RECRUITEMENT AND SELECTION PROCEDURE DESIGN

RECRUITEMENT AND SELECTION PROCEDURE DESIGN

Contents

Introduction......................................................................................................................................1

Preliminary screening......................................................................................................................1

Resume shortlisting......................................................................................................................1

Written test...................................................................................................................................1

Group discussion..........................................................................................................................1

Group interview...............................................................................................................................1

Personal Interview...........................................................................................................................1

Functional.....................................................................................................................................1

HR................................................................................................................................................1

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RECRUITEMENT AND SELECTION PROCEDURE DESIGN

Introduction

The following recruitment and selection procedure design aims to attract, train and retain best in

class talent from the industry and academic institutions in order to achieve maximum

productivity and organizational synchronization among core competencies and peripheral

competencies. Dell is a technology based organization for which it is imperative to innovate and

restructure itself according to the dynamic market environment of which it is part of. This can

only be done if the company makes sure that the prospective employees are embedded with the

requirements of this industry.

Preliminary screening

This stage will be carried out in three stages because the preliminary screening should only filter

out the candidates who cannot become part of Dell even after the required training and

mentoring because they lack the basic aptitude level required to imbibe the functional expertise

along with the organizational behavior of the company.

Resume shortlisting

First step pertains to the resume shortlisting which will be done to see of the candidate has any

inclination towards the technology and is dynamic enough to become part of the company. Also,

it depends on the functional expertise and the job description whether the candidate fulfills the

required prerequisites like education, extracurricular, professional courses etc.

Written test

Next step is to conduct the written test which will be designed to test the candidate’s basic

knowledge regarding the recent trends in the technological products. This will be aimed at

eliminating those students who look good on paper but lack practical knowledge about the

industry.

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Group discussion

This stage will aims at weeding out the candidates who do not have group communication skills

which is required for inter-functional interactions and negotiations. Being an electronics

company, Dell’s products are a result of massive inter-functional conflicts and resolutions. Any

individual becoming part of dell should have the ability to put across his or her thoughts

effectively and clearly to avoid confusions.

Group interview

Candidates going through group interview process will be pitted against each other to bring out

the best in them and hence see how they perform in peer pressure situations. This will make them

to bring out all the knowledge which can be further used to judge if they have enough technical

knowledge.

Personal Interview

This stage of the selection process is the most crucial as this will be done in the most

unstructured manner to understand the innermost drives and ambitions of the candidate. This will

play an important role in understanding if the candidate fits well with the goals and

organizational culture of Dell

Functional

The first personal interview is aimed at understanding the technical knowledge in depth and

cross questioning in order to make sure if the candidate is theoretically driven or understands the

concepts well. This round will be more rigorous for product development, logistics, operations,

R and D and less for sales and marketing, PR and HR professionals. The interview should be

unstructured in order to provide maximum control to the candidate because this is not an

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elimination round but a selection round. This will ensure that anxiety is reduced and the

candidate performs at his best.

HR

This round of interview will play a deciding role in hiring the candidate as it will decide further

if the candidate fits well in the job description and will be motivated enough with respect to the

overall compensation structure for him.

References

Stewart Thornhill, Ken Mark, Dell Inc. in 2009, Richard Ivey School of Business Foundation