Recap – Session 5

• We understood Job Analysis

• Briefly understood the linkage of job analysis vis-à-vis the employee life
cycle

• Outcomes of job analysis processes

• How to conduct the job analysis

2/18/2023 Girish Balasubramanian MBA-2022-24 1

 Recap - Job Analysis

• Job Description • Job specifications

– Job identification – Traits/Behaviors needed to
perform the job
– Job Summary
– Based on judgement or it can
– Responsibilities and duties be based on research models
which links a set of traits to
better performance
– Authority/reporting

– Performance standards

– Working condition

2/18/2023 Girish Balasubramanian MBA-2022-24 2

 Job Analysis uses

Job Analysis

Recruitment and Job Evaluation – Performance Training

Compliances
selection Wage and Salary Appraisal Requirements

2/18/2023 Girish Balasubramanian MBA-2022-24 3

 Job Analysis – how to conduct

Job Analysis

Online/electronic
Interview Questionnaires/PAQ Observations Diaries and logs
methods

2/18/2023 Girish Balasubramanian MBA-2022-24 4

 Session 6

• Session - Learning Objectives:

– What is Recruitment and Selection

– Linkage of job analysis to the recruitment processes

– Contemporary methods and processes associated with recruitment

and selection

2/18/2023 Girish Balasubramanian MBA-2022-24 5

 Recruitment and Selection

• Recruitment  positive process

as more and more individuals
encouraged to apply to enlarge
the selection pool

• Selection  negative process as

you have to try and reject
unsuitable candidates

Final
Applications Processes Interviews
selection

2/18/2023 Girish Balasubramanian MBA-2022-24 6

 The Case Study

The firm The Firm

• Home furnishings  window • Explosive growth both in terms of
blinds revenue and number of stores

• Unique business model  turn • Compensation was initially

around time of 48 hours commission based then changed
to fixed which was further
• Manufacturers and retailers changed to a mix of fixed and
combined into one  not easily commission based
imitable
• Plans of aggressive expansion

2/18/2023 Girish Balasubramanian MBA-2022-24 7

 Questions to be considered

• Identify the specific skill sets for the sales associate and the managers at Blinds
to Go and design a suitable recruitment process.

• Suggest a suitable metric/indicators to assess the effectiveness of recruitment

process

• Design a suitable pitch/advertisement for hiring sales associate and managers.

For managerial position indicate your preference (whether internal or external
candidate) and provide a suitable explanation

• Evaluate the effectiveness of the different sources of recruitment indicated in

the case study. Identify the pros and cons of each of the sources.

• Design a suitable onboarding process

• What salient points to be included in offer letter?

2/18/2023 Girish Balasubramanian MBA-2022-24 8

 The Case Study

• The problem
– Attrition

– Staffing  recruitment and selection  given the stiff target of 50

stores per year and 50% growth in sales

– Any changes to be made to the structure?

2/18/2023 Girish Balasubramanian MBA-2022-24 9

 The work flow in the store

Customer Sa understands Sa emphasizes

interacts with the customer the quality and
sales associate needs warranties

After that only Sa would walk

Sa would price
try and close the sm through
the product
the sale the order

2/18/2023 Girish Balasubramanian MBA-2022-24 10

 The existing recruitment process

Telephonic Face to face Face to face

Store visit by Final
interview by interview with interview with
the candidate offer/selection
DSM DSM Store manager

2/18/2023 Girish Balasubramanian MBA-2022-24 11

 The Case Study – Assessing recruitment

Company objectives The recruitment criteria

• Service and Satisfy customers • Gift for the gab

• Never lose a sale • Outgoing personality

• Energetic and motivated

• Make the customer feel special

• Honest
• Bring Manager into every sale
• Likes Sales or dealing with people
• Give customer the feel of old
fashioned service • Positive

2/18/2023 Girish Balasubramanian MBA-2022-24 12

 The Case Study – Assessing recruitment

Recruiting June July Total • No specific method can be called

Method effective as data is of only 2
Cold Call 9 0 9 months
Walk-Ins 31 16 47
Internet 9 3 12 • Besides the conversion is not
Employee 39 20 59 clear
Referral
DSM hires 8 8 16 • Based on this table alone the
Total 96 47 143 employee referral seems to be
the most effective  but
Length 1-4 5-8 >8 problems are there?
of stay months months months
Total 29 12 13

2/18/2023 Girish Balasubramanian MBA-2022-24 13

 Recruitment and Selection

• Applications • The aim of any recruitment is to

– Deciding bare minimum find the person to carry out the
eligibility to carry out the job job  matching the knowledge,
satisfactorily skills, abilities and other
characteristics (KSAOs or KSACs)

– The link is the job analysis

• Essentially talking about Person-
Job fit (PJ) fit. This has further
– Usually education criteria is evolved to find the Person-
kept as qualifying criteria  Organization fit (PO)
assumption is that some of
the cognitive skills are
developed by virtue of the
formal education

2/18/2023 Girish Balasubramanian MBA-2022-24 14

 Recruitment

• What?
– The process of searching
suitable candidates and Cognitive abilities
attracting them to apply for

Tests
vacancies in organizations
Physical fitness
• Why is it so important?
– Right person for the job 
performance Personality/Psychometric
– Control costs  search cost Tests
and operational costs
– Legal aspects/obligations

2/18/2023 Girish Balasubramanian MBA-2022-24 15

 Recruitment and Selection

• Which methods to choose

– Reliability of the method/tool  consistency of scores obtained by
same person
– Validity  Criterion, content and construct validity accuracy of the
measurement using the tool/method
– Costs
– Functionality

2/18/2023 Girish Balasubramanian MBA-2022-24 16

 Approaches to employee onboarding

• Sink of Swim • Active Assimilation

– Take care of basic resources
and leave rest for the new
joinee to navigate
• Basic orientation
– Sharing information about
company policies, team
member evaluations,
– Organize meetings with key
stakeholders
– Actively carries out
knowledge transfer about
business, team and strategy
of the firm
• Accelerated integration
– Ideal  custom designed
experiences such as team
building,

2/18/2023 Girish Balasubramanian MBA-2022-24 17

 Recruitment and Selection

• Some other techniques

– Work sampling for employee selection  actual situations, no testing
of personality but purely based on outcome  examples include
Simulations and case studies
– Situational judgement tests  put you in certain situations and check
for reactions
– Management Assessment Centers  Intense programs and simulation
in which management candidates are asked to perform tasks in
hypothetical situations  to check for certain competencies and
suggest some methods to train/develop them
• In-basket exercises
• Leaderless group discussions
• Some tests

2/18/2023 Girish Balasubramanian MBA-2022-24 18

 Recruitment and Selection
• Do personality traits predict • The pitfalls
performance
– Conscientiousness has been a
consistent predictor of job
performance
– Extraversion correlates with
success in sales and
management
– Myers Briggs Type indicators
(MBTI)  often able to
suggest suitable professions
for individuals
2/18/2023 Girish Balasubramanian
– Universality of personality
traits of late being questioned
– Problem of screenings based
on psychological impairments
and discrimination
– Issus of low validity of self
reported scores
– The problem of
faking/training to take the
tests and problems of privacy
MBA-2022-24 19
 Recruitment and Selection

• Some interesting phenomenon

– The strength of week ties Mark Grannovetter  genesis of application
of network theory to recruitment process

– The modern application  referral system in organizations

– Role of social capital  social media capital  mushrooming of sites

such as Linkedin and researchgate/Academia.eu

– Role of AI/ML in contemporary recruitment processes

2/18/2023 Girish Balasubramanian MBA-2022-24 20