Persuasive Communication - How Audiences Decide. 2nd Edition

68 Understanding Rational Decision Making

Employment Decisions: Responses to Recruiting Efforts

Employment decisions are complementary to staffi ng decisions and are made by agents or those

who wish to become agents. Examples of employment decisions include a job-seeker’s decision

whether to make an application, a job applicant’s decision whether to accept a job offer, and a cur-

rent employee’s decision whether to stay with her fi rm.

Agents make employment decisions in order to obtain the best job they can. Principals seek

employment decisions from agents or potential agents when they recruit and interview candidates

for open positions and when they make counteroffers to their own employees who are recruited

by competing fi rms. Documents and presentations principals produce in order to elicit employ-

ment decisions from agents include job descriptions , recruiting literature , recruiting presentations , and job

advertisements.

Job seekers appreciate job advertisements and other forms of recruiting literature that address

their criteria for employment decisions. For example, nursing students evaluating job advertise-

ments much prefer the “standard” job ad over testimonial job ads or minimal ads that contain

only the job title and the employer’s internet address.^41 Standard job ads address many of the

criteria job seekers have including company information, a job description, job requirements,

application procedure, salary, and conditions of employment. Although job applicants give most

attention to the location of the job and compensation,^42 they rate job advertisements as more

effective when the ads also include the size of the organization,^43 the job’s attributes,^44 as well

as the organization’s staffi ng policy.^45 Unsurprisingly, experienced job seekers are more affected

Experience

Ingersoll-Rand Company, Davidson, NC

Global manufacturer of industrial equipment and machinery with sales over 12 billion

2010 to 2013 Project Leader

Promoted to position in Human Resources leading teams up to 10 people to restructure processes.

• Achieved 100% increase in reporting and administrative productivity by developing local information
  system using database and corporate payroll software.


• Generated 30% increase in delivery reliability and 40% decrease in backorders from in-house supplier
  by implementing order entry process enhancements.


• Led team of marketing managers to redesign departmental structure. Increased customer focus through
  addition of product training and market analysis functions.

2010 Order Fulfillment Team Member

Cross-functional team member tasked to generate supply chain improvements.

• Achieved 60% decrease in purchase order processing time through EDI implementation.


• Reduced order fulfillment cycle time by 90% and improved ability to reliably meet weekly production
  schedules by 20% through implementation of new procurement and manufacturing planning processes.

2008 to 2010 Management Development Program Member

One of three selected from 100 candidates for program of project experience and management skills

development.

• Evaluated off the shelf product supporting information technology strategy for human resourc e
  management functions.

InterestsTravel throughout Europe and Southeast Asia,skiing, soccer, and golf.