax to give different new hires for the same job different amounts of pay and benefits? b. Should MarineMax use a low, competitive, high, or maximum job offer? Why? Should the company present a maximum job offer or leave room to negotiate? Why? human resource department should be sure to koep appropriate for equal employment opportunity and affirmative action (EBO/AA usch as applicant flow. If a rejected applicant is qualified for a different A firm's sure to keep appropriate records of all stus the hired in the future for the job to which he or she applied, this can help faci dual's data cannot be warchoused for future recruiting purposes without the individual isure sourcing and recruiting of prequalified applicants. It is important to note that an ion to access it every time. THE CANDIDATE REJECTS THE COMPANY When a candidate turns down a job offer a better offer if the firm were willing to negotiate one. If the negotiation process breaks who that made the offer should try to find out whether the person might be willing the person n thereafter, the candidate's rejection should be promptly and respectfully acknowledged dnc human resources expert suggests that the primary reason many people turn down jobs is d as o hecause they were treated poorly during the hiring process. Although a candidate might initially y the ix months before asking candidates precisely why they turned down a job offer.At this point, cive a reason for rejecting the firm, it may not be the real cause. The expert su they might be willing to talk more candidly ahout their recruiting experience. Reneging orded the waiting ed Job seekers should never accept a job offer, even verbally, unless they are willing to commit to it. Backing out of a contract after it is accepted is called reneging, and is unethical. Many schools RENEGING actively discourage reneging among their graduating students by threatening to revoke their ability backing out ofc o apply with other on-campus recruiters or revoking their alumni privileges never pressure candidates to ng the employ Employers should renege on other employers. Although reneging is sometimes unavoid- sspercenable due to a candidate's changing health or family circumstances, it should not be taken lightly s aepnd Employers sometimes renege on the job offers they have extended c even after the offers have been accepted. Perhaps an employer's business environment changes unexpectedly, the firm experiences a slump, or it is being reorganized, sold, or shut down. Ofiter companies that renege on a job offer will give the job offer receiver compensation for breaking the contract. Instead of reneging, it may be possible to defer the new hire's start date and offer the person a partial salary in the interim. Alternately, it might be possible to hire the individual as a consultant or temporary employee and convert him or her to a full-time hire as soon as possible of cv (e.g.. after a hiring freeze is lifted). When many law firms extended job offers to summer interns organizaion Hiring Top Performers at MarineMax To control its fixed labor costs, with customers, and because the company focuses on premium brands, atracting, keeping, and dev MarineMax needs to persuade top talent to accept its job offers without paying them more than it has to. Because successful boat retailing depends on developing relationships d for oc ative s ofier d oping its employees are MarineMax's top prionities. The yacht maker knows that its poople are critical to its success. As a result, it constantly tries to hire the best candidales to help it achieve its anticipated future growth 70 MarineMax pays more than its competitors do, hut the company also provides intan MarineMax tries to tailor its job offers to each finalist. The company is willing to pay what it takes then uses salary surveys and market information company uses performance-based exter gibles, such as challenging work and advancement oppornunities to get top performers. However, to avoid overpaying employees, MarineMax provide the company a full salary history, MarineMax t to shape each job offer. To avoid having high fixed labor costs, the pay programs and sometimes negotiates guaranteed performance bonuses for an employee's first to lure top talent. The company is also willing to use stock options to persuade some accept its job offers, which is uncommon in the industry. 71 requires candidat year Top service technician candidates are enticed with a guaranteed opportunity to bill out a certain signals to top technicians that a job at MarineMax will pay well. MarineMax's standand bencfits package includes health benefits, a 401(k) plan with an employer match, an employee stock purchase plan, and an atrac- tive discount on its boats.2 Its flexible approach to creating job ofers that best appeal to its loe cand. amount of work and increase their hourly rate by obtaining additional crodentials. This dates has helped make MarineMax a leader in its industry

Explanation / Answer

2.

Marine Max should restructure its hiring process to make it more elaborate and challenging. It should “gamify” some of the steps of the hiring and include case studies, scenario analysis and assessment centers as part of the recruitment strategy. This extensive and slightly expensive hiring process should ensure that only the most competent person gets hired for the job.

Also the person who is offered a job offer after an exhaustive selection process is less likely to deny the offer since he or she has already spent a considerable time and effort throughout the selection process. In the job offer rolled out process, Marine Max can include the possible career progression chart for the new employee and also focus on the intangibles such as challenging work and learnings from the job. These will ensure that the new employee is engaged and is more interested in taking up the offer.

Discussion:

A)

It is definitely not ethical for Marine max to discriminate among employees who have the same job profile by providing them different pay and benefits as it violates the basic principle that everyone is treated equally in the organization.

B)

Marine Max should roll out a competitive offer and then leave the room for some negotiation within a fixed band that could be accommodated based on the experience and skill set of the new hire. This will ensure that employee costs in controlled.

C)

The company should leave some room to negotiate in order to modulate the salaries and benefits as per skill sets and experience which are likely to some variability. This will also lead to control of employee costs and also satisfaction to higher skilled employees.

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