Question

A company is consistently having trouble hiring designers in its creative department, a critical team within marketing that produces all the graphic and visual art deliverables for clients. After several weeks, the recruiting team finds a strong candidate. The candidate requests working first as an independent contractor and then transitioning to permanent employment. After two weeks, things are going well, and the creative department manager is working with the HR manager to extend an employment offer. Company policy requires all new hire candidates to successfully pass a drug screen as a condition of employment, but the candidate tests positive for marijuana. The HR manager questions the candidate, who states that the drug was used only in a state where recreational use is legal.

The creative manager asks the HR manager for help in recruiting designers since the department has had difficulty finding qualified applicants. How should the HR manager respond?

A. Create a multi-year workforce plan to map out current and future skill set needs.
B. Collaborate with the creative manager on a social media recruiting effort.
C. Implement a company mentoring program for entry-level designers.
D. Establish a compensation structure that pays bonuses to employees who obtain design specializations.

Answer 1

The HR manager should consider creating a multi-year workforce plan, collaborate on social media recruiting, implement a mentorship program, and establish a compensation structure with design specialization bonuses.

Step-by-step explanation:

When faced with the challenge of hiring in the creative department and considering the failed drug test of the current candidate, the HR manager should address the immediate and long-term talent acquisition needs. The response should ensure compliance with company policies while also adapting to the recruitment challenges in the industry. Here are some suggested strategies the HR manager could consider:

• Creating a multi-year workforce plan to forecast and prepare for the department's future skill and staffing requirements.
• Collaborating with the creative manager on a social media recruiting effort to tap into networks that might not be reached through traditional advertising.
• Implementing a mentorship program to help grow entry-level designers into more seasoned professionals, thus building a talent pipeline internally.
• Establishing a compensation structure with incentives for obtaining specialized design skills, to attract and retain top talent.

These actions can be tailored to address immediate hiring needs and form a robust strategy for attracting and retaining the skilled designers essential for the company's success.