Development of a multinational personnel selection

system
Case analysis

Synopsis
ComInTec was a MNC with a global presence in Europe, APAC, North
and South America
Recently decided to introduce a new regional management level
which required recruitment of 25 new middle management roles
A new personnel selection system would be developed and utilized to
aid this recruitment
Dr Thomas Koch, HR director at ComInTec is head of a new project
team and wants to genuinely improve HR processes
Mr Koenig, owner of ComInTec wants a standard personnel selection
system that can be used globally and disregards suggestions by Dr
Koch

Issues identified
Cultural sensitivity
Bureaucratic nature of the proposed
personnel selection system
Lack of understanding by Mr. Koenig
Dr Kochs inability to resolve conflicts during
meetings

The current personnel

system
1st Stage:
Each applicant will be screened by 3 people
Individual telephone conferences where
candidate along with 2 members of team,
i.e. a supervisor from APAC and a individual
from the German HQ
Obtain 3 references from candidate (to
verify suitability for the position and obtain
overall general impression of candidate)

 2nd stage:
Panel Interview to obtain detailed info about
candidates required skills. The interview is a
standardized exercise based on critical incident
technique (BEI interview)
Biography oriented in depth interview verifying
candidates strengths and weaknesses to gain
insight into candidates private and professional
past
Simulated group exercise
Psychometric testing

Pros and Cons of the development for

multinational personnel selection system
Pros

Cons

Diverse workforce
Diverse expertise
Extensive recruitment
process and
background
Structured and solid
process

Lack of support from top

management
Stress to workforce
Cost considerations
Lack of care to candidate
Lack of consistency
Team incompatibility
Lack of understanding w.r.t
diversity in culture
Huge requirement of
resources

Conclusion &
Recommendations
A standard personnel system for all countries is not a
viable option
Certain tiers in the recruitment process could be
simplified to save time and costs
Dr Koch needs to contact the HR team of global
headquarters and voice his concerns and try to get
them to back his ideas
Should get his entire team training in global cultures
Dr Koch should attempt to convince Koenig of the
risks and disadvantages of his recruitment system
Suggest to use external sources to fill the positions