CASE:-Is Hiring process sound

Presented By:
SNEHA SINHA
Roll:20130149

ABOUT THE ORGANISATION

This case is about a department store named
HARLINS department store which has 36
locations throughout the United States. A
staff of 9 HR professionals caries out of the
human resource functions. When a new
store opens, an HR professionals travels to
the location to hire a manager for the store.
The new manager is then given the
responsibility of hiring all the needed
personnel for that store.

MAIN ISSUE

Mike Barker, a HR professional selected Lou

Johnson as manager for a new opened store in
Macon. But in first 6 months the turnover rate
among the store personnel was 60%. The
assistant manager position had already
turnover twice. The average salesperson lasted
only five months.
Finally, Mike came to the store to investigate
the issue. Mike asked Lou to describe the hiring
process which he used in selection process &
at what basis he had selected the candidates.

LOUS SELECTION PROCESS

Conduct personal interviews in which he
asked about their willingness of work on
weekends & also about overtime work.
Review the applicants resume & application
forms to know about their background &
experiences & by this data he came to know
about whether they meet the minimum
qualifications of the job or not.
Then interviewed minimally qualified
applicants,

During interview he also tried to determine

whether the applicant is extrovert or
introvert
While interviewing assistant manager also
looked for leadership skills.

ON WHAT BASIS LOUS SELECT

A CANDIDATE
How a person present himself, his opening
remarks & his attire. Eye contact, because it
is a sign of listening & sincerity. Smiling, a
firm handshake, & sitting in a straight
position with both feet flat on the floor.
If a candidate is to be hired he must be
interested in working for HARLINS & not
just interested in job.
He was very impressed with applicants who
already know a great deal about HARLINS.

QUESTION

If you were Mike, what conclusions

would you draw regarding the
soundness of Lous hiring process?
If I would have been mike then I would have drawn a
conclusion that Lous hiring process is not sound enough
because Lou is not covering all the things which are
required to be seen at the time of interview. He have not
much focused on what experience & qualifications the
candidate have. He selects the candidates on the basis of
their interest to work for HARLINS but not for the job.

In the interview he only sees few aspects of the

candidate and leaving many of the important things. As
through the interview process I would have assessed
information about the candidates inabilities and
capabilities in respect of the future job performance. I
would have judged his competencies, attitude,
experience, and personal characteristics and cultural fit.

What recommendations would you

make to Lou regarding how he could
improve his selection procedure
keeping in mind the employee turnover
rate?
He should give more focus on candidates
experience and knowledge rather than how
he sits, his eye contact etc. The candidate
should not only interested in working for
HARLINS but also should interest in their
jobs.

He should also focus on candidates previous

job records either he worked continuously in
a same company or its his habit to
switching from one job to another jobs.