SCHOOL OF BUSINESS AND SOCIAL SCIENCES

ACADEMIC SESSION 2022/2023

SEMESTER 2

PROGRAMME : BBA HRM

COURSE CODE : BHS2023

COURSE NAME : Recruitment and Selection

TITLE OF THE PAPER : Individual Project Case Analysis Report

LECTURER’S NAME : Madam Aliaa Diyana Zamri

DATE/DAY SUBMITTED: 14th of MAY 2022 (SUNDAY)

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Table of Contents
I. Introduction.................................................................................................................. 2
II. Recommendations......................................................................................................2
A. Utilizing Virtual Assessment Tools.......................................................................... 2
B. Enhancing the Hiring Manager's Virtual Interviewing Skills.................................... 3
C. Increasing Visibility of Job Openings...................................................................... 5
D. Offering Remote Work Benefits.............................................................................. 6
III. Conclusion................................................................................................................. 8
References...................................................................................................................... 9
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I. Introduction
Several businesses have been forced to transition to remote operations as a
result of the COVID-19 pandemic, and Jelita Corporation, a global software
development firm, is no exception. As a result, the HR division is having trouble filling
positions since they struggle to hold in-person interviews and evaluations. Also, it is
getting harder and harder to locate qualified people who are willing to work remotely
and who have the required education and expertise. Also, some hiring managers are
having a hard time adjusting to the virtual hiring process, which results in erroneous
assessments of prospects. This report's goal is to make suggestions for Jelita
Corporation on how to deal with these problems and enhance their recruiting procedure
during the pandemic.

II. Recommendations
The following potential solutions are recommended for the issue.

A. Utilizing Virtual Assessment Tools

The first recommendation is to test out virtual evaluation tools such as Zoom for
this problem. There are several advantages to using Zoom for qualitative interviews,
including its capacity to replicate face-to-face interviews, cost-effectiveness, data
management features, security options, and screen/file sharing options (Archibald et al.,
2019). Due to its simplicity and user-friendliness, Zoom was also favored by many
participants over in-person interviews, phone calls, and other video conferencing
platforms. There were, however, some drawbacks to Zoom, such as some participants
having trouble connecting, perhaps as a result of slow internet speeds or antiquated
hardware. Zoom is a highly effective tool for conducting qualitative interviews, and it
may be more appropriate for data collecting than competing VoIP systems like Skype
and FaceTime. Zoom was viewed as "the next best thing" given time constraints,
geographic distance, and other practical issues, even if some participants preferred
face-to-face interviews. According to the authors of this study, more research is required
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before making conclusions about how to effectively use such technology to supplement
and enhance current qualitative methodologies. Additionally, the procedures that
businesses ought to use for web-based interviews are further discussed in the article by
Margaret Wolf and Heather Burrows (2021). These include maximizing synchronization,
which calls for having high-speed internet by the time of the interview, increasing
visualization of facial expressions, which calls for adjusting lighting and camera angle
and making sure that the interviewee makes eye contact with the camera rather than a
screen, utilizing body language, using an external microphone for improved quality and
reduced background noise, and minimizing signal distortion. The publication also makes
a number of recommendations for ways to encourage participation during virtual
interview sessions. They consist of giving applicants access to recorded or
live-streamed conferences on interview days, hosting online social gatherings prior to
interviews, offering breakout sessions for small groups to foster conversation, and
giving candidates the chance to do one-on-one WBI with residents. Additionally, it
promotes doing virtual interviews through Google Hangout chat sessions or the
commercial communication tool Slack.
Last but not least, the employer can evaluate individuals' abilities and suitability
for a position remotely by using virtual assessment tools such as pre-recorded video
interviews, which are one-way, filmed recordings of a candidate answering pre-set
questions (LinkedIn, 2022). Also, using virtual evaluation tools can help shorten the
employment process and lower hiring costs. Jelita Company should, therefore, spend
money on virtual assessment solutions to enhance their remote hiring procedure and
guarantee the reliability of candidate assessments.

B. Enhancing the Hiring Manager's Virtual Interviewing Skills

Hiring managers should have sufficient knowledge of virtual interviewing skills to

ensure they can conduct accurate and effective interviews because the skill set required
for virtual interviewing differs from in-person interviewing. This is because the company
needs to immediately shift to a heavy reliance on digital for all aspects of recruitment,
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interviewing, onboarding, and other processes. Jelita Corporation should therefore

establish some rules for its hiring supervisors, including
● Before the interview, the managers must examine all gadgets and apparatus,
including the laptop or computer system, the video conferencing software, the
device's microphone and camera, speakers, and the internet.
● Job candidates should be given clear information on how to join a video call for
an interview by interviewers. Some candidates might have to download software
or set up an account. Giving applicants clear instructions will make them feel
more at ease. Ideally, interviewers should develop a step-by-step approach and
communicate it to the candidates beforehand.
● The interviewers should send interview invitations with clear details, including
date, time, duration, and virtual link, immediately after confirmation, and send a
reminder email with the videoconferencing link one or two days before the
interview, as it is anticipated that there will be candidates from different locations
with different time zones because the job will be performed online.
● Before the interview, the interviewers should create a list of crucial questions to
assess the candidate's hard and soft skills. They should go over the questions
and choose the best order to address the most crucial ones in the time available
for the interview.
● Hiring managers should give candidates all pertinent information about the
position and the business in order to ensure transparency. This involves telling
applicants what is expected of them and just providing factual information. For
instance, the manager should remind all staff members that they must attend the
weekly conference meeting.
● The hiring manager should advise the applicant of the next stages and any
requirements for action, such as sharing work samples, before calling the
interview to a close. Then, let them know how long the hiring process will take
and when they can expect a response. Finally, send a follow-up email to the
applicant thanking them for their participation, reminding them of any next
procedures, and asking for suggestions on how to improve the interview (Indeed,
2022).
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These procedures will make it possible for hiring managers to evaluate candidates
during virtual interviews in an accurate and efficient manner.

C. Increasing Visibility of Job Openings

A lot of organizations have switched to remote employment as a result of the

COVID-19 epidemic, and recruitment methods have undergone substantial
modifications as a result. It might be difficult to navigate the current job market for
organizations like Jelita Company that are trying to discover competent people with the
training and experience needed to work remotely. Yet, employing several internet
channels to advertise job openings can greatly improve visibility and draw in more
people.
Both job seekers and recruiters are increasingly using online job portals, social
media platforms, and professional networking sites. A recent study by the Society for
Human Resource Management (SHRM) revealed that 84% of businesses use social
media to find applicants (SHRM, 2020). Companies like Jelita Company may use social
media sites like LinkedIn, Twitter, and Facebook as effective methods to connect with a
large audience of prospective employees. Companies may develop their brands and
draw top talent by developing a strong online presence and actively engaging with
followers.
Companies can advertise job openings on numerous online job portals and
professional networking websites in addition to social media. For instance, job postings
can be made by businesses and applications can be received directly from interested
people by using websites like Indeed, Glassdoor, and ZipRecruiter (Persaud, 2022). For
instance, ZipRecruiter is the greatest option for businesses wanting a vast candidate
pool immediately due to its extensive distribution network of more than 100 job boards.
Employers can use ZipRecruiter to advertise open positions, and ZipRecruiter will
immediately syndicate those openings to all of the job sites in its network. As Indeed is
free, it is ideal for businesses looking to hire employees on a tight budget. Without
enrolling in a subscription-based plan, employers are free to list as many open
opportunities as they like. Customers can also utilize Indeed's complimentary job hiring
analytics tool, which allows recruiters to see trends in job-specific roles across the
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United States. Such tools enable recruiters to carefully target specific markets to
concentrate their recruitment efforts instead of indiscriminately posting their vacant
positions on several job sites (Dennis, 2023). Jelita Company can reach a larger
audience and improve the likelihood of discovering eligible people that are a good fit for
the business by utilizing these variety of venues.
Moreover, in order to stay at the forefront of candidates' minds, it's critical for
businesses to keep an active internet presence. The president of Addison Group, Chris
Vennitti, emphasizes the significance of businesses engaging in outreach activities to
show that they are continuing to operate, hire new personnel, and advance (Vennitti,
2020). Jelita Company may stay in touch with possible candidates and show that the
organization is actively looking for new talent by routinely posting job advertisements
and updates on social media and professional networking sites.
In general, organizations wanting to fill positions in the competitive labor market
of today may find it useful to advertise job openings on online job boards. Jelita
Company can raise awareness of the business and entice top personnel by leveraging
a variety of platforms and keeping a robust online presence.

D. Offering Remote Work Benefits

In recent years, remote work has grown in popularity, and the COVID-19
epidemic has hastened this tendency. Many businesses are already seeing the
advantages of enabling remote work, including enhanced work-life balance, cost
savings, and increased productivity. Offering remote employment alternatives may help
Jelita Business recruit top talent and raise employee happiness.
Increased productivity is among the most important advantages of remote work.
Research has revealed that remote workers frequently outperform their office-based
counterparts in terms of productivity (Bloom et al., 2015). This is probably due to the
fact that remote employees have more freedom and flexibility, which might aid in their
ability to concentrate and block out distractions. Jelita Companies can increase
productivity and do more work in less time by enabling employees to work remotely.
For organizations like Jelita Company, remote work can also be economically
advantageous. Employees that work remotely don't need office space or office supplies,
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which can cost less money for the business. Remote employment can also lower
turnover and hiring expenses. According to a recent Owl Labs survey, remote workers
are 13% more likely than on-site employees to remain in their current position for the
ensuing five years (Owl Labs, 2020). Jelita Companies can cut down on turnover and
save money by providing remote employment options while also saving on hiring and
training expenses.
Providing remote work can enhance work-life balance and employee happiness.
Since their schedules are frequently more flexible for remote employees, they may be
better able to balance their job and personal obligations (Golden et al., 2021).
Furthermore, because employees don't have to cope with a long commute or a
distracting office atmosphere, remote work can help lower stress and burnout (Davis et
al., 2020). Jelita Companies can increase employee happiness and retention by
providing remote work options.
Jelita Companies must set clear performance and communication standards in
order to fully reap the rewards of remote employment. According to one study,
successful remote work depends on clear communication (Kniffin et al., 2021). Setting
specific objectives, giving frequent feedback, and keeping in touch with remote workers
using technology are all required. Jelita Companies can make sure that remote workers
are effective and engaged by having clear performance goals and communication
channels.
Finally, providing remote employment alternatives can help Jelita Company
recruit top talent, boost output, cut expenses, and increase employee satisfaction. Jelita
Company can make remote work successful and advantageous for the business and its
employees by setting clear communication and performance goals.
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III. Conclusion
In conclusion, Jelita Corporation has been impacted by the COVID-19 epidemic,
which has made remote work the new standard of living. The HR department is having
trouble filling vacancies as a result of the challenges of conducting in-person interviews
and evaluations. Also, it is getting harder to find suitable people who are prepared to
work remotely and have the required training and expertise. Jelita Company should take
into account employing virtual assessment technologies like Zoom and pre-recorded
video interviews to evaluate candidates' skills and suitability for a job remotely in order
to overcome these problems. The business should also give hiring managers
instructions on how to improve their virtual interviewing abilities and make sure they can
conduct precise interviews. Furthermore, promoting job vacancies and the company's
identity on job boards and providing advantages of remote employment on social media
could draw in more qualified people. These suggestions can help Jelita Corporation
enhance its hiring practices both during and after the pandemic.
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