Names: Atin, Lappao Derie Course and Section: BSCE-2D

Escalante, Joyce Ariane Subject Course: Engineering Management

Lubong, John Mark Instructor: Engr. Genesis Jose

Case Studies on Recruitment and Selection

Title of the Case Study Major Issues Adopted Solutions Source

A Case Study of Tech The robust task is to It is recommended to use Google:
Mahindra on appear, recruit, and both internal as well as http://ignited.in/I/a/120082
Recruitment and select precocious people external source of
Selection: Hiring the in today’s tight recruitment, instead of
Right Person marketplace for using only one source.
organizations. As their
square measure lesser Feedback should be
precocious resources carried after the
procurable, the induction of respective
competition is batch to know about the
augmenting. The lesser recruitment process
procurable resources which is carried out.
produce the
organizations engaged The waiting time for all
on effective action, three rounds of interview
selection, associate should not be more than
degreed retain quality 3 hours.
skills is to obtaining the
proper talent is turning
into a more and more
difficult and difficult
activity. Tech Mahindra
of Sharda center has
really less footstep due
to that it becomes
powerful to rent 120-130
candidates/month. they
have to put plenty of
stress on providing
engaging wage to attract
skills.
Recruitment and For an industry to It is essential that a Google:
Selection Process in IT survive and prosper in structured selection https://www.ijcrt.org/
Industries the economy, quality process ensuring right papers/IJCRT1033029.pdf
resources have to be kind of people are
utilized. The quality selected and placed at
aspect is such an right positions. The
important element in organization strength
 picking up the right kind lies in using all possible
of human inputs to make techniques to ascertain
IT industry success. The the right choice and
activity of recruitment bringing in a total clarity
and selection takes care to the entire process.
of the responsibility of Organizations paying
the much need quality IT attention to this regard
professionals. With this are certain to maintain
background, it is very their leading status
much felt the need for amongst their
study and analysis of the counterparts in the
recruitment and market.
selection process in the
IT industry, as a vital
function of HRM to feed
with a quality
workforce.
Case Study- Infosys(A)- After changes were The solution that we Google:
Strategic Human made including the recommend for the https://www.scribd.com/
Resources Management introduction of a improvement of doc/501890684
variable pay structure employee satisfaction at
across the entire Infosys is a focus on
organization, flattening improving
the organization by communication within
removing eight of its the organization. We
fifteen layers, and a believe that if
promotion policy that communication is
depended on the needs improved and managers
of the organization work more closely with
rather than solely on the their employees, the
individual’s performance employees will gain a
and seniority, Infosys better understanding of
remained high on the their roles within the
Best Employer lists in company, the value they
2001 and 2002. In 2003, are providing to the
however, Infosys fell off company as a whole
of the lists completely, through the work they
shocking everyone else do, and how decisions
in the industry as Infosys that are made by the
had always been management ultimately
recognized for its path- impact them. We also
breaking HR practice. think that if the
Upon analysis of the managers work more
situation, the Infosys closely with the lower-
management realized level employees, they
that the changes that had will gain a better
been initiated since 2001 understanding of the
had an unintended issues and frustrations
impact in de- that the lower-level
 emphasizing the employees might be
traditional culture facing which will help
of Infosys, which was a them take steps to
small company and improve any problems
collegial environment that might be occurring.
where processes and Companies who work
policies were flexible hard to meet the needs of
and customized to their employees can
individual needs. cultivate a work
Challenges in managing atmosphere conducive to
expectations and productivity. Strategic
communication within Human Resource
the large organization Management is the best
led to employees being way to achieve this
doubtful about the because by being able to
impact of the changes as plan for the needs of
well as being unclear employees by thinking
about the rationale ahead can help to
behind the changes, improve the rate of
which appeared to be skilled employees who
benefiting the company chose to remain working
at the expense of the for a company, which
employees then improves the
(Delong & employee retention rate
Rengaswamy, 2005). and can reduce the
Strategic Human money companies spend
Resources Management on finding and training
is all about balancing new employees
human resources so that (WiseGeek). In the case
the company is meeting of Infosys, the greatest
the needs of its employee need is to feel
employees and the as though they are doing
employees are meeting meaningful work and
the needs of the to understand where they
company (WiseGeek). If fit into the ever-growing
this is not balanced, organization and how
either the employees or the changes that are
the company will made impact them, and
suffer, or sometimes that is not something
both. that money or material
benefits can help
achieve.
Southwood School: A The HR manager The HR manager Google:
Case Study in reviewed the school’s continued to advertise https://www.shrm.org/
Recruitment and recruitment and teaching jobs in TES in certification/educators/
Selection selection methods line with local and Documents/Robson%20-
because national competitors, but %2008-
there was concern that re-designed the standard 0768_Southwood_Case_
best-practice methods layout and content of Study_Part_C_IM_ FNL
 were not being used. In advertisements to be %20-%20Recruitment
addition, the principal more engaging and %20and %20Selection.pdf
thought that some informative. In the
inappropriate candidates future, advertisements
had been hired which for all teaching jobs will
could have been avoided also be placed in the
if better methods had local newspaper which
been used. A number of has a weekly jobs
areas for improvement supplement and high
where identified: readership in the area.
Using one recruitment The school had a strong
method was insufficient IT team, and they were
and was not making the consulted about the best
most out of the available ways to use technology
recruitment resources (in as a recruitment method.
particular, the Internet). They designed a simple
The existing method web site that could
may have resulted in be accessed through the
some unsuitable hires school’s home page. It
who left the organization contained relevant
after information about
a short time. A wider the organization and the
candidate search might actual vacancy.
attract different types of Candidates could
people. Other schools in complete and submit the
the area were using more application form online,
varied recruitment or print and mail the
methods, which may completed application
mean they are accessing form. The page was
a larger (and potentially being monitored to
better) pool of gauge the success of this
candidates. method. The HR
The materials in the manager agreed with the
recruitment package principal that a greater
were basic and not emphasis should be
professionally placed on internal
designed, which may recruitment, particularly
have failed to impress for positions with
potential applicants. management
The selection methods responsibilities.
used were limited, and This would encourage
had not kept up with talented staff to remain
trends used in with the school as part of
other organizations. an overall retention
Candidates were being strategy. The HR
hired on the basis of a manager also reviewed
good interview. Their the quality of the
teaching styles information provided to
and ability was prospective employees,
 unknown. so that candidates would
Staff on the interview have a more realistic
panels had not been picture of what the job
trained, and in the past entailed and the
had asked potentially character of the school
discriminatory (see “Information
questions. Provided to
There was little chance Candidates”).
of internal promotions
because career
progression was not a
focus within the school
or encouraged within the
recruitment and
selection policy. Lack of
an objective scoring
system resulted in
complaints from
unsuccessful
candidates who did not
understand why they did
not get the job.
A Case Study on To exclude poor By including applicants Google:
Recruitment & applicants to avoid with promising https://
Selection- The HR counter-productive potentials. www.researchgate
Aspect in Retail work. .net/publication/282667869
Successful recruitment _A_Case_Study_on_
The recruitment policies, program shows good Recruitment_Selection
sources & methods have number of successful
to be evaluated from placements, number of
time to time. offers made, and number
of applicants, Cost
To bring in more involved and time taken
effectiveness in the for filling up the
recruitment process. position.

Successful recruitment
program shows good
number of successful
placements, number of
offers made, and number
of applicants, Cost
involved and time taken
for filling up the
position.
A Case Study Report on AutoAccess decided to For AutoAccess to have Google:
Recruitment, Selection hire a new HR staffing been operationally https://www.academia.edu
and Organizational Officer to hire and efficient, it had to find /25081567/A_Case_study_
Culture at ‘AutoAccess’ manage the new the right people for the on_Recruitment_Selection_
 overhaul of new right job. For that it had and_Organizational_
employees. Their HR to go through a Strategic Culture_at_AutoAccess
manager Rhonda Recruitment and
Thomas was quick to Selection process at the
appoint Georgia as the time of recruiting its
new Staffing officer. Staffing officer Georgia
This was where it all as well as all the other
went wrong for employees hired after
AutoAccess. Rhonda her.
Thomas was too quick to In today’s dynamic and
appoint Georgia for the competitive
position without even environment, the
doing any of the things attainment of human
expected to fill out a resources is a vital
position. The appoint ingredient in strategic
was made just under the organizational success.
assumption that she’ll be There needs to be a clear
able to do a good job as link between
she was already working organizational strategies
at a call centre as their and resources.
Staffing officer, which Auto Access should
had three shifts, seven have simply followed a
days a week, 52 weeks a strategic recruitment and
year and as many as 80 selection approach from
people on duty during the beginning as in, from
those shifts. They also appointing their new
had a high employee staffing officer.
turnover. Human resource
Now we can see that the planning (HRP)
basic HR procedures to determines how the
fill out a position was organization should
neglected in Georgia’s move from its present
case and she proved to staffing position to its
be not the right person required staffing
for the job. Research position, both in the
indicates that, before an short term and long
employer offers a job to term. HRP is a dynamic
a candidate, it is worth process that involves
confirming how scanning the
competent the candidate environment and
is. In other words, it is keeping in mind the
better to incur more short and long
costs prior to hiring to requirements of an
ensure the candidate has organization keeping in
the capacity to grow mind the organizational
with the job and the objectives and cultures
organization, rather than to ascertain the exact
incur the far greater quality and quantity of
costs to the individual employees when and
 and the organization of where necessary.
making the wrong (Hartel and Fujimoto,
decision ( Comptea & 2010 )
Jehiela, 2008; Lee-Ross Employees hired should
& Pryce, 2005 ). fit and adapt to the
Clearly Georgia’s call organizational culture.
centre experience did not Organizational fit is the
prove to be of much use likelihood that someone
at ‘AutoAccess’. Call will reflect and/or be
centre jobs being mostly able to adapt to the core
unskilled and easy to beliefs, attitudes, and
train attracts a lot of behaviors that make up
people as well as they your organization. An
can easily be moulded in analysis by Kristof-
to be ’job fit’ with little Brown 2005, shows that
training. The employees who fit well
‘Organizational fit’ with their organization,
factor doesn’t actually coworkers, and
exist at call centers. You supervisor had better and
don’t need to co-exist or greater work
adapt to the satisfaction. They are to
organizational remain with the
environment to perform organization and
your duties at a call displays superior
centre. Also assuming performance.
that Georgia did not go
through a Strategic
Recruitment and
Selection Process that
would have avoided the
present scenario
‘AutoAccess’ has come
to.
The Impact of Effective In Ghana and other parts Since the analysis Google:
Recruitment and of the world, recruitment revealed that University https://5y1.org/download
Selection Practice on and selection processes of Ghana has policies /cd6df271af8d600c715925
Organizational are practiced to some and practices with 4edef8a529.pdf
Performance (A Case extent even though job regards to recruiting and
Study at University of placements in both selection of employees,
Ghana) public and private the following were given
organizations are more to help improve upon
or less affiliated to such practices, the
networking and political procedure for recruiting
inclinations. Another and selection should be
worrying problem in strictly followed in order
recruitment and to ensure that the right
selection process is employees are provided
sexual for the college.
harassment of female Procedures such as
 applicants. It is vital that educational or academic
organizations select qualification, experience
people with the quality and interviews all help
essential for continued select the best of
success in this employees for the
competitive global college. In addition, all
village of today. The applicants must be given
only means of achieving equal opportunities;
this success is through issues of favoritism
proper recruitment and should be avoided while
selection practices. giving the chance to all.
Recruitment and Employee referrals
selection process are though a good idea
vitally important to should be minimized
any organization, eager since it gives room to
of attracting and favoritism and at times
appointing qualified employment of
personnel. Getting the individuals who might
right people in the right not contribute
place at the right time meaningfully to
doing the right job is an organizational output.
essential element of Moreover, in the
recruitment and selection and
selection process which recruitment procedure,
can affect the complete qualifications
performance of the should be stressed and
organization. The should also be linked
researcher has observed with the job to be done
that, at University of as most qualifications do
Ghana, many people not much the job
with different to be done. Finally, to
qualifications, work help the employees to
experiences and culture give off their best,
background are those the human resource
who normally apply department should
when vacancies have appraise them regularly
been declared. since this will always
Impression of biasness keep them on their toes
on the side of applicants to give off their best
who were not selected is and help improve
then label against the performance.
management. Hence the
need to ascertain the
impact of effective
recruitment and
selection practices on
performance at
University of Ghana.
Recruitment and A common problem in The analysis revealed Google:
Selection Practices of recruitment and that HFC Bank has https://oarklibrary.com
Organizations, A Case selection is poor HR policies and practices /file/2/7a401682-665b-
Study of HFC Bank planning. The key goal with regards to 4554-80df-bdf364f76c7f/f9
(GH) Ltd of HR planning is to get recruiting and selection 694dd8-4b5a-4403-825a-
the right number of of employees, the 518acb22eb05.pdf
people with the right following were given to
skills, experience and help improve upon such
competencies in the right practices. Respondents
jobs at the right time at stated that the procedure
the right cost. Detailed for recruiting and
and robust recruitment selection should be
and selection policies, strictly followed in
such as recruitment and order to ensure that the
selection procedures, right materials are
assessing criteria, talents provided for the bank.
auditing and processing Procedures such as
the information about educational or academic
the labor market are qualification, experience
important in recruiting and interviews all help
and deploying select the best of
appropriate employees at candidates for the
the right time. (Kaplan bank. More so, it was
and Norton, 2004) realized that equal
despite the above its was opportunities should be
realized that HFC is given to all applicants
faced with other who apply for jobs at
challenges in its HFC bank to help ensure
recruitment and fairness in the selection
selection practices. The procedure and not to
major challenge facing hand others undue
HFC Bank in its advantage over others.
recruiting and selection Moreover, it was
practices is lack of key realized that to make the
talents in the job market selection and
for specialized areas recruitment procedure
within the bank. HFC complete qualifications
Bank as a financial should be stressed and
institution deals in should also be linked
normal banking with the job to be done
activities while as most qualifications do
massively involved in not much the job to be
mortgaging which done. From the study it
needs specialized skills is realized that
in order to serve its recruitment and
customers and such selection is of great
skills from the study is importance to every
lacking thereby affecting organization, though an
the performance of the integral part of human
bank. Competition is resource planning and
another challenge facing development, it
HFC Bank in its application and
recruiting and selection operation and challenges
practices. The financial make its practices quite
market in the country is difficult. These
now very competitive recommendations are
thereby there is a rush therefore made to help
for those with the make these practices
experience and skills to more effective. All
help the various banks applicants must be
float and have treated fairly; issues of
competitive advantage favoritism should be
over others. This avoided while giving the
therefore makes the chance to all. Employee
competition for skilled referrals though a good
labor in the field idea should be
difficult. Labor turnover minimized to cater for a
is another challenge certain number of people
faced by HFC Bank in rather than a whole scale
its recruitment and opportunity. That gives
selection practices. From room to favoritism and
the survey it was at times employment of
realized some employees individuals who might
immediately after not contribute
employment vacate meaningfully to
or leave their post and organizational output.
take on a different one The human resource
leading to a loss to the department should
bank, the challenge is appraise employees to
therefore, how to retain help them give off their
such employees once best and help improve
they are employed. performance of
employees; this will
always keep employees
on their toes to give off
their best. Refresher
courses must be
organized for employees
for them to be abreast
with trends in the
ever growing market. It
was revealed in the
analysis that key talents
are difficult to come by,
the bank can help
upgrade the skills of
some of its staff in areas
they find difficult to
recruit in the market.
 This will also go a long
way to help staff
contribute to the success
of the bank.
A Case Study on Being a worldwide Re-engineer Process - Google:
Recruitment and organization, Agilent’s To mirror its core values https://
Selection- Agilent manpower planning is which are speed, focus www.academia
Technologies done on a global and accountability, one .edu/12010549/Case_
basis. Agilent Singapore of Agilent’s key Study_Series_Recruitment
has to compete with and performance indicators _and_Selection
convince business for recruitment is the
decision-makers speed of hire. Given the
worldwide why stifling competition for
operations are best talents, Agilent believes
located in Singapore. success accrues in
The business case for seizing candidates
Agilent Singapore is before competition does.
contingent on the re- To do so, hiring
skilling of Singapore managers now take over
labor force, rigorousness the scheduling and
of workforce planning conducting of interviews
and the ability to attract instead of having
talents. The task to recruiters act as
attract talents intermediaries. In
complicates when the addition, through
economy expands. continuous human
Agilent needs to poise resources support in the
itself uniquely and adopt areas of seminars and
a robust strategy to knowledge transfer,
counter competition hiring managers in
from big brand names. Agilent are well
equipped with
information such as
competitive market
pay ranges to offer
outstanding candidates a
position at the first
instance.

Maximize Technology -
To reach out to the
diverse pool of job
applicants, Agilent
revolutionized the
technology behind
recruitment.
Employment application
is confined to on-line
process for building
a database that Agilent
can tap globally. Using
the same third-party
software worldwide,
Applicant Tracking
System rates candidates
with a template jointly
customized by the
hiring manager and the
recruiter to suit the
position in hire and
filters candidates on
a ‘tier-by-tier’ basis to
select those who best
meet the criteria.

Develop Referral -
Having experienced high
success rates with
referral, Agilent is
actively pursuing and
developing its referral
channel for hiring
excellence. Knowing the
key to a successful
referral program lies in
awareness creation,
Agilent markets the
campaign the way
marketers promote
brands. A catchy tagline
“It’s About You” is
coined to instill the
notion that everyone in
Agilent is a recruiter and
they can recommend
friends and relatives
for suitable openings.

Impression Management
- For overall
effectiveness of
recruitment and
selection, Agilent
advocates managing
the impression of new
hire from the first day of
work. Hiring managers
are reminded to ensure
 the new hire’s
workstation is fully
equipped and
operationally ready on
the first day. The
significance of such “On
Boarding” process is to
drive home the message
that the company places
a strong emphasis on
“productivity”.
Great Eastern Life Despite being a large Brand Values - For Google:
Assurance: A Case company with 700 Great Eastern, employer https://
Study on Recruitment employees in Singapore, branding is more than www.academia
and Selection Great Eastern used just advertising and .edu/12010549/Case_
to carry the tag and all mouthing catchy Study_Series_Recruitment
the connotations of a slogans. Great Eastern _and_Selection
‘local’ company. To wants to build a brand
attract talent, the task that starts from within
was to put Great Eastern and permeate throughout
on parity with other the organization. It is
multi-national about transforming
corporations through a people’s attitude,
top-notch policy in corporate culture and
rewarding and inspiring employees to
developing its people, take the leap. In short, it
creating a great work is about weaving ‘Life is
culture and environment Great’ into its people
and other features, and culture. The
which are often seen as company wants to be
lacking in local known as the employer
companies. who creates
opportunities for its
people to develop
himself or herself, create
something new and
make an impact. Great
Eastern’s People
Excellence initiatives
impressed the press so
much so that publicity is
frequently generated.

Develop Human
Resource Infrastructure
- Great Eastern sets its
sights on transforming
Human Resource into a
strategic partner. The
 Human Resource self-
service infrastructure is
designed to take away
the mundane tasks so as
to relieve the team’s
time and resources to
perform strategic roles
such as selling the
company’s brand name
and developing solutions
to manage human
capital. For instance,
Great Eastern’s
iRecruitment, a feature
of HR Self-service, is
fully automated and
enables head of
departments, business
units and relevant
personnel to view the
status of recruitment
process once they submit
a manpower requisition
on-line. iRecruitment
provides maximum
transparency that
enables greater staff
participation
and ownership of
recruitment. For
example, hiring
managers can review
resumes, rank
candidates, conduct
background checks and
pursue (or reject)
candidates for job
vacancies. They can also
track candidates’
progress throughout the
interview process,
update candidates’
details, present offers to
desired candidates and
bring in new hires
through this transparent
platform.

Personality Profile
 Analysis with a Twist
- Culture and group
norms shape the work
process in Great Eastern.
When using personality
profile analysis, Great
Eastern ensures that the
criteria for selection is
not based solely on
personality types that are
suitable for the job but
also those that will
replicate the desired
culture and spirit of the
organization. For
instance, the
recommended
personality type for a
Human Resource
executive may be one
with profiles of high
‘compliance’ and
‘dominance’, but in
Great Eastern where
creativity and
empowerment is valued,
a high ‘influence’ is also
desired.