1. Compare and contrast the two selection strategies used by the organizations discussed in the case.
Answer:
The comparison between the two strategies used by Hallmark Cards and United Health Group are
explained below:
Hallmark Cards
1. Hallmark uses a recruitment matrix called
a “staffing index”. By using this
recruitment matrix, the management can
track the degree to the new employees are
performing according to expectation.
2. Only internal recruitment specialists are
used in this process.
3. Measures performance of the employees
after recruitment
4. Uses the same selection tool for all
employees.
5. This process also measures the
effectiveness of the hiring decision. If the
employees are not performing well, it
means that the hiring decision is not
effective. The process of hiring should be
changed.
6. Continuous record keeping is done of the
newly recruited employees.
7. Using the collected data, a series of
evaluations are done and scores of the
evaluations are compared overtime to find
out about the performance of the
employees.
8. Warnings can be given to the newly
recruited employees if they are not
performing according to expectation
UnitedHealth Group
1. UnitedHealth Group uses a recruitment
process where it divides the candidates
into two groups.
2. This method uses both internal and
external recruitment procedure for two
types of candidates.
3. First group is comprised of high-level
professionals who are recruited by internal
recruitment specialists.
4. Second group is comprised of various
staffs and line personnel who are recruited
by outsourcing contracts.
5. The first group is recruited by internal
recruitment specialists because the first
group is very important to the performance
of the organization. The internal
recruitment specialists know about the
company more closely and thus will be
able to screen and select those high level
employees who will perform the best
inside the organization.
6. The second group is recruited by third
party recruitment agency because these
employees are not very crucial to the
performance of the organization. Basic
straight forward selection procedure can be
used to recruit these staffs.
 9. Training and development can be given to 7. Company is able to save money this way
the new employees if they are deviated because it does not need to manage a large
from the expected performance. internal HR department to recruit all
category of employees.
8. Employment is also quicker as
employment is done using both internal
and external outsourcing contract agencies.

2. What other strategies might help organizations better utilize and manage selection activities?

Answer:

Other strategies that might help organizations better utilize and manage selection activities are:

1. Appropriately know Applicant job interest

It is necessary to make sure if the applicants are really interested in the offered job. Thus the prospective
employees should be given a realistic job preview. Realistic job preview is a process through which a job
applicant receives an accurate picture of a job. When an applicant receives an accurate overview of the
position and organization that he is going to work for, the employee will know what is expected from him
and if the job is suitable for him as well. This will make sure that only those employees will be applying
for the job who are actually interested in the job. This will screen out the unwanted applicants which will
save a lot of time and money for the organization interviewing the uninterested candidates.

2. Conduct Pre-Employment Screening

In pre-employment screening, employers make the applicants fill in applications which are then processed
by the employers to screen out those applicants who are ineligible for the opening. This screening process
can be done both manually of using electronic screening. This process improves the efficiency and
effectiveness of selection process as it saves both time and money as ineligible applicants are not
interviewed.
 3. Make the applicants fill in Applications Forms

Applicants are required to fill in application forms to apply for the job. Application form serves different
purposes for an organization which includes record of the applicants’ desire to obtain the job, provides the
interviewer with a profile of the applicant that can be used during interview, serves as a basic employee
record for applicants who are hired and can be used for research on the effectiveness of the selection
process.

4. Conduct Ability Test

Ability test can be used to assess an individual ability to perform in a specific manner. There are different
kinds of ability tests that can be used to test different aspects of an employee. Physical ability test can be
used to measure an individual’s abilities such as strength, endurance, and muscular movement required
for a job. Cognitive ability test can be used to measure an individual’s thinking, memory, reasoning,
verbal, and mathematical abilities. Psychomotor test measures dexterity, hand-eye coordination,
steadiness etc. of an applicant.

5. Conduct Personality Test

Personality test can be used to assess the degree to which an applicant’s personal characteristic match
specific job criteria. This is important because a match between the job and employees’ characteristics are
important for an employee to perform well in a job. Big Five personality framework is used to study the
personality of the employees. The predictors used in the Big Five personality framework are
Conscientiousness, Agreeableness, Openness to Experience, Extroversion, and Emotional Stability.

6. Conduct Selection Interviewing

Selection interviewing is the first stage of the interviewing process. Here the interview is conducted to
know more deeply about the candidates. This interview helps to clarify the information gathered during
the screening process. Interviews are commonly conducted at two levels. The interview questions should
be well developed and established which will help get more accurate information. At first, an initial
screening interview is done to determine if the person has met minimum qualifications, and after that an
in-depth interview is conducted with HR staff members and/or operating managers to find out if the
person will fit in the designated job. Two types of interviews can be used which includes structured
interviews and less structured interviews. Structured interview uses a set of standardized questions asked
of all applicants. An unstructured interview occurs when the interviewer improvises by asking questions
that are not predetermined. A semi structured interview is a guided conversation in which broad questions
are asked and new questions arise as a result of the discussion.

7. Conduct Background Investigation

Background investigation is necessary to check the validity and truthfulness of an employee’s

qualification and background. Sometimes employees can misrepresent his or her qualifications and
backgrounds and so checking it before recruiting employees proves beneficial to the organization.
Background information can be collected from previous employment records, criminal records, drug test,
credit history, education documentation, professional certifications etc.

8. Conduct Medical Examinations

Medical examination is necessary to be conducted on the applicants to gather medical information

necessary for performing the job position well. It is used to determine the physical and mental capabilities
for performing jobs. Drug test can also be conducted to test for drug abuse.