CASE STUDY RTMM INC. PG. 112Imagine that you are the recruiting manager for RTMM Inc., asoftware development company. You have had troublepersuading top candidates to join your firm because it is notyet wellknown. You have attracted a sufficient number ofqualified candidates, but too many of them are turning downyour joboffers and accepting opportunities with your competitors.Based on your conversations with job candidates,you thinkthat the key to increasing your job offeracceptancerate is to enhance candidatesâ understanding of thecompany andits value proposition. To thoroughly identify thebenefits of the job and of working for RTMM, you conducted focus groups with your current software engineers to learn whatthey valued about their jobs and about thecompany. Thisis the job rewards matrix you created throughthese focus groups:RewardAmountDifferentialStabilityAnnual bonus$18,000 average$0 to $40,000 depending on company and individual performanceAvailability is based on company performance401(k)9 percent of base salarySame for all workers after one year of serviceStableDevelopmentopportunitiesDepends on the project and skills usedDiffers by need and by job performance levelCompany annually invests at least $3,000 per employee in its formal training programPromotionopportunitiesPromotion rate averages three yearsMinimum of two years required for promotion; 50 percent are never promotedVaries according tocompany needs and individual performanceAutonomyAbove averageBased on skills and jobperformanceStableTask varietyAbove averageSame for all employeesStableFun cultureAbove averageSame for all employeesStableYour assignment is to identify the types of people who might be attracted to this opportunity, and to write a one page letter to a hypothetical job offer recipient named Keisha Jackson, persuading her to accept your previously extended, competitive job offer.
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