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Kane, a manager for a large trucking company, knows that the company struggles to recruit enough CDL-certified drivers to keep the business functioning. Kane devises a new plan to identify potential drivers and pay for them to become CDL-certified. Further, Kane believes the potential drivers should be more diverse than the usual pool of applicants, so he intends to focus on recruiting women, military veterans, couples, and immigrants. If you were Kane’s manager, how would you instruct him to apply the planning/control cycle?
Kane, a manager for a large trucking company, knows that the company struggles to recruit enough CDL-certified drivers to keep the business functioning. Kane devises a new plan to identify potential drivers and pay for them to become CDL-certified. Further, Kane believes the potential drivers should be more diverse than the usual pool of applicants, so he intends to focus on recruiting women, military veterans, couples, and immigrants. If you were Kane’s manager, how would you instruct him to apply the planning/control cycle? a) Develop a plan without diversity considerations
b) Implement the plan without assessing effectiveness
c) Regularly review and adjust the plan based on feedback
d) Focus solely on traditional recruitment methods
Final answer:As Kane's manager, I would recommend regularly reviewing and adjusting the recruitment plan based on feedback to ensure effectiveness and responsiveness. Emphasizing diversity by connecting with professional minority groups and holding bias-free initial phone interviews, as well as tying management bonuses to diversity goals can help build a stronger, more dynamic organization. The correct option is c) Regularly review and adjust the plan based on feedback.Explanation:The correct option is c) Regularly review and adjust the plan based on feedback. If I were Kane's manager and he was looking to apply the planning/control cycle to his recruitment plan, I would advise him to regularly review and adjust the plan based on feedback (option c). This approach ensures that the initiative is dynamic and responsive to actual results. Kane's intent to recruit a more diverse workforce aligns with the belief that diversity makes an organization more valuable, as suggested by Kawasaki, who recommends removing bias by conducting initial interviews over the phone.Furthermore, to manage cultural diversity, organizations should trail diversity metrics and make managers accountable for diversity, similar to the approach of companies like PepsiCo. Bonuses can be tied to diversity-related goals, thus promoting a diverse climate throughout the organization.Lastly, Kane can strengthen his recruitment practices by collaborating withminority professional groupsand ensuring employment advertising reflects the company's commitment to diversity. This holistic approach can position the trucking company to not only fulfill its immediate hiring needs but also enhance its overall cultural diversity and business strength....