Question

Stark Engineering Solutions Melbourneknew it had a problem with recruitment when it began to lose track of its job applicants’ Curriculum Vitae’s (CV’s or resume). It frequently called the same candidates for an interview twice and from time to time, sought to interview people it had already employed. HR staff would spend up to two hours looking for an individual CV’s for a given job.

The company had existed for around 4 years and had grown very rapidly. It had around 2000 employees but planned to expand this to 6000 over the next three years. The business, with 4 offices in major Australian cities, intended to take on approximately some extra 200 employees each quarter.

The Human Resources recruitment team had started with 2 members and had grown to 12 people across the four offices. The bigger it grew, the greater the chaos and confusion. The recruitment database was maintained in an MS Excel spreadsheet and was not coordinated between the 4 offices. They were receiving an average of1000 CV’s per month – via email or in the form of the hard copy sent by candidates or by recruitment firms – for an average of around 60 vacancies across all 4 offices at any given time.

An internal review demonstrated that the company had to standardise its recruitment processes and reduce duplication. The cost per hire needed to be cut and the overall quality of the talent hired by the business needed to rise.

The company felt that these improvements would help speed response times and promote a positive image. They could also help to improve the efficiency of the recruitment staff. Stark Engineering believed that the adoption of an online recruitment platform would improve the shortlisting process and boost candidate confidentiality. It could, in time, ensure a greater diversity of job applicants.

Source: Adapted from Instructor Resources-Nankervis, A., Compton, R., Baird, M. & Coffey, J. 2017. Human Resource Management, Strategy and Practice. (9th Ed.) Australia: Cengage Learning

Questions:

1. Explain the current problems facing the Stark Engineering recruitment team and how the benefits of using an online recruitment system could solve these issues for both the employer and the prospective candidates applying for the jobs.

this question is related to human resource management

Answer 1

Human resources are the major assets of an organization. It helps to bridge the gap between employee's performance and the organisation's strategic objectives. Here the Stark Engineering recruitment team faces some problems.

1. There is no coordination between it's departments and offices.

2. Proper recording of information related with their candidates were not made by the team.

3. MS Excel is a good platform for maintaining the database of candidates. But they didn't find the use of that platform for maintaining the database.

These are the major problems which the Stark Engineering recruitment team facing.

They look for an online recruitment system for improving shortlisting process and boost the Employee confidentiality. There are many advantages for the organisation by adopting an online recruitment system;

1. It saves time. They can select the suitable candidates from a wide number of candidates with minimum time by using different techniques.

2. Proper recording of information related to candidates can easily managed. It will reduce the chances for losing of data.

3. Coordination can be achieved through online at the proper time.

4. They can use Google sheets for maintaining the data. Multiple users can access the same sheet at the same time.

5. Online recruitment system provides a broader scope for candidates locally or abroad.