個案資料

In August 2018, Excelco Equipment Pte. Ltd. (Excelco), based in Singapore, was facing challenges in recruiting talented young workers. The company’s senior staff would retire soon, and the majority of its workers were above the age of 40. Excelco had enjoyed a stable workforce flow for several decades, but now its employees were aging, and it needed to attract young workers. Excelco’s executive director was proud of the company’s family culture and attractive work environment, but prospective young workers seemed to have different wish lists for their dream jobs. Based on the feedback he received from young talent on what Excelco had to offer, he needed to make some important decisions on issues including how to improve the company’s current recruitment process and how to raise its employer brand awareness. Excelco’s resource constraints, as a small company in a traditional industry, meant that tackling its employment challenges would not be easy. The executive director needed to address several issues, including countering the poor image of construction jobs, promoting Excelco’s unique selling points, and finding the right recruitment channels. Ultimately, he had to recruit the right young talent into the right positions. Could he do it?

This case can be used in both undergraduate- and graduate-level business and management courses on topics such as human resource management, organizational behaviour, human capital management, talent management, and human resource management in small firms. This case can be used to help students understand how organizations—especially small firms that do not have formal recruitment frameworks or processes in place—can plan their human resources. Students can elevate their understanding of the recruitment process and will be able to identify and weigh various strategies and decide on one that best fits the organization’s staffing requirements. After working through the case and assignment questions, students will be able to do the following:<ul><li>Identify the expectations of potential young candidates, and explain how organizations can position and differentiate themselves better as employers of choice.</li><li>Explore the availability of various recruitment sources and channels and decide which combination might best suit an organization’s needs.</li><li>Evaluate the effectiveness of recruitment tools.</li></ul>

• recruitment, employer branding, talent