Question

Case Study 2: Employee Selection at Deloitte Australia

Deloitte is the brand name used for Deloitte Touche Tohmatsu Limited, a UK private company with more than 263,900 professionals worldwide in the service areas of audit, tax, consulting, financial advisory, risk management, and related services. The firm operates in more than 150 countries and had revenues in fiscal year 2018 of $43.2 billion. Deloitte is one of the “Big Four” accounting firms and the largest professional services firm in the world.

Deloitte Australia is recognized as the number one employer-of-choice for graduates by Gradconnection. Workplace Gender Equality Agency has recognized the firm as am employer-of-choice for women. Deloitte Australia is the only professional services firm on the Australia Center for Corporate Social Responsibility’s Top Ten list. Further, the firm has invested more than $20 million in their communities through pro bono work and donations, as well as through volunteer work.

Deloitte Australia, like the rest of Deloitte, is a highly progressive company that is often on the leading edge of human resource practices. The firm provides information on the company website that can serve as a guide for prospective employees. The website includes information about the company’s recruitment and selection processes for both new college graduates and experienced hires.

The application process for college students starts with completing an online application process. Applicants can also read information about Deloitte and about the members of the recruitment team on the website. Recruitment team members review applications, make an assessment of fit with skills, and determine if there is a match to key selection criteria. The company tries to contact applicants in seven days with a decision about continuation in the selection process.

The selection process includes multiple steps. The process starts with a first interview, usually by phone with a member of the recruitment team. The process continues with interviews with members of the relevant service team. The number of these interviews varies across service areas. The process ends with an in-depth interview addressing technical and motivational fit with the role, team and company. A Deloitte partner from the service line participates in the final interview.

The selection process for some roles may also include psychometric or skills-based tests. Other roles require an assessment in the form of a case study. These assessments take place either online or face-to-face, and within two weeks of the rest of the interviews.

Finally, if the firm is interested in making an offer, they will conduct a pre-employment check of references and work rights with the Australian Government Department of Immigration and Border Protection (DIBP).

Questions

1. Discuss the pros and cons of providing so much information about the selection process on the company website. Would this amount of information make you more or less likely to apply for a job with Deloitte Australia, or any other company for that matter that provided this much information? Discuss your response.
2. What concerns would you have about the process if you were an applicant?
3. Describe the selection process in terms of which parts are initial screening and which are final screening. Is Deloitte Australia using a compensatory, multiple hurdle, or multiple-cutoff approach to selection? Why do you think they have chosen this particular approach? Do you think it is logical given the nature of the firm?
4. Research Australian hiring guidelines and discuss how they differ from U.S. guidelines and how they are similar.

Answer 1

Answer 1:

Pros:

1. Interviewee becomes prepared and well aware about all the procedures of the selection criteria and he/she prepares accordingly for the stated criteria.

2. He/She analyses self for the requisite criteria and if he/she fulfils all of the criteria, then and then only the candidate applies for the respective job position. This also helps the company in getting the application only from the eligible candidate.

3. This reduces the task of the company of explaining each and every steps of the process of selection.

Cons:

1. Excessive information sometimes create a false impact in the mind of the candidate for the job role as a result of which the candidate may not apply for the job.

2. Excessive information may limit the candidates with the extra abilities or qualities and qualifications from applying for the job.

This amount of information would make me apply for a job with Deloitte Australia or any other company by looking on the pros of the information provided by the company as it would help in preparing for the procedures of the selection criteria and the person becomes comfortable with all the procedures. It would also help me in understanding the job role and the key responsibility areas of the position.

Answer 2:

If I would have been an applicant, my concern would have been that why the company conducts the work rights check with the Australian Government Department of Immigration and Border Protection (DIBP) after conducting all of the procedure of selection. If the candidate goes through all the procedures and if he finally gets selected in all of them but fails in the work right checks then the efforts and time and expectation of the candidate and company goes waste.

Answer 3:

Initial screening of the selection process includes online application, reviewing applications, making an assessment of fit with skills, and determining if there is a match to key selection criteria and contacting applicants in seven days with a decision about continuation in the selection process, psychometric or skills-based tests, telephonic interview and interview with the members of the relevant service team.

Final screening of the selection process includes an in-depth interview addressing technical and motivational fit with the role, team and company and conducting a pre-employment check of references and work rights with the Australian Government Department of Immigration and Border Protection (DIBP).

Deloitte Australia uses multiple cut-off approach to selection as it helps them to terminate the procedure at the point where the candidate becomes unsuitable for the job rather than carrying the candidate till the end of the procedure which would waste their time and company’s time as well. .

Multiple-cutoff approach to selection is completely logical for Deloitte Australia as it helps in cutting off the unnecessary pool of the candidates and this would save the time, energy and the cost of selection procedure.

Answer 4:

DIfference:

Australian hiring guidelines:

Australian hiring guidelines is governed primarily by Fair Work Act 2009. Hiring process include application for the job, initial telephonic interview, first round interview, assessment, second round interview, reference check, selection and job offer. Setting up of work council by the employees is not applicable.

U.S. hiring guidelines:

US hiring guidelines is governed by section 1981 of civil rights act from federal employment laws. Other laws include discrimination in employment act, equal pay act, fair labour standard act and National labour relations act,etc. Hiring process include application for the job, application screening, telephonic interview with Hr manager, In person/ Face to Face interview, Job offer. Trade unions represents employees in us for work related issues.

Similarities:

1. Contracts of employment need not to be in writing in both Australia and US.

2. Employees cannot represent at board level.