Edward’s Restaurant and Sir George’s Catering Case...

03/13/2013 Edward’s Restaurant and Sir George’s Catering Case Analysis General Environment Demographic: Industry: Demographic factors are favorable to the restaurant industry. Approximately 52% of the 1993 population in the area was 60 years of age or over. This was considered the restaurant’s main target market. During the late 1980s and early 1990s, the number of people taking up permanent residence in the valley increased dramatically for various reasons. The climate was attractive for growing population of seniors. Land prices, housing, taxes, and utilities were affordable. With the average cost of an acre of industrial land in the Penticton area at $45000 in 1991, businesses were attracted to the area. Between 1984 and†¦show more content†¦Level of tourism was declining after 1991, campgrounds in the area were planning to close due to tax increases, and one waterslide had already shut down. Demand for accommodation and related services in Penticton had declined (1994). Fast food was particularly popular with younger customers. Many of fast food restaurants were parts of large chains that provided the financial strength of giant corpo rations and relatively standard menus and layouts familiar to traveling customers. The restaurant industry had an unusually high number of failures. According to Ed Gowe (1993), the average lifetime of new restaurants in the Penticton region was about two years. The number of restaurants in the area remained high. The industry standard suggested that, on the average, about 1 restaurant for each population unit of 1,000 would leave well-managed restaurants viable. The 1993 Penticton population of about 27,000 seemed to indicate that 27 to 30 would be an appropriate number of restaurants for the city. At the time, however, there were about 100 eating establishments in Penticton. Firm Position: Economic factors are unfavorable to Sunoka. Restaurant located about 64 km from U.S. border. To the north lies Okanagan Lake, home of the legendary aquatic monster Ogopogo, it attracted many tourists to that area. Attraction such as campground, waterslides, and two ski sites alsoShow MoreRelatedEdwards Restaurant and Sir Georges Catering Case Study15360 Words   |  62 PagesEdward’s Restaurant and Sir George’s Catering Case Analysis General Environment Demographic: Industry: Demographic factors are favorable to the restaurant industry. Approximately 52% of the 1993 population in the area was 60 years of age or over. This was considered the restaurant’s main target market. During the late 1980s and early 1990s, the number of people taking up permanent residence in the valley increased dramatically for various reasons. The climate was attractive for growing population

The Minimum Wage Should It Be Raised At $ 15 - 2087 Words

The Federal Minimum Wage: Should It Be Raised to $15 Everyone agrees that it is time to raise the U.S. Federal Minimum wage, but if we listen to the ‘Fight for 15’ movement and increase it to $15; will that much of an extreme increase hurt more people than it helps? The current U.S. Federal minimum wage is set at $7.25 per hour and was signed into law in 2009 by then President Barrack Obama. An increase to $15 per hour would be more than double the current rate and would have to be implemented in stages or it could have catastrophic consequences for our economy and lower wage workers. The minimum wage is the basis for the wage structure across the states. The population could see a decline in their living standards if the minimum wage†¦show more content†¦According to the U.S. Bureau of Labor, the states with the highest percentage of minimum wage workers were geographically located in the South, while those with the lowest were in the West, which was mainly due to those states establishing higher state minimum wages than the Federal one. We need to know who the minimum wage worker is to understand how the Federal minimum wage affects them. In 2015 workers that make at or below the federal minimum wage comprised 3.3% of the 78.2 million workers in the United States that were paid hourly rates. This was a decline from 3.9% in 2014 and is well below the high of 13.4% in 1979 when data was first recorded. 20% of hourly paid workers are under the age of 25. The age group of 16-25 comprises approximately half of those that are paid minimum wage in the United States. Only 11% of employed teenagers (ages 16-19) that work for an hourly wage earn the federal minimum wage compared to about 2% of workers who are 25 and older that work for an hourly wage (Bureau of Labor). The service occupation industry and predominantly the food service industry comprised 67% of those that earn the federal minimum wage in 2015 in the U.S. Bureau of Labor 2015 repor t. The Congressional Budget Office (CBO) compiled a comprehensive report in 2014 about the effects of a $9 and $10.10 increase to the federal minimum wage. The CBO reports that raising the minimum wage to $10.10 an hour could likely lead to the destruction of 500,000 jobsShow MoreRelatedShould Minimum Wage Be Raised?1062 Words   |  5 Pagesever pressing question regarding Minimum wage. Not many subjects can ignite a controversy as quickly as that of whether or not minimum wage should be raised, or by how much should it be raised or if it should remain the same. What is minimum wage? By definition, minimum wage is the minimum hourly wage an employer can pay an employee for work. (â€Å"MinimumWage.com†) America’s minimum wage was first introduced by President Franklin D. Roosevelt in 1938. That minimum wage was introduced as part of the FairRead MoreMinimum Wages During 21st Century America1649 Words   |  7 PagesMinimum Wages in 21st Century America In the United States the time has come for the next president to be elected and the political fervor has come early this year with an unconventional, surprisingly interesting primary race. With the coming of a new commander in chief the incessant grilling of the candidates has begun and issues, such as poverty in the United States, are being given the national spot light during debates. The issue of poverty has recently gained traction among citizens as wellRead MoreThe Benefits Of Raising The Minimum Wage1656 Words   |  7 Pagesseem to be should the minimum wage be raised or should it be lowered or eliminated altogether. From where I stand minimum wage should be raised. Everyone is more successful when people are paid a living wage. Changes to the minimum wage would strengthen the economy and business, Lift Americans out of poverty, and will be unlikely to significantly impact prices. The only way to grow the economy in a way that benefits 90% is to change the structure of the ec onomy. Paying people a fair wage is a signRead MoreThe High Cost Of Minimum Wage929 Words   |  4 Pagescost of minimum wage For a while now many have been demanding minimum wage be brought up to 15 dollars. Strikes and protests for it are nothing new. Who wouldn t want to get paid more? This idea seems promising, but it may turn into a deadly trap ready to paralyze our economy. Minimum wage should not be raised to 15 dollars for at least several years because it will ruin our economy. It would be very costly, unfair and counterproductive if that were to happen. Raising minimum wage to 15 dollarsRead MoreMinimum Wage Raise in Seattle800 Words   |  4 PagesMinimum Wage Raise in Seattle After the protest in New York City, the issue of raising the minimum wage has come up once again. Seattle is spearheading this cause with a proposal of raising the minimum wage to $15 per hour. This will help minimum wage workers a great deal by increasing their income. However, there are concern that this move could hurt certain businesses, which can lead to higher unemployment and contraction of the economy. The ethical issue surfaced as this will benefit some atRead MoreThe Wage Is The Minimum Wage1098 Words   |  5 PagesEnglish 9 6/5/16 â€Å"The minimum wage is the minimum hourly wage an employer can pay an employee for work. Currently, the federal minimum wage is $7.25 an hour (part of the Fair Labor Standards Act) and some states and cities have raised their minimum wage even higher than that.† minimum wage was first introduced during the great depression in 1930s. Before it was introduced thousands of people were forced to work in horrible conditions for pennies a week. Early attempts on minimum wage was ruled unconstitutionalRead MoreThe Minimum Wage Should Be Raised998 Words   |  4 Pagesprestigious job at such a young age. However that is not the case, if the minimum wage is raised to $15 an hour, a 16 year old could make $18,000 yearly working only 25 hours a week at McDonalds. Now for teenagers that have goals for college or a car, that would money to set aside for the future, however most 16 year olds do not have those goals in mind yet, so that extra money turns into wasted money. As of Feb ruary 2016 the minimum wage ranges anywhere from $7.25-$10 across the United States. Florida’sRead MoreBenefits of Raising the Minimum Wage Essay614 Words   |  3 Pagesa full-time employee who works year-round is less than $16,000 (about $15, 080) according to the current federal minimum wage (Rebuilding). To put into retrospect how out-dated the federal minimum wage is, consider that the minimum wage of 1956 amounted to exactly $7.93 in 2009 (Henderson). How progressive is it that our nation’s workers being paid less today than workers from the 50’s? The federal minimum wage should be raised in order to assist families out of poverty, to ensure the effort and loyaltyRead MoreShould The Minimum Wage Be Raised?1307 Words   |  6 Pages SHOULD THE CURRENT MINIMUM WAGE BE RAISED TO $15.00? Fred Wehmer Embry Riddle Aeronautical University Author Notes Fred W. Wehmer, Professional Aeronautics, Embry Riddle Aeronautical University Contact: wehmerf@my.erau.edu ABSTRACT Fred W. Wehmer Embry Riddle Aeronautical University Rolf Hemmerling /ECON 211 11 October 2015 This paper will explore the pros and cons of raising the current minimum wage to $15.00. It will start with the history and reasons for the minimum wage. It willRead MoreProviding A Living Wage At America Versus Minimum Wage957 Words   |  4 PagesProviding a Living Wage in America versus Minimum Wage Minimum wage is the standard amount the government sets as the lowest an employer can pay an individual per hour. A low minimum wage can be unsustainable if it does not meet the cost of living also known as a living wage. Living wages should not only apply to employees of companies who are engaged in business with businesses or government agencies of that area, but it (living wages) should be made into law, that all business must provide a

Assignment Unit 5 Free Essays

string(431) " support your work with children are being a good listener so that you can join in with the group discussions and also it’s important to become a good listener because when in a working placement you will need to listen to the rules and regulations in a team so that you can follow your orders and follow the correct rules also you need to listen about what each of the child’s needs are so this way you can support the child\." Unit 1 Assignment E1: The main three different types of settings which are provided with care and education for all children in my area are, firstly the statutory area would be†¦. , because it is funded by the government, so they didn’t want to play for their children to go to a private school. Secondly the voluntary sector in my area are mainly activities like sports/ football teams and playschools and afterschool clubs where you donate money but none of the staff get paid any money because they volunteered to help run and work for it. We will write a custom essay sample on Assignment Unit 5 or any similar topic only for you Order Now Finally, there can be very few private schools in my area because people disagree to pay for their child’s education instead of it being funded by the government and so there aren’t many private schools in my area but one near my area †¦.. is the main private school which a lot of people know around by my area. E2: The way in which the types of setting from E1 has aims to support children and their families are; Statutory settings can help families is they can’t afford much so this way the government is funding for them so their children can still go to school with no big price to get the child’s education complete for their stages. On the other hand private settings are the opposite where the families pay for their children to get their education, and they are not funded by the government, the children are paid to go to private schools so they can get a better education. And voluntary settings are helping by getting everyone involved and by raising money for schools or other charities. E3: The main legislations in our country that supports the rights of children are the Human Rights Act and the UN Convention on the Rights Of The Child. The Human Rights Act helps to protect all of us and children and gives us our own right within ourselves so we can have our own opinions and to avoid discrimination. Whereas the UN Convention on the Rights Of The Child supports the rights of children by stating what each child has the right to do in life, also by getting the whole world involved to show that everyone has a right to, for example, ‘You have the right to give your opinion, and for adults to listen and take it seriously. http://www. unicef. org. /crc/index. 30229. html E4: The recognised principles and values that underpin working with children on the Early Years Foundation Stage the CACHE statement of value and the foundation phase framework are; A Unique Child, Positive relationships, Enabling Environment, and Learning and development. The principles for ‘A Unique Child’ are all about being a competent learner from birth who can be resilient, capable, confident and self-assured. Positive relationships describe that every child can learn to be strong and independent from a base of loving and secure relationships with parents and a key person. Enabling environment describes how the environment can play a key role in supporting and extending children’s development and learning. Learning and development describes that children develop and learn in different ways and at different rates, all areas of learning and development and equally important and inter-connected. The values that underpin working with children are most importantly putting the children first by ensuring the child’s welfare and safety to keep them safe from any harm as possible, showing compassion and sensitivity so this way they may respect you and treat you fairly. Respecting the child as an individual, meaning to treat them each the way they would want to be treated and respect each of the children’s different needs upholding the child’s rights and dignity, enabling the child to achieve their full learning potential. Also never use physical punishment, this is because as an early years practitioner the only way to punish the child civilly is to get down to their height and make eye contact and tell them off gently when you a TA as an early years practitioner. Another big one is to respect the parent, or those in a parenting role, as the primary carer and educator of the child this way you can earn their trust. Honour the confidentiality of information relating to the child and their family, unless its disclosure is required by law or is in the best interest of the child. http://www. EYFS. co. uk Uphold CACHE’s equality and diversity statement. And finally respect the customs, values and beliefs of the child and their family and also respect the contribution of staff in the childcare and education field and other professions with whom they may be involved. E5: Diversity means to be unique and to be your own person and this shows the importance of valuing and respects all children in the setting in the setting of the early year’s practitioner. The reason why Early Years practitioners should listen to children’s views and values their opinions because we need to listen to their needs because they know more about their needs and views, this way we can respect their needs more, this is linked to child centred approach. Also it all counts with the main 3 C’s, Communication, Confidence, and Choice. E6: Three professional skills that will support your work with children are being a good listener so that you can join in with the group discussions and also it’s important to become a good listener because when in a working placement you will need to listen to the rules and regulations in a team so that you can follow your orders and follow the correct rules also you need to listen about what each of the child’s needs are so this way you can support the child. You read "Assignment Unit 5" in category "Papers" For example if a child has a certain allergy or has diabetes, then you need to understand what they need each day. Another professional skill you may need to support your work with children can be to have good communication towards the children and especially your team, this is important because you need to communicate well with your team members and also because you need to communicate well with your team members because you need to communicate well with the children also because for example if a child in your class can’t speak English then you need to communicate easily and slowly and make eye contact to them so that they can easily understand what you are saying and also this could develop their English more. Also communication towards your supervisor and manager is highly important because if you suddenly notice a child is acting strangely or different then you need to have good communication skills to be able to report this to the supervisor or manager. Finally another professional skill you could need that will support your work with children can be confidence. You need the confidence to actually work in a team and co-operating well in a team and to be able to ask questions to learn more about what you have to learn about being a early years practitioner and to learn to report things. If you don’t have confidence then the children will see it in your body language and facial expressions and take advantage of you and make it harder if they see you don’t have the confidence and the team/supervisor/ or manager will do the same. So you need confidence to stay strong when working in the placement, also if you have confidence then the children will respect you and they will see that you can be confident when working and communicating with them to they can still be confident with you. E7: Study skills can support your learning during your training because there are so many study skills which different people prefer to help them to revise or learn. Firstly some or most people do note taking, for example they do short simple sentences to help them to remember they key points in the topic. But when doing this make sure you understand what you have written down. Highlighting is the most common study skill which people use to revise or remember things. They do this to show what the main points they need to know from the topic is. Also using different inks or colours of high lighters can make the page stand out more so when you’re coming to revising that topic it will stand out to you and catch your eye so this way you can only notice and pay attention to these main points. Listening to calm or gentle music is not a common one but some people like it because it makes them feel all relaxed, but I think a lot of people prefer revising or studying in a room which suits them and makes them feel relaxed and safe. Like for example, I enjoy being in a quiet room because I don’t like getting distracted. Also they like to be equipped so surrounded by sticky notes with information on and books and the internet to collect data or other information, The main one is to take your time, because if you rush then you’ll make yourself panic which will put you off the subject and make you less concentrated. You need to use your time wisely and not put yourself under pressure. D1: Some reasons why the practitioner should develop and maintain appropriate relationships with parents and other professionals because one reason should include meeting each of the children’s needs because they need to know what each child is aiming for when in school or nurseries, the way to meet their needs could be, for example, the practitioner can meet the child’s needs by involving each child and being inclusive with them and they can support each child with their rights by giving them the right education. Other rights to look for are health and shelter, food and water. You need to have good co-operation towards helping your team and involving the children. Trust issues, parents need to trust the one that is supervising their child; otherwise they won’t think of anything positive of you. Warm, trusting relationships with knowledgeable adults support children’s learning more effectively than any amount of resources. The reasons why good relationships are important when coping with transitions is because firstly children will feel more relaxed towards you. Having good communication otherwise the children will suffer. Having bad communication can mean a lot of repetition, meaning important information is lost or easily forgotten. Children can learn to be strong and independent from a base of loving and secure relationships with parents or a key person. A key person has special responsibilities for working with a small number of children, giving them the reassurance to feel safe and cared for and building relationships with their parents. Also parents and practitioners need to know the needs and care for the child because one day they could be acting differently and become different in their body language or actions for example they could become violent, so to solve this you need to know what goes on at home and how you see their parents act with them, just so you can provide them with more care. D2: The characteristics of working in a team with other agencies professional colleagues are, for example to have a good and effective communication using this to show you can listen and follow orders towards helping team because that way it shows good skills and that they can always come to you for help or guidance. Need to have inclusive practice to include everyone. Have effective consistency. To be more efficient and to have belonging also finally is to be your own person. This shows all of the characteristics and benefits of working in a multi-agency team. C: Firstly, the early year’s practitioner should listen to their needs because they know more about their needs and views, this way we can respect their needs more. But always put their needs first before anything. They will also gain a sense of belonging in the setting and realise they are being valued and respected. As a result children may reflect the practitioner’s attitude towards them in the behaviour towards others. Showing children that they are valued and listening to their views allows them to respect themselves and be more confident, not just in their work but their daily routines too. They will be increasingly open minded and out spoken, therefore making it easier for practitioners to understand a child’s needs and successful providing them. Children should be allowed to have their say and be included in decision making when planning so practitioners can ensure that children have equal opportunities, feeling involved and successful in their learning and play. They should be given activities that suit their interests and strengths. Therefore children would feel a greater sense of achievement when they recognise that their opinions were the source of their success. B: It is important that practitioners understand the limits and boundaries of their role when working with children because you need to understand the policies and procedures, like you may get a policy to have acceptable behaviour or the health and safety policy and procedure to give the practitioner and idea of how to act and the know they learn at the placement the easier they can learn about the childcare surroundings and how to act in that surrounding. Also if you some how find it rather difficult to read then you need to tell your tutor or your supervisor. There are four main areas that are important when thinking about the role you need to take as a practitioner and the boundaries: health and safety, managing children’s behaviour, child protection and confidentiality. Health and safety is important role and boundary when being a Level 3 early years practitioner because its yours and who evers in charge of a child, it is their responsibility to keep that child safe, so the parents need your trust to take care of that child, for example once all children are in the placement settings you need to make sure that all the doors/gates anywhere they can get out of needs to be shut. Also if a fire alarm goes off then you need to do a head count or register to make sure that you still have all students in the class all together. Also if you see something in the setting room you are placed in that is not safe or is risky around the child, or when you spot that a child has had an accident then you need to report it to a trained supervisor. Managing children’s behaviour means that you need to make sure that you are certain about the settings policy about managing a hild’s behaviour problems and where or who you should report it too. You need to be aware of you own actions and take responsibility of you own actions when working with younger children. There can be a big situation when you are playing with a child nicely then getting them too excited which can be encouraging them to become overly distracted when it comes to doing an activity with the class. You don’t only need to notice your actions but also how the supervisor or someone who is particularly experienced and see how they manage a childs behaviour, you could learn from their method if they have their own method to calm a child down or to settle a child when he/she needs to crack on with an activity. Children could start to feel secure if they have someone managing their behaviour. Child protection is important role and boundary when being a Level 3 early years practitioner because you need to be aware of how to keep children safe and away from abuse. Every single setting will have a child protection policy. Also when you turn up to every setting you will need to be shown and learn how to sign in, also will need to wear a badge to prove who you are to everyone and also will probably find out which situations you will be working in with children. It’s very normal that the practitioner should never be alone with a child just to follow the child protection policy, and it is also for your protection too. It is very likely that the practitioners will learn that young children will hug and touch them when they need them, but its very unlikely for this to happen with older children, because they are more developed whilst the young children and still developing and growing older, you will learn and see how the other staff react and use a big amount of physical contact with a child. Some practitioners may find that some of the children may tell some information that can concern you, you will need to know at your placement who you need to tell about what you have been told and how to deal with it. Finally, confidentiality is a important role and boundary when doing Level 3 early years practitioner because some information that you are given at a setting will be very confidential that must not be shared with friends or anyone outside of the college. Some examples of information that you need to keep confidential may include the child’s family personal life information. If you are not sure whether informtaion in the setting is confidential then you need to ask your supervisor. How to cite Assignment Unit 5, Papers

Challenges of Recruitment Processes Samples †MyAssignmenthelp.com

Question: Discuss about the Challenges of Recruitment Processes of Google. Answer: Google, an American company with multinational presence and specializing in products and services relating to the internet, was founded by the duo of Larry Page and Sergey Brin in 1998. It is one of the most desired workplaces in the world, and that has been magnified by the production of a recruitment video that seeks to provide prospective applicants with a sneak peek into what it entails to work for the organization. Key messages about Google As an employer One of the key messages from the video about google as an employer is, life at the organization is about more than just work. For example, there are recreational facilities for employees. The fact is, it is not just about productivity, but also, the experience is meant to be pleasant. The other key message is, things happen,' implying that there is fast decision making with regard to whether projects will be approved or not. One of the interviewed engineers stated that ideas are approved at a faster rate i.e. on the order of weeks, months or less in comparison to the institutions that they worked for earlier. Also, there are certain qualities that are rooted for by the company when recruiting. They encompass the following: individuals with ambitious ideas, fast responses to requests, big achievers, passionate about projects, high energy levels, a good understanding of the product base and commitment to clients (Google Inc, 2006). Hence, employees are surrounded by bright and enthusiastic colleagues, working on interesting problems and products that impact a lot of lives e.g. Gmail (Google Inc, 2006). Again, they place huge importance on balancing work and life. To demonstrate, it has a child care center touted as one of Googles most valuable programs. Further, expectant mothers are given time off before and after delivery. Additionally, they have 75% pay for all of the 12 weeks that mothers were expectant. Furthermore, they are afforded flexibility at work such as working fewer hours. As an organization According to Googles engineering director featured in the video, Googles culture, philosophy and personalities drawn from its founders. Organizational culture evident from the video is briefly outlined below. Google has a work environment that fosters flexibility, creativity, and innovation. Specifically, the organization has a 20% rule where engineers have 20% of their time to work on individual projects. Some of the projects highlighted in the video included the below mentioned. One, where an engineer created a rotating globe showing where on the globe Google users were searching from. Two, an added feature on google.com where when a user types in the name of a movie and the zip code, it will return to them a list of theatres around that area, with show time and reviews to that particular movie. Importantly, there is a free exchange of information through different setups. First, there is an impactful mentoring program where both incoming and resident employees are assigned official mentors and could also take up unofficial mentors. Therefore, there is an easy transition for new comers and those stepping up to new positions. Second, to stimulate the mind of its employers, the organization has educational talks called Ted talks in different topics such engineering and the latest theories about the origin of the universe (Google Inc, 2006). Again, the organization has a great startup spirit in that projects take a shorter period to launch. Lastly, it provides impactful products to the general public. Effectiveness of the video in candidate attraction HRM theory The development of the theories began in 1920s amidst the industrial revolution, during which productivity was at the core of businesses (Jerome, 2013). A particular theory that fits well with the Google recruitment video is Maslows Hierarchy of Needs Theory. The theory is built on the premise that the desire of many employees is to be included in an entity that supports their growth and development (Jerome, 2013). Thus, if special attention is a guarantee and there is an encouragement for participation, the view that their work is of significance motivates productivity and high-quality work. Concerning the theory, the video is effective in attracting the right candidates, for the reasons outlined below. The behavior of humans is related to needs. The video comes across as testament that the needs, as outlined by Maslow, will be met. First, ranked at the bottom of Maslows hierarchy, is psychological needs. It entails the basic needs that sustain human life. Such include food, shelter, clothing among others (WahbaBridwell, 1973). The video outlines the provision of all these at Google. Second, the security and safety needs which are connected to the psychological fear of job loss. Expectant mothers, for instance, are guaranteed of keeping their jobs. During the 12 months, they are afforded 75% of their salary and flexibility in terms of working hours (Google Inc, 2006). Third, the need according to the theory is the social need. The need posits that it is the desire of an employee is to be in a group and be accepted. This is made possible by Google by mentorship programs t hat facilitate regular interaction with superiors and other forms of activities that make interactions with other employees easier and possible. Ideally the video advocates for the creation of a sense of community. Fourth, the theory stipulates a self-esteem need that has much to do with recognition (WahbaBridwell, 1973). The importance of this fact has been duly emphasized in the video citing various activities that enhance self-esteem e.g. the 20% rule. Last, and the highest ranking need according to Maslow, is self-actualization. It entails the desire of an employee to become what they think they are capable of. Google provides for this through the 20% rule, enabling employees to utilize their maximum potential. Literature review Attracting the right kind of candidates for job openings is important to any organization in existence,so as to meet the organizational goals and values (Arachchige Robertson, 2011). According to Maroko Uncles (2008), there are certain characteristics that come into play when a potential employer is seeking to attract the right candidates for a job opening:attractiveness and accuracy. These are some of the factors that the video by Google looked to enhance by a brief documentation of its organizational culture. About attractiveness, the video demonstrates awareness of employee needs, differentiation in the market and relevance to a particular pool of enthusiasts. Further, it accurately portrays accuracy regarding organizational culture, values, employee experience and the employer brand (Maroko Uncles, 2008). A study by Williamson et al. (2010) emphasized the above claim on attractiveness stating that the amount of information given attributing the company and the different positions on offer has an interactive effect on potential applicants. Arachchige Robertson (2011), provides other characteristics of an organization that fresh graduates look for. The most preferred attributes are: will gain experience that is relevant to career, promotes self-esteem, faster decision making, better relationships with colleagues and superiors, fun working environment among others. These are some of the attraction factors put across by the video. Challenges of recruitment processes First, finding a qualified employee in time has become more difficult.Uncontrollable circumstances may lead to someone being laid off, or alternatively, an employee might have left for another opportunity.In these situations, the position needs to be filled promptly (Meister, Willyerd Foss, 2010). As such filling, the position becomes the next order of business. However, in as much as the market is full of applicants who would be interested in the position, there are challenges. A considerable amount of time is spent on sourcing suitable applicants and profile and CV reviews. Thus, there is a need to find ways of getting applicants of good quality into a recruiters short list fast. Second, ascertaining the legitimacy of a resume is an uphill task.Reason being, faking resumes has been a common occurrence in a recruiters bid to find a fit for a position. Included here are fake referrals, education, and certification (Mallory, 2014). Researching an employees resume to establish if every qualification is genuine is time consuming when working under a strict time frame. Third, settling for the right choice is a daunting task. A culmination of the above-mentioned factors that make the recruitment process challenging results in difficulties settling for the right candidate. A recruiter might have lots of talented candidates but with limited positions to accommodate at least the majority, chances are they might let extremely talented individuals leave. According to the survey by PWC and KPMG, the cost of a bad hire is estimated at double the salary he would have been paid to the individual. Last, as per the findings of a study carried out by Cappelli (2008), career decisions are no longer made by managers and executives as it was in the past where individuals were matched with jobs. As such, the most talented of individuals have the freedom to turn down offers if the offer that they expected does not come along. Similarly, there is a general talent problem that has since been burdensome to recruiters in companies of Googles magnitude. They want the ski lls they need at the time of their choosing and in a manner that is desirable to them. Employees on the other hand desire the guarantee of advancement and an autonomous level of control n their careers (Cappelli, 2008). References Arachchige, B. J., Robertson, A. (2011). Business Student Perceptions of a Preferred Employer: A Study Identifying Determinants of Employer Branding. IUP Journal of Brand Management, 8(3). Cappelli, P. (2008). Talent management for the twenty-first century. Harvard business review, 86(3), 74. Google Inc. (2006). Google Recruitment Video. Google: https://www.youtube.com/watch?v=JcXF1YirPrQ. Jerome, N. (2013). Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employees performance. International Journal of Business and Management Invention, 2(3), 39-45. Mallory, M. (2014). A Research Proposal: Negligent Hiring and Fraudulent Resumes. Meister, J. C., Willyerd, K., Foss, E. (2010). The 2020 workplace: How innovative companies attract, develop, and keep tomorrow's employees today (p. 5). New York, NY: Harper Business. Moroko, L., Uncles, M. D. (2008). Characteristics of successful employer brands. Journal of Brand Management, 16(3), 160-175. Wahba, M. A., Bridwell, L. G. (1973). MASLOW RECONSIDERED: A REVIEW OF RESEARCH ON THE NEED HIERARCHY THEORY. In Academy of Management Proceedings (Vol. 1973, No. 1, pp. 514-520). Academy of Management. Williamson, I. O., King, J. E., Lepak, D., Sarma, A. (2010). Firm reputation, recruitment web sites, and attracting applicants. Human Resource Management, 49(4), 669-687.