Date of Conferral

2017

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Lisa Kangas

Abstract

Leaders in manufacturing industries are increasingly concerned with the lack of skills among applicants, emphasizing the gap that exists between employer expectations and skills of employees entering the workforce. Developing successful recruitment strategies is critical for hiring managers seeking to hire skilled workers. The purpose of this qualitative single case study was to explore successful strategies hiring managers used to recruit skilled production workers at a manufacturing company in Southeastern South Carolina. The human capital theory, which represents the knowledge individuals provide to enhance productivity, was the conceptual framework. Data were collected from face-to-face interviews with 3 hiring managers and an exploration of company documents that included the standard of quality and excellence policy, the company handbook, and the company website. Data analysis included assessment of word frequencies, keyword coding, and theme identification. Four themes emerged: provide industry and education partnerships to enhance recruitment efforts, maximize community industry specific recruitment, offer computer numerical controlled training as a recruitment incentive, and provide market competitive compensation. By implementing these strategies, managers may have greater levels of success in hiring skilled workers. Implications for positive social change include the potential for manufacturing hiring managers and other industry hiring managers to recruit and retain skilled workers through training, advancement opportunities, and compensation commensurate with employees' skills. Skilled workers may increase organizational productivity and profitability, which may promote economic prosperity in the local community.

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Business Commons

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