CASE STUDY

RECRUITMENT &
SELECTION
Presented By
Piyush Jaiswal
Chandan Pandey
Shivam Rai
4/17/12

Case Summary

Suresh Kumar was a production

manager at singer industries limited.
Company was a noida based
electrical appliances company.
Company required some new
supervisers for the plant.

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Case Summary

Suresh was the authority for hiring

the new candidates.
HR manager was screening the
candiadte for the aptness of the job.
After screening HR manager sent
candidates to suresh kumar.

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Case Summary

On Friday afternoon HR manager

found an engineering graduate
Subba Rao whom he thought is the
best suitable person for the job.
Subba Rao wanted to relocate
himself from pune to noida because
his family lives there.
Immediately HR manager called to
Suresh and trying convince him for
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the immidiate interview.

Case Summary

Surersh hesitated at the moment but

he agrees as the HR director is
saying him to take the intrview .
Ranga Rao arrvied and introduce
himself before the suresh.
Suresh was busy at the moment but
he warmly greeted the candiate and
told him to wait for a while as he was
busy in making some urgent phone
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calls.

Case Summary

Fifteen minutes afterwards

conversation restarted between the
two again.
Ranga rao was a quite impressive
candidate as he was having merit
certificate.
He was achiever of the best
suggestion award from previous
multinational firm.
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Case Summary

He seems to crack production

managers question quite rapidly and
in a very satisfactory and effective
way.
Suresh was very impressed in the
meanwhile a superviser opened door
and said to sureh that they were
having a problem on line number 5
and they needed his help.
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Case Summary

Suresh left the cadidate immidiately

and joined him after 15 minutes for
the further interview.
After few minutes a series of phone
calls again interrupted him.
The same thing happened for the
next 40 minutes.

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Case Summary

Rao felt a bit of embarrassment .

Rao said to Suresh that he needed to
live as he had to catch the train to
pune at 9 P.M.
Suresh said to call him after a week
while pickin up another call.

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Highlights Of The Case

Without any prior information HR

director sent the candidate to the
production manager.
In spite of hesitating the production
manager gave the approval for the
interview.
Without knocking at the door the
supervisor opened the door of Suresh
for informing about the problem. It
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shows a lack of discipline in the

Highlights Of The Case

Throughout the interview there was a

seriers of interruptions.
Subba Rao was embarrassed as he
gave the excuse for living the
interview that he had to catch the
train at 9pm but it could be clearly
seen that the interview was taking
place at afternoon.
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Answers
Question 1. What specific policies
might a company follow to avoid
interviews like this one?
Answer. As we know that production is
a very busy activity so to avoid such
kind of interviews we can do the
following:
1.The company can appoint a panel
including Hr person and appropriate
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persons
from the concern department

Answers
2.Only a single person should not be
whole and sole responsible for taking
the interview so the authority for the
same should be delegated to 2 or
more persons so that if one person is
not available then another can take
the interview.
3.If the interviews are taken by the
Production manager itself then he
should
clearly define a time of
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Answers
4.No persons should be allowed to
enter in room where interview is going
on
5.Routine and daily problem should be
handled by supervisor and other first
line manager it should not directly
come to production manager.
6.In case production manager himself
is taking interview and has delegated
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his
authority and responsibility to other

Answers
Question2.Explain why Suresh and not
Anil should make the selection decision
Answer: Anil is an Hr Director and he
can judge candidate by his
achievements acquired by him during
the work only but he doesnt no the
technicalities of the job and the minute
factors of the job situations on the
other hand Suresh is a production
manager
and he has a lot of
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Answers
Question3. Is it a good policy to pick
up candidates through employee
referral method? Why? Or why not?
Explain the case in the background.
Answer. referral method is an internal
recruitment employed by organizations
to identify potential candidate from
their existing employees.
it will be a good policy to pick up
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candidates
through employee referral

Answers
1.It saves a lot of time and cost
involved in initial screening or
preliminiary interview as in this case
you can rao was directly reffered by
the hr director Anil for the specified
post
2.This method provides a platform for
young talent meeting opportunities
and selection of right person at right
place
is very much possible in case of
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Answers
3.It also save time and energy of the
applicants who are searching for their
relevant job.
4.The worth of experience is taken in
this method. because people generally
refer person who has worked at
required or similar post.
5. It helps in cross sectional placement
which is very much useful technique
4/17/12improves relation between various
and

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