Case Study Analysis- Recruitment and Hiring Practices in Silicon Valley

Case Study Analysis- Recruitment and Hiring Practices in Silicon Valley

Introduction

Recruitment is one of the most important activities in every organization because it helps acquire the required knowledge and skills to facilitate the growth and productivity of the organization. In the modern business environment, the advancement of technology has initiated the move towards using Artificial Intelligence to increase productivity and increase the speed at which things are done in an organization. There is, therefore, an increase in the demand for people with knowledge and skills in Artificial Intelligence. Organizations competing for these candidates have to adjust their recruitment strategies to ensure that they get the right candidate on time because the candidates have many options to choose from, and every organization proposes a unique offer to attract candidates. The Silicon Valley case study can be used to review the changes in recruitment due to changes in the business environment and regulation of human resources.

Review/Analysis of the Case

Problems with the potential candidate characteristics for which they are hiring and more viable characteristics and criteria for hiring these types of candidates

One of the problems with the company’s potential candidate characteristics is that they have rare knowledge and skills. It may therefore take the company a long time to find the right candidate. There is also a high demand for candidates with the skills the company is looking for. This may force the company to create better offers to attract candidates. Such offers may include high wages and good employee benefits (Noe, Hollenbeck, Gerhart & Wright,2021). Another problem is that the candidates are all from Ivy League institutions. This creates a risk of high job turnover if the candidate gets the job and realizes that other employees in other organizations receive better pay for the same work they are doing in a similar industry. According to Abdullah Al Mamun & Nazmul Hasan (2017), wages and salaries are among the main factors contributing to employee turnover.

The more viable characteristics would be candidates with experience in Artificial Intelligence regardless of the institution they studied at. The company should consider value and capabilities as the criteria. Value can be accessed based on whether the candidate’s expertise is worth what the company is willing to pay them. Capabilities can be accessed by the candidate’s ability to complete the work assigned to them effectively and meet the required standards.

Problems with the company’s recruitment and selection process

One of the problems in the company’s recruitment and selection process is looking for the same thing. The information in the case study indicates that the company uses a data mining program to look for specific criteria and terminology in the candidate’s resume. According to Persson (2018), looking for a candidate who is a replica of the employee who previously did the role limits the company’s growth hence the need to look for unique characteristics.

The second problem is using the same recruitment process continuously. Persson (2018) argues that employing the same recruitment techniques limits an organization’s search for potential new candidates, thus failing to find someone with new skills and capabilities. The third problem is relying on the firm’s website recruitment area to hire employees. This may limit the effectiveness of the recruitment process because some candidates may post false information to increase their chances of being hired.

Multicultural and diversity planning concepts that would be applied at the company to make a positive change and how the changes can be made

One of the concepts that would help the company achieve positive change is introducing the two-thirds rule, where two-thirds of the hired candidates would be women. This would help create a good ratio between men and women in the workplace hence adhering to the Equal Employment Opportunity Commission’s requirement on gender equality. The second concept is creating a multicultural work environment by ensuring that the selected candidates are from different cultures. The third concept is encouraging people with disabilities to apply for the job by indicating that they are highly encouraged to apply for the job when designing the job advertisement.

Changes required to address complaints from the EEOC and the technology firms and how they can be made

The changes required to address the EEOC and the technology firms’ complaints are hiring more women, minority groups, and people with disabilities. This can be done by ensuring that two-thirds of the hired candidates are women, hiring at least two candidates with disabilities, and ensuring that selected candidates are from different races.

Summary and Conclusions

Effective recruitment strategies are characterized by getting the right employees at the right time without straining an organization’s resources. Organizations need to consider the value and capabilities of candidates in the hiring process. Organizations should also change the characteristics they are looking for when hiring new candidates, change their recruitment process when conducting new recruitments, and give candidates different application mediums. It is additionally important for organizations to embrace workplace diversity by including women, minority groups, and people with disabilities in their workforce.

References

Abdullah Al Mamun, C., & Nazmul Hasan, M. (2017). Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view. Problems and Perspectives in Management, 15(1), 63-71. https://doi.org/10.21511/ppm.15(1).2017.06

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Fundamentals of human resource management (9th ed.). McGraw-Hill.

Persson, R. S. (2018). Recruitment mistakes, future employees, and fabulous fantasies. Human Resource Management: A Nordic Perspective, 86-102. https://doi.org/10.4324/9780429489761-8

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ase Study Analysis: Recruitment and Hiring Practices

The following Course Outcomes are assessed in this assignment:

MT203-2: Examine the recruitment and selection process.

PC-4.3: Apply concepts of multiculturalism and diversity to become an agent of change.

Introduction: You have read about recruiting and selection processes used in various companies as well as practiced with some of those concepts. Now you will apply your understanding of these concepts by reading a case scenario and then addressing the checklist items. Use the case study template provided below to complete this assignment.

Case Scenario:

A Silicon Valley recruiting firm searches for artificial intelligence (AI) and technology personnel for major companies around the world. The recruits’ workplace could be located anywhere the company operates, depending on their skills and expertise, although the tendency is to hire in-country nationals in each respective country. The company uses technology-oriented magazines, the company website, and social media to recruit the candidates they need for their clients. They started up about a year ago and went from 3 to 50 recruiters. Their recruiters are hired for their charm, communication skills, and industry expertise; however, most of the recruiters graduated from Ivy League colleges in the U.S. and most are white males. Lately recruiting numbers have been slowing down drastically, while general demand in the marketplace by employers for AI and technology personnel for the coming year is up 300%.

The current recruiting practice involves hiring people via the firm’s website recruitment area. The potential candidate merely attaches their resume and includes a short note to the recruiter (Step 1). These resumes are then screened (Step 2) using a data mining program, looking for certain criteria and terminology in their resumes. Those candidates getting through the initial screening are then auto-contacted by email (Step 3) to tell them they need to complete a quiz on the website using a particular password. If they pass this second screening, they are given an individual interview (Step 4) via the company’s online conference room. The final candidates are sent to the potential employer for the final interview (Step 5) and selection (Step 6).

Now, however, the president is getting complaints from the U.S. Equal Employment Opportunity Commission (EEOC) and the technology firms that they need to be hiring a more diverse workforce and that there are no disabled candidates, and the number of minorities and women is almost nil. The president is now worried about losing clients and about potential lawsuits as a result of the firm’s recruiting and selection processes. The company needs to address a diverse client base. Their clients’ customers are predominantly Northern European, African American, Indian, and Hispanic.

Checklist: As the HR specialist of the company, you are tasked with overhauling the selection and hiring process to address the following:

Identify at least three problems with the potential candidate characteristics for which they are hiring and what would be more viable characteristics and criteria for hiring these types of candidates.
Identify and explain at least three problems with the company’s recruitment and selection process.
What multicultural and diversity planning concepts would you apply at the company to make a positive change? How can these changes be made?
Describe what changes you would make to address complaints from the EEOC and the technology firms.How can these changes be made?
Requirements:

Use the Case Study Template to format your paper.
Complete a minimum of a 2-page (i.e., 500 words) Microsoft® Word® case study paper in addition to the title and reference pages.
Answer each checklist item thoroughly.
Demonstrate your understanding of the information presented in the weekly reading assignments by defining terms, explaining concepts, and providing detailed examples to illustrate your points.
Include at least two references from your readings, or other academic sources, to reinforce and support your own thoughts, ideas, and statements using APA citation style. You can access help with APA