Executive Summery

Improving Selection in Smaller Companies this case is about selecting new employees which is very much important for any organization. Selection is the process of choosing individuals who have needed qualifications to fill jobs in an organization. Without qualified employees an organization is less likely to succeed. The cost of making bad decisions when selecting new employees is much higher. So if any organization made bad decision during selection process that leads to review their selection processes. In the case selection process of two firms are given. Jellyvision and City Garage are two firms. Jellyvision is a firm that develops computer games. Jellyvision requires applicants to go through an audition process. The purpose of the audition is to ensure that applicants understand the culture of the firm. Applicants for jobs using writing skills sometimes complete 50-page written exercises. Prior to being hired, even the HR Director had to complete a take-home HR test that required 15 hours, in order to make sure he could handle the work demands and expectations of senior managers at Jellyvision. And another example in the case is about City Garage which is a Texas based auto service chain with 200 employees. The selection in this firm was handled traditionally by individual store managers who administered a paper-and-pencil test and conducted one interview. But high turnover rate proved that the selection process is not right and should be reviewed. Then the firm changed to a process using an application, follow by a background check. Then candidates take an on-line test that focuses on personality issues. Finally those candidates still considered for employment several days later go through an all-day series of interviews with several managers.

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Question 1: Discuss the advantages of the selection efforts used in these two firms. Answer: The most obvious advantage of such selection processes used in Jellyvision and City Garage is that extensive testing and interviews enable the employers to hire best fitted personnel for the respective position. The companies that used this extensive selection process did report a lower turnover. One of the selection efforts is Audition process used in Jellyvision. Through the audition process, the employer is testing the ability of the applicant to meet the needs of the job like written test and assess how well the individual can handle the work demands and expectations of management. From this, it can be clearly identifiable that whether the company choosing better candidates for further interviews or not. Its important to choose better candidates because better candidates ultimately become better employees. After some auditions, after the candidate has demonstrated their abilities in a given performance style, the audition panel may ask a few questions that resemble those used in standard job interviews. In Jellyvision, HR director had taken the similar initiatives because she believes that hiring those kinds of people who not only have the right skills, but who fit in with companys values will lead this company facing lower turnover.

Another company City Garage, They use to check background of prospective candidates like whether they have any criminal records in past or not, whether they were dishonest in their previous jobs or not, knowing from previous employers over phone or through email about candidates motivation, technical competence, ability to work with others etc. Through this background check company can easily select right candidate who have better records in their past job. The benefit of online test that City Garage use to take
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where viable candidates have to sit for ten minutes through which company can identify a candidates personality characteristics (which is a unique blend of characteristics that affect interaction with the environment and help define a person.) such as:

How much dominant candidate is? How much he/she can influence prospective customers as well as management to reach organizational objectives?

His/her steadiness.

Again, company finds out candidates work capabilities through some interviews like behavioral or situational interview. By conducting these types of interview company can identify whether a candidate is fit for the organization or not.

Question 2: What would be some drawbacks in using these processes, especially in larger firms? Answer: Most organizations take steps to process applicants for jobs. Variations on the basic process depend on organizational size, nature of jobs to be filled, number of people to be selected, the use of electronic technology and other factors. In this case, Jellyvision and City Garage organizations have taken specific steps to improve their selection practices. But there would be some drawbacks in using these processes, especially in large organizations. From this case we can see that, in large

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companies the costs related to an error of selection of an employee are much greater than in the cost of a smaller company. We have to acknowledge that for large companies, there are usually a huge number of applicants. Or, such a selection process for these numbers of applicants is indeed very costly and lengthy. Further more a large company has different levels of management and work with all levels would take much more time.

For example, National Bank Bangladesh limited has cost related problem like cost incurred in recruiting and hiring personnel speaks about volumes of the selection. Costs of wrong selection are greater.

Sometimes applicants lie about work histories and educational backgrounds. They make misrepresentations on their resumes. So in extensive process it takes too much time to verify all references in large firms thats why it is very time consuming compared to smaller firms.

For Example, In BATB (British American Tobacco), they start their selection procedures through testing the candidates personality, Aptitude, IQ etc. then provide feedback and then the test result goes to Assessment center from where BATB Hr personnel select best candidates. As there are lots of candidates apply as a result the process becomes lengthier and time consuming For BATB.

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Costs of recruitment and selection is very high in large firms because Replacing supervisory, technical and management personnel can cost from 50 percent of salary to several hundred percent of salary.

In point of view we can say that, if large organizations use this extensive process the may face these kinds of problems like:

Cost: Did the organization stay within their recruitment budget? Time: How long did it take to fill the position? Quality: Were the applicants well qualified for the job? Longevity: What about turnover? Do organization new hires stay for the long term?

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Recommendations:
When companies ask for written test, they should ask job related question to avoid contamination. Selection costs may be cut by avoiding duplication of effort. Large companies can use Text searching or artificial intelligence (AI) software to scan, score, and track resumes of applicants. This system will cut companies average time to fill jobs. Companies can use JPP (Job Performance Program) system from which theyll be benefitted by---

Less time More targeted assessments Greater availability of opportunities for current employees. Newly hired employees will have higher product knowledge and receive performance ratings.

Experience lower turnover.

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References:
Web:
1. http://en.wikipedia.org/wiki/Audition. 2. http://www.workforce.com/articles/obama-budget-plan-raises-employer-issues 3. http://www.slideshare.com/ppt/Recruitment and Selection: Hiring the Right Person 4. http://www.bts.com/docs/standardprograms/BTS_Performance_Management_Audition.p df?sfvrsn=0

5. http://www.assignmentpoint.com/business/human-resource-management/recruitmentand-selection-in-national-bank-and-standard-chartered-bank-limited.html

Book:
1. Human Resource Management (10th Edition) By: Robert L. Mathis John H. Jackson

2. Human Resource Management (11th Edition) By: Gary Dessler

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