Eight Ball Consulting, LLC
“Don’t get stuck behind the eight ball”
Chern’s Case Study
LaRon Peller, Craig Larson, Kay Monty, Glenda Supnet,
... [Show More] Kaeo Paik, and James Thornton
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TABLE OF CONTENTS
Executive Summary......................................................................................................................... 4
Chapter 1: STRATEGIC STAFFING................................................................................................... 7
Chapter 2: BUSINESS AND STAFFING STRATEGIES .................................................................. 8
Chern's talent philosophy recommendation: ...........................................................................................8
Chern's HR strategy recommendation:.....................................................................................................8
Chern's staffing strategy recommendation: .............................................................................................8
Nine Elements of Staffing Strategy ...........................................................................................................9
Chapter 3: THE LEGAL CONTEXT ................................................................................................... 11
Stock Statistics ........................................................................................................................................11
Flow Statistics .........................................................................................................................................12
Concentration Statistics..........................................................................................................................13
Chapter 4: STRATEGIC JOB ANALYSIS AND COMPETENCY MODELING ....................................... 13
Job Rewards Matrix.................................................................................................................................15
Chapter 5: FORECASTING AND PLANNING .................................................................................. 15
Transition Analysis..................................................................................................................................15
Future Labor Market...............................................................................................................................17
Chapter 6: SOURCING: IDENTIFYING RECRUITS........................................................................... 19
IDENTIFYING RECRUITS...........................................................................................................................19
Improve Diversity of Applicant Pool .......................................................................................................22
Chapter 7: RECRUITING................................................................................................................. 22
Employer Brand ......................................................................................................................................24
Chapter 8 & 9: MEASUREMENTS AND ASSESSING EXTERNAL CANDIDATES................................ 25
MEASUREMENTS.....................................................................................................................................25
Resume Review.......................................................................................................................................29
External Candidate Interviews................................................................................................................30
Chern’s Interview Results: ......................................................................................................................32
Standardized Assessments......................................................................................................................33
Chapter 10: ASSESSING INTERNAL CANDIDATES......................................................................... 35
IDENTIFYING ASSOCIATES TO DEVELOP ................................................................................................35
IMPLEMENTING DEVELOPMENT PROGRAMS .......................................................................................37
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INTERNAL PROMOTION OF PROGRAMS AND PROMOTIONS...............................................................38
Chapter 11: CHOOSING AND HIRING CANDIDATES ..................................................................... 39
Combining Assessment Methods............................................................................................................39
Identifying Candidates to Hire ................................................................................................................40
Job Offer LETTER .....................................................................................................................................42
Value of Hiring Decision..........................................................................................................................44
Chapter 12: MANAGING WORKFORCE FLOW............................................................................. 46
Onboarding and Socialization Strategies................................................................................................46
Retention Strategies ...............................................................................................................................48
Downsizing Strategies.............................................................................................................................49
Chapter 13: STAFFING SYSTEM EVALUATION AND TECHNOLOGY ............................................... 51
Digital Staffing Dashboard ......................................................................................................................51
Staffing Technologies..............................................................................................................................52
CONCLUSION................................................................................................................................. 54
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Executive Summary
In order to enhance and move Chern’s business strategy forward, both long term and
short term strategic staffing goals have been identified. We have divided the goals into process
goals and outcome goals. Due to Chern’s aggressive growth strategy, we recommended the
following process goals: 1) Attract large pools of candidates, 2) Identify qualified candidates, 3)
Acquire talent efficiently and effectively and 4) Attract candidates with specific skills and
attributes. From these process goals we expect the following outcome goals to be addressed:
1) Hire people who will perform well that will eventually be promoted, 2) Increase sales and 3)
Reduce turnover among valued employees. If the outcome goals are met, Chern’s will preserve
its unique culture and still be able to drive its business growth. [Show Less]