CASE STUDIES ON RECRUITMENT AND SELECTION

PCEA 009- ENGINEERING MANAGEMENT

GROUP 8- Cryztyl Cadornio, Arnel Estaquio, Princess Noriega

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TITLE OF THE MAJOR ISSUES ADOPTED SOLUTIONS SOURCE

CASE STUDY

1. A case study on 1. To exclude poor By including applicants https://www.res

Recruitment and applicants to avoid with promising potentials. earchgate.net/pu
Selection-The HR counter-productive Successful recruitment blication/28266
aspect in Retail work. program shows good 7869_A_Case_
2. The recruitment number of successful Study_on_Recr
policies, sources & placements, number of uitment_Selecti
methods have to be offers made, and number of on
evaluated from time to applicants, Cost involved
time. and time taken for filling up
3. To bring in more the position. Uses methods
effectiveness in the like Video conference for
recruitment process following reasons of time
savings, faster decision
making, cost savings in
candidate travel, lodging,
etc. and an opportunity to
meet the candidates before
narrowing the list

2. A case study of The robust task is to http://ignited.in/

Tech Mahindra on appear, recruit, and Based on the observations I/a/120082
Recruitment and select precocious and interview that I had
Selection: Hiring people in today’s tight with the team members, I’m
the Right Person marketplace for able to reach consensus on
organizations. As their several recommendations
square measure lesser for TechMahindra. This
precocious resources recommendation has been
procurable, the generated based on the
competition is response and extensive
augmenting. The lesser comments received from
procurable resources the survey. The
produce the recommendations are as
organizations engaged follows-
on effective action,
selection, associate 1) Company should more
degreed retain quality focus on ‘Buddy’ as an
 skills is to obtaining the internal source of
proper talent is turning recruitment where through
into a more and more employee’s candidates can
difficult and difficult be recruited.
activity.TechMahindra
of Sharda center has 2) It is recommended to use
really less footstep due both internal as well as
to that it becomes external source of
powerful to rent recruitment, instead of
120-130 using only one source.
candidates/month. they
have to put plenty of 3) The waiting time for all
stress on providing three rounds of interview
engaging wage to should not be more than 3
attract skills. hours.

4) Focus on that source

which will help to get bulk
candidates.

5) As per the survey, it is

recommended that
organization should
redesign their recruitment
process followed by Exit
interview.

6) Feedback should be
carried after the induction
of respective batch to know
about the recruitment
process which is carried
out.

3. A Case Study of How to model the a) The recruitment and https://www.res

Recruitment and concept of recruitment selection process should be earchgate.net/pu
Selection of and selection on family conducted according the blication/33916
Employees in the business. needs and should not be 5106_Case_Stu
Family Business of Recruitment and forced whenever the dy_of_Recruitm
Tasikmalaya selection process company does not require ent_and_Selecti
becomes the main new employees. on_of_Employe
factor to do b) Family business planning es_in_the_Famil
professional therecruitment and y_Businesses_o
human resources. selection need to be f_Tasikmalaya
Furthermore, the accordance to business
process.
 purpose of this research c) The rights and
is to know the obligations of permanent
concept of recruitment employees need to be
and selection model on considered
family business in in accordance with the
small and ability of small and medium
medium enterprise enterprises.
sector. Small and d) The presence of
medium prospective employees
business in from the family
Tasikmalaya city in environment is still needed
handicraft sector. to connect and strengthen
the relationship of
friendship and to help
control employees outside
the family environment.

4. Effect of Many organizations From the above findings https://ijmsi.org/

Unethical today have put ethical unethical recruitment and Papers/Volume.
Recruitment and issues on the margin as selection practices involve 7.Issue.1/K0701
Selection Practices they focus on profit or not following the laid down 8390.pdf
On Organizational results, with the ethical policies and procedures
Sustainability: A dimensions of HR which results in candidates
Case Study of policy and practice not who lack the requisite skills
Selected being given great and competences being
Organizations in attention, this situation hired. HR professionals
Kericho and compromises have a role of ensuring that
Nakuru County, sustainable they promote ethical
Kenya development of such recruitment and selection so
organizations. as to ensure candidates are
Recruitment and hired on merit and there is
selection is meant to be no form of discrimination
done in an ethical or favoritism during hiring.
manner so as to ensure However, the major
that many qualified challenge that the HR
applicants apply for professional face is that of
existing vacancies to political interference where
enable to the powerful individuals
organization get the influence recruitment and
best person that fits the selection decisions. This
job and the has resulted in poor service
organization for delivery and low
optimal performance. productivity in some of
However there has these organizations, which
been wide spread has had a negative impact
reports of corruption, on organizational
nepotism, favouritism performance. HR
and discrimination professionals have the
which are unethical responsibility of creating an
hiring practices that can ethical work culture and
prove to be very costly advising management on
to the organization. the need for ethical
According to Gommans recruitment and selection
and Musumbu (2010), practices as part of the key
unethical recruitment HR practice that will assist
and selection practices in having ethical and
have been cited as sustainable organizations
major contributors to that contribute positively
the high levels of for the betterment of
corruption and poor humanity. This study
performance witnessed recommends in-depth
in the Police Service. training to Kenyan HR
According to Ogwaka, professionals on how to
Namada and Sikalieh handle ethical dilemmas
(2017), unethical especially during
recruitment and recruitment and selection
selection practices has processes so as to create
a negative impact on and entrench ethical
the financial organizations.
performance of
organizations. Most
organizations have a
policy and legislative
framework that they are
meant to adhere to
when recruiting
individuals, however
this has not been
always been adhered to
especially at the county
level. This research
intends to look at the
effect of unethical
recruitment and
selection practices on
sustainable
development of
selected organizations
in Kenya.
5. THE EFFECTS The effects of Based on the findings of the http://www.unn.
OF recruitment and study and taking edu.ng/publicati
RECRUITMENT selection procedures on cognizance of the ons/files/images
AND SELECTION the efficiency of the importance of the subject /MPA%20THES
PROCEDURES public services in matter under review, this IS%20CORRE
ON THE Nigeria using Oshimili report is inclined to make CTION%20VE
EFFICIENCY OF South Local the following RSION%20PHI
THE PUBLIC Government Council of recommendations:- LIP.pdf
SERVICE IN Delta State. It is (i) Politicization of
NIGERIA: A therefore in view of the recruitment and selection of
CASE STUDY OF foregoing that this staff in Nigerian public
OSHIMILI study rises the service constitutes an
SOUTH LOCAL following questions: administrative ill which
GOVERNMENT 1. What is the needs to be overhaul from
OF DELTA STATE nature of the the system. To achieve this,
recruitment and there is need to engage on
selection polices in massive campaign against
Oshimili South Local all forms of
Government of Delta ill-administrative behaviour
State? that tend to create room for
2. How can we explain politicization of recruitment
the recruitment and and selection of staff in our
selection of candidates public bureaucracies.
on non-merit principles (ii) There should be
in the local strict administrative ethics
government? in checkmating the
3. Is there any employment processes in
relationship between the Oshimili South Local
the nature of the Government as well as in
recruitment and all other public
selection policies of bureaucracies in Nigeria.
Oshimili South Local This process will help to
Government of Delta reduce high incidence of
State and inefficiency politicization of recruitment
of workers? and selection of staff in
4. What actually is the Nigerian bureaucracies by
major cause of enforcing due process.
inefficiency, (iii) Effort should be
ineffectiveness and made to restore meritocracy
declining productivity as the basis of recruitment
in Oshimili South and selection in the Local
Local Government Government System in
Council? Nigeria. The principle of
5. How far has the meritocracy would help to
training facilities in the eliminate the employment
council affected the of mediocrity.
 quality of service by (iv) Workshops and
employees? seminars should be
organized regularly in order
to unveil the negative
implications of
politicization of recruitment
and selection of staff in the
administrative capacity and
efficiency of local
government system in
Nigeria. In addition, the
participants should be
mainly the principal
officers in the local
government system since
the issue of politicization of
staff recruitment and
selection is more peculiar
within the executive and
high administrative officers.

6. The Recruitment Based on the research The goal of GSK is to be http://www.worl

and Selection objectives, the study indisputable leader in the dscholars.org/in
Process of seeks answers to the field of world dex.php/ajbm/ar
Pharmaceutical following questions: pharmaceutical companies. ticle/view/10/70
Companies in 1. How GSK To achieve this goal, GSK
Bangladesh: A Bangladesh considers has to develop a global set
Case on its recruitment and up for each operating
GlaxoSmithKline selection process? country office with local
Bangladesh 2. Does the company competencies. Keeping this
Limited classify it employees target in mind GSK realizes
based on recruitment the obligatory need of
and selection process? identification of prospective
3. Is there any employees and placing the
difference in case of right people to the right
recruitment and position. It recognizes that
selection process of while recruiting people it is
different level possible to identify those
employees? candidates who have the
4. Does the company potentiality to contribute to
have any bindings in achieve the strategic aim of
case of recruitment and the company. This is why to
selection process from GSK highlights more on its
the head quarter? recruitment and selection
process. This study could
 be helpful for some of the
employers in Bangladesh
and around the world to get
and hire suitable candidate
for their organization by
following the mentioned
chain and sequence of
activities and also helpful
for researcher to do more
research on recruitment and
selection process as the
study has showed the detail
actions pertaining to
recruitment and selection of
different level of
management and
non-management
employable candidates.

7. THE ROLE OF E- HRM functions The study found that https://www.iajo

E-RECRUITMEN play a significant role physical applications and urnals.org/articl
T AND in reducing the applications via email are es/iajhrba_v3_i9
SELECTION organizational costs, still accepted in HELB, _554_565.pdf
FUNCTIONS ON increasing interaction Kenya. This study therefore
THE between manager and recommends that the
ORGANIZATION employees and management of the Higher
AL OUTCOMES effectively increasing Education Loans Board
IN HELB, KENYA commitment to should optimize use of the
organization.Locally, online recruitment for
there is limited fairness and objectivity in
literature on the role of the entire process, enhance
e-HRM on transparency, enhance
organizational turn-around time and also
outcomes. This study enhance brand image. In
seeks to contribute to addition, the study
the existing body of recommends that the
knowledge.With a management of the Higher
number of HELB staff International Academic
in regions, the study Journal of Human Resource
thus sought to assess and Business
whether e-HRM would Administration | Volume 3,
harness this benefit Issue 9, pp. 554-565 564 | P
thus enhance employee a g e Education Loans
engagement, employee Board, Kenya should adopt
satisfaction and online request to fill
 organizational vacancy, online
commitment. advertisement and online
selection.

8. Recruitment and The literature due to its 1. Recruiters https://dt.athaba

selection of having being conducted determine where to go to scau.ca/jspui/bit
immigrant in the field, and its find diversity candidates stream/10791/4
professionals in focus on experienced (this study showed that 0/4/KerriLynnT
Canada: A case candidates applying for finding these candidates hompsonFinal.p
study mid-management was the most challenging df
positions. Immigrant area for the recruiters).
professionals are part Approaching the potential
of this group as candidates and garnering
immigrant their interest in the position
professionals have to the point where they are
work experience and willing to agree to compete
post-secondary for the open position.
education and would
not be in the less 2. Prescriptively
experienced category of looking at the gaps and
entry level positions. A what the literature informs
challenge in the is that vertical and
selection process is the horizontal linkage can help
evaluation of foreign by serving to coordinate
education, experience intentions and actions.
and references.
3. In these
1. How are recruitment diversity-aware
processes structured by organizations, diversity
multinational and metrics range from
diversity conscious non-existent, to evolving, to
organizations? in-place and ready for more
2. How are selection enforcement. This study
processes structured by shows that whereas hiring
multinational and must happen, diversity
diversity-conscious hiring is indeed an option
organizations? and as such can become a
3. What factors lead to choice. Without an
the development of expectation such as a metric
effective recruitment or
and selection performance-management
practices for hiring measure, if it is taking
immigrant longer than expected to find
professionals? diversity candidates, or
4. What process requires time to convince
combinations create people to consider diversity
synergies of fair and candidates, this study
unbiased hiring of shows that an easier route
immigrant might be taken which is
professionals? likely a non-diversity
candidate. This is
happening in three
diversity-aware
organizations. There needs
to be horizontal linkage,
connecting the diversity
process to the R&S process,
as well as vertical linkage
communicating that
diversity R&S is a
corporate strategy.

4. To answer research
question 4, the theory of
SHRM was utilized to
frame the multiple levels of
processes impacting
recruitment and selection.
Adding a specific objective,
“to hire immigrant
professionals” added to the
complexity with the
realization that it was
unlikely that “one best
way” would be found for a
diversity program
(Roberson, Kulik, &
Pepper, 2003). The findings
showed much more
similarity than difference
with respect to R&S
techniques used across
these organizations. In all
cases there was a
disconnection between
diversity and R&S, and it
was further fragmented in
two cases across business
units and geography.
9. A study on the effectiveness of By analyzing the https://www.mal
recruitment and recruitment and collected data and ayajournal.org/a
selection process selection in open interpreting the hypothesis rticles/MJM070
with reference to division keeping in result tested using SPSS 30008.pdf
current scenario in view of procedural software, it has been
organizations decency, observed that the dependent
straightforwardness, variables have shown
sex issues, Line values above 0.05 in
Manager Role, HR question (a) which indicates
Competency and that null hypothesis is
organizational & state rejected and it can be
legislative issues observed that skill set
impact. mapping is not being
practiced during
Impact of recruitment recruitment process. Also,
on selection of right highest significant value
candidate with the (0.848) for self-managing
factor of desired set of skill indicate that this is the
skills most important issue on
which any organization
Impact of recruitment need to put highly focused
on selection of right approach and lowest
candidate with the significant value for
factor of Competency flexibility skill (0.086)
that adds to the growth indicate that there is no
of the organization need to put much emphasis
on candidate flexibility.
Impact of recruitment • In question (b), it
on selection of right has been observed that the
candidate with the dependent variables have
factor of Organizational shown values above 0.05
Climate that defines the which indicates that null
attrition rate of hypothesis is rejected and a
organization clear significance of impact
of competency on selection
of right candidate that adds
to the growth of the
organization is visible.
Also, it represents that
competency is not based on
experience and also doesn’t
have gender effect.
• In question (c) it has
been observed that the
dependent variables have
shown values above 0.05
 which indicates that null
hypothesis is rejected and a
clear significant of impact
of organizational climate on
selection of right candidate
that defines the attrition rate
of organization is visible.

10. HUMAN The organization's First, the recruitment file:///C:/Users/

RESOURCE resources are limited so committee and staff of Administrator/D
MANAGEMENT that the organization, in Falateha University in ownloads/2264-
PRACTICES this case the University carrying out the Article%20Text
PRIVATE of Falatehan, is administrative selection -4441-1-10-202
UNIVERSITY: A required to be able to process must check 01211.pdf
CASE STUDY OF empower and optimize intensively and ensure that
FALETEHAN its use to maintain the what is written in the
UNIVERSITY IN continuity of its curriculum vitae (CV)
BANTEN organization. From the matches the reality by
various resources that means of crosschecking. If
are owned by Falatehan the prospective applicant is
University, human a freshgraduate, the
resources occupy a committee can confirm to
strategic position the campus concerned
among other resources. about what the prospective
Without human applicant writes in the
resources, other curriculum vitae (CV),
resources cannot be likewise if the prospective
utilized, let alone applicant is experienced,
managed to produce a the committee can confirm
service to students. But and check with the previous
in fact, there are still work place about the
many personnel at correctness of the data
Falatehan University written in the curriculum
who do not realize the vitae (CV).
importance of human
resources for the
continuity of Falatehan
University itself. There
are still many personnel
or employees who do
not realize that human
reasource is the most
important
organizational asset,
because it is human
reasource that drives
and makes other
resources work. This
can happen by several
things, including the
recruitment and
selection process for
academics and
education staff to fill
vacant positions.