HIRING AND SELECTION PROCESS A HARVARD BUSINESS SCHOOL :

CASE STUDY

Presented by Imran GhaznaviMBA

“Executives makeup their minds about whether they like a candidate in the first 20 seconds and spend the next half-hour justifying their decision.”

Case study: Hiring and Selection Process: An introduction

Issue raised in the case study“Hiring people remains one of

the least well practiced arts of the management.”

Case study: Hiring and Selection Process: An introduction

Hiring people is one of the most critical task for the managers. Selection challenges for rapidly growing

firms are enormous; Influx of employees Structure of roles in evolution Responsibilities change quickly

Case study: Hiring and Selection Process; An introduction

Managers hire people who are their type i.e. matching chemistry

Head hunters vehemently differ from this approach They believe that they spend endless time

in reviewing the CV’s and shortlist the candidates but the managers hire people who matches their chemistry, even candidate do not fit in the criteria

Case study: Hiring and selection Process

While hiring the candidates one must not ignore the personal characteristics and fully focus on the resume. Many critical success factors that have

nothing to do with a resume or work experience cannot be effectively conveyed in the resume

One must ensure that the personal characteristics must reflect the qualities needed to perform the job.

Case study: Hiring and selection Process

Objective of the hiring process: To find a person

Whose skills , abilities, and personal characteristics suit the job

Have a Fit between the individual and the requirement of the position.

This requires a “model of the dimensions” for creating a this fit

There are two set of factors that can be used to analyze the requirements of a position and then determine the degree of fit between an individual and the position: Background factors, which include

education and experience; and , Personal factors, which include intellectual

ability, personality and motivation, which often translate into a management style.

Background Factors

Background : Dimensions of the individual which can

determined from a resume, including education and experience.

Education Certain jobs have education as a

prerequisite Every job has specific educational

requirement i.e College Administrator need to have PhD in

any field so they can deal with faculty on equal level.

Case study: Hiring and selection Process

Experience We know experience is a great teacher,

specific experience is the most important factor in hiring decision. Industry experience : working within the

industry Functional experience: Knowledge and skills

comes for the functional experience

Company experience: Work knowledge and skills of a certain company

Level of responsibility: Level of position or responsibility.

Personal Factors

Getting beyond the resume is important factor in knowing a person to be hired, Following traits are essential in this regard;

Intellectual ability: Smart people perform well in a managerial positions. Intellectual abilities have three dimensions

Analytical ability Creative ability Decision-making ability

Personal Factors

Personality Very critical element as it is directly linked

with the behavior which is essential part of the job delivery

Following are the personality traits Dominance: exert influence over people Extroversion: interact socially with others Patience: pace one’s activity slowly Formality: establish rules and structure

Personality traits & observed behavior

Personal factors: personality Motivation

Factor influence individual's success on job is motivation It is believed that winning requires 1%

inspiration and 99% perspiration. Motivation is a function of

Goals : personal goals Interests: Genuine interest in job enhances the

performance Energy: People with high energy level out perform

others

Personal factors

Job profile

Job Description

Criteria

The Interview

The art is in figuring out is how to dig behind the resume to get the facts so that one can form his or her own opinion about the success pattern of an individual.

Interview

Setting the tone Experience and Education: Probing the

facts which cannot be explained in the resume Like how many people managed/supervised

at certain position. Exceptional experiences ; new ventures,

ideas generated etc

Interview

Personal factors Getting behind the resume Elements of the interview

The topic opener The self-appraisal question Situation based question: Problem solving,

continuum, comparison, future assesment

Interview

Reference checks

Reference checks are critical part of the hiring process

They allow to cross check the perceptions and fill in the gaps

Conclusion

Hiring good people is one of the most significant contribution a manager can make to an organization.

New hires send an important signal about the firm’s values and culture

Hiring decisions will send a message about what company value and where it want to lead the organization.