Case Study: Recruitment – Heidrick & Struggles International, Inc.
Recruitment is crucial in meeting the goals and objectives of an organization. The recruitment and training process allows an organization to seek out (search) individuals who will fit the proposed job description and meet the objectives of the organization, moving toward a successful future within the organization. High-performing staff is essential in an organization to deliver outstanding services to the valued customers. Often times, an organization will have trouble recruiting and retaining outstanding employees. Those who are able to do so gain a distinct competitive advantage over the firms who were unable to properly recruit. Additionally, efficient recruitment saves costs as the need to re-recruit and retrain an employee holds substantial costs compared to retaining an employee who has already been recruited. Recruiting the right people is a key managerial role, yet many agencies do not devote enough time to the recruitment process. This case analysis identifies Heidrick & Struggles International, Inc. in relation to the recruitment process and retaining of employees in order to have long-term success within the organization. In a changing industry, Heidrick & Struggles feared that their 54-year-old business model would not stand up to the evolving needs of their clients. Through recruitment, they could compensate for these changes by bringing in the right personnel to handle the situations that arose from an ever-changing business environment.
Heidrick understood that clients were growing in their levels of sophistication. According to Graham Galloway, practice managing partner for life sciences, this created both opportunity and challenges (Eccles & ...
... middle of paper ...
...show that they provide potential assets and gains for the talent pool that would otherwise look elsewhere. In order to properly recruit an individual, an organization must first make itself known to that individual who is looking for a beneficial company the same as the company is looking for a talented individual to use as a human asset. Heidrick was able to incorporate these ideas through the use of technology in the demographically-changing environment. Had Heidrick remained within its dated business model and continued to recruit elders, and relay on the senior consultants to attempt to adapt to a technological world, they would have failed.
References
Eccles, R. G., Lane, D. (2009). Heidrick & Struggles International, Inc. Harvard business School.
References
Eccles, R. G., Lane, D. (2009). Heidrick & Struggles International, Inc. Harvard business School.
In this assignment I will be creating a report about two different organisations why businesses recruit and have vacancies. I will be going into detail about what internal and external sources of recruitment is, also I will list examples of methods in recruitment and explain advantages and disadvantages of these.
Premier Group is a recruitment firm, which assists software companies and engineering companies and media companies in talent acquisition. It is founded in the year 2000 with an office in Manchester and now there are 4 offices of Premier Group till date because of its popularity. (Premier, 2016). Recruitment is the never ending process in most types of business unit, therefore recruitment companies always have business irrespective of inflation or recession. However, planning of recruitment is a crucial factor in the success of the business enterprise (Pynes, 2013). When the market is having recession, sourcing a right candidate for the right position becomes difficult. However Premier Group provide specialised recruitment solutions to specific sectors in the market. Therefore, they must have teams of skilled employees, who could provide the best recruitment solutions for niche talent requirement in specific sectors like IT or media. This helps to boost the goodwill of the company in the market, which automatically reflects on work inflow and profit margins. This simplifies to understand the financial success of this enterprise in the UK
Last year Marianne delegated on-site campus interviews to three department managers to be recruiters preparing them only with a briefing to keep their questions specific to qualifications for the job. The three managers conducted 64 interviews over one week at four different college campuses and most failed to file interview reports in a timely manner. This year Marianne recognized that last year’s schedule was perhaps too rigorous for only three managers so this year she has instead selected twelve managers to be recruiters on just one college campus each. Marianne’s poorly managed campus recruiting program, has led her to seek the advice of professional HR colleagues to improve her efforts during this year’s campus recruiting program.
Another very important facet to HR recruiting should include a proactive approach to developing these internal candidates through mentorships and employees who are taking business and management courses that the company reimburses cost. Employees who take the initiative to take classes are internally motivated to advance within the company and in this case it is clear that CompTech has not taken full advantage of these internal candidates. One other aspect is that the HR managers are not all in one accord working together and are being maligned by the district managers who want external hires over their internal candidates. To this end, it is clear that for this company to get recruiting and hiring cost under control there should be a more structured approach that curtails expensive advertising practices. Additionally, it is important to develop more internal candidates through mentorships where proficient assistant managers are engaged in a processes known as a fast track model. Once these assistant managers complete this mentoring process they should be interviewed and back fill the company’s needs for store
Recruitment questions for large operational startups include, what are the jobs, how is the employment market today, what is our competition locally providing, how can we get the best talent and finally how to do we retain them. The challenge for the Borgata was multi-faceted, a tight labor market in the surrounding area, a small local population of 40,517 of which only 63% where capable of working and the need for 5000 workers to staff the hotel in short time. (US Census Bureau. 2012). To compound the challenge the quality expectation was high, the “best of best” was required. Once applicants were enticed to apply and applications were received, the question became how do quickly identify the candidates to a manageable qualified number? How do we ensure the interview time is appropriate and effective for unto a hundred different job descriptions? To begin this monumental task of recruiting applicants, screening quickly for the appropriate criteria research must be conducted. Development of strategic hiring plans, tasks assigned to appropriate individuals and accurately executed with a c...
In order to cut down on staff turnover a program needed to adapt in the recruitment and selection process. The program should take into account the skills and qualifications of the new employee’s and did they meet the needs of the job. According to the analysis of the above challenges, Motorola needs to transition to a new model for recruiting contingent
This case analysis paper; will discuss the issues found in the recruiting process made by Carl Robins for the new hire class. Due to the lack of training given to Carl when he started, he was unable to complete his job successfully.
In the past, Irontown Inc. has gone through the process of developing a short-term staffing plan and redeveloping their candidate assessment and selection procedures to better fill their customer service representative (CSR) positions. Now, they are wanting to develop a retention plan that will support their overall staffing strategy for their company. The new retention plan is vital because they have decided to retain their customer service department (CSD) internal, hopefully reducing their turnover rate by 20% per year over the next three years. If Irontown’s new retention program meets their objectives by the end of the first year, they are going to invest in a new CRM software program. Irontown’s HR department has requested the last 120 employees who left voluntarily to participate in an exit interview. They will collect data from these interviews, form focus groups, determine what the issues are, and then use this information to develop a retention plan that supports the overall staffing strategy of the company. While evaluating this case study, this author will take a look at the key and underlying issues, the facts that affect these issues, recommend a solution and a plan implementation, and conduct follow-ups.
Recruitment becomes a greater challenge in organizations with high turnover due to the increased number of vacancies. Nationwide, only 14% of employees feel satisfied with their jobs (Clawson & Haskins, 2011). This lack of satisfaction can...
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
Abassi et at (2000) state that faulty recruitment practises, management style, working environment, lack of competitive pay package that results in employee exit. Louis (1980) concludes that turnover occurs as new employees compare their past work experiences with the present work experience. They set up expectations when not met resulting in employee
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
The two classes have been separated by competing for management approval. Christensen says that "I have never been in an organization where this [generalist vs specialist] was not a serious and emotionally charged issue" (2005). The real problem lays in the fact that the generalist is often times left feeling responsible for any question that they are asked and inst...
Businesscasestudies.co.uk, (2014). Selection - Effective recruitment and selection - Asda | Asda case studies, videos, social media and information | The Times 100. [online] Available at:http://businesscasestudies.co.uk/asda/effective-recruitment-and-selection/selection.html#axzz30kln4MSS [Accessed 27 Apr. 2014]
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.