CASE STUDYRECRUITMENT & SELECTION

Presented ByPiyush JaiswalChandan PandeyShivam Rai

Case Summary

• Suresh Kumar was a production manager at singer industries limited.

• Company was a noida based electrical appliances company.

• Company required some new supervisers for the plant.

Case Summary

• Suresh was the authority for hiring the new candidates.

• HR manager was screening the candiadte for the aptness of the job.

• After screening HR manager sent candidates to suresh kumar.

Case Summary

• On Friday afternoon HR manager found an engineering graduate Subba Rao whom he thought is the best suitable person for the job.

• Subba Rao wanted to relocate himself from pune to noida because his family lives there.

• Immediately HR manager called to Suresh and trying convince him for the immidiate interview.

Case Summary

• Surersh hesitated at the moment but he agrees as the HR director is saying him to take the intrview .

• Ranga Rao arrvied and introduce himself before the suresh.

• Suresh was busy at the moment but he warmly greeted the candiate and told him to wait for a while as he was busy in making some urgent phone calls.

Case Summary

• Fifteen minutes afterwards conversation restarted between the two again.

• Ranga rao was a quite impressive candidate as he was having merit certificate.

• He was achiever of the best suggestion award from previous multinational firm.

Case Summary

• He seems to crack production manager’s question quite rapidly and in a very satisfactory and effective way.

• Suresh was very impressed in the meanwhile a superviser opened door and said to sureh that they were having a problem on line number 5 and they needed his help.

Case Summary

• Suresh left the cadidate immidiately and joined him after 15 minutes for the further interview.

• After few minutes a series of phone calls again interrupted him.

• The same thing happened for the next 40 minutes.

Case Summary

• Rao felt a bit of embarrassment .• Rao said to Suresh that he needed to live as he

had to catch the train to pune at 9 P.M.• Suresh said to call him after a week while

pickin up another call.

Highlights Of The Case

• Without any prior information HR director sent the candidate to the production manager.

• In spite of hesitating the production manager gave the approval for the interview.

• Without knocking at the door the supervisor opened the door of Suresh for informing about the problem. It shows a lack of discipline in the company.

Highlights Of The Case

• Throughout the interview there was a seriers of interruptions.

• Subba Rao was embarrassed as he gave the excuse for living the interview that he had to catch the train at 9pm but it could be clearly seen that the interview was taking place at afternoon.

Answers

Question 1. What specific policies might a company follow to avoid interviews like this one?

Answer. As we know that production is a very busy activity so to avoid such kind of interviews we can do the following:

1.The company can appoint a panel including Hr person and appropriate persons from the concern department who can take the immidiate interviews.

Answers

2.Only a single person should not be whole and sole responsible for taking the interview so the authority for the same should be delegated to 2 or more persons so that if one person is not available then another can take the interview.

3.If the interviews are taken by the Production manager itself then he should clearly define a time of interview to the HR manager.

Answers

4.No persons should be allowed to enter in room where interview is going on

5.Routine and daily problem should be handled by supervisor and other first line manager it should not directly come to production manager.

6.In case production manager himself is taking interview and has delegated his authority and responsibility to other person he should keep his phone switched off.

Answers

Question2.Explain why Suresh and not Anil should make the selection decision

Answer: Anil is an Hr Director and he can judge candidate by his achievements acquired by him during the work only but he doesn’t no the technicalities of the job and the minute factors of the job situations on the other hand Suresh is a production manager and he has a lot of experience in the same field he knows the things better than the Anil because he is having both practical and technical knowledge of the job and he can better understand the what kind of person will be best suitable for the position.

Answers

Question3. Is it a good policy to pick up candidates through employee referral method? Why? Or why not? Explain the case in the background.

Answer. “referral method is an internal recruitment employed by organizations to identify potential candidate from their existing employees.”

it will be a good policy to pick up candidates through employee referral method because of the following reasons:

Answers

1.It saves a lot of time and cost involved in initial screening or preliminiary interview as in this case you can rao was directly reffered by the hr director Anil for the specified post

2.This method provides a platform for young talent meeting opportunities and selection of right person at right place is very much possible in case of this mehod.

Answers

3.It also save time and energy of the applicants who are searching for their relevant job.

4.The worth of experience is taken in this method. because people generally refer person who has worked at required or similar post.

5. It helps in cross sectional placement which is very much useful technique and improves relation between various department.