The Recruitment Gurus is a top-of-the-line recruitment agency that is based in Trinidad and Tobago. They have just landed a big contract to source staff for an overseas company that is trying open a branch in Trinidad. Their new client had recently opened a major new facility in Trinidad and needed to recruit over 200 software engineers. Despite initial optimism about the location and the available talent pools, it quickly became apparent that recruitment was going to be problematic.

The Recruitment Gurus carried out in-depth research and shared comprehensive insights to put data behind strategic changes resulting in improved employer branding, revised budgets and hiring strategies aligned to the location.

Their client’s wanted the new facility to become a ‘centre of excellence’ for current and future software engineering for electric and automated driving vehicles. However, the Talent Acquisition team tasked with identifying, attracting, and hiring the required talent encountered problems. Firstly, the location itself (situated about 150 miles from the capital) was problematic. Secondly, there were a number of “hands off” agreements in place with competitors where relevant talent could currently be working.

There was also concern around whether the software engineering skills existed in the local talent pool and whether a significant percentage of individuals who would require work permit to gain permanent employment.

The team needed a strong business case to take to the board, highlighting the numerous attraction challenges faced, to help shift the dialogue.

Question 1

1. Outline THREE (3) factors that have the potential to impact the recruitment and/or selection process in the case.

  2.Condense the Recruitment process into FOUR (4) Use examples from the case to support your answer as much as possible.

3. Explain TWO (2) external sources of recruitment that could be used in the case