Question

Adom Agencies, for many years, have relied on a single recruitment method. That is, to advertise positions in
the Daily Graphic. Advertisements were placed in this publication one time, and interested candidates were
instructed to contact the company to request an application package. The application package included a letter
detailing how to apply for the job; a brochure about the company; an application form; and a copy of the
company’s development plan for the next three years. Other local companies in the area also used the Daily
Graphic for recruitment, but in addition, they placed advertisements in other local newspapers as well as on a
web site for their vacancies. Some even launched a page on their organisation’s web site to enable candidates
to download all of the application information.
As part of the selection process, candidates submitted an application form along with contact information for
two people who could provide references, and returned the information to the appropriate department head.
Once the closing date had passed, designated staff members reviewed the applications independently and graded
them A, B or C (where A is the highest mark and C is the lowest) based on the candidate’s ability to meet the
selection criteria. The panel would then convene to discuss the A-rated application forms and agree on a list of
candidates who would be invited to attend a selection day. The staff members assessing the applications were
usually heads of departments from the relevant subject area. Training was not offered to panel members to help
them to select the best candidates. Before the selection day, references would be requested for all candidates.
Copies of the references would be provided to interview panel members; employment offers were based on the
receipt of satisfactory references.
The agenda for the selection shows that the organization relied on two selection methods for all of their
vacancies—an informal and formal interview. The first (informal) interview was led by the Chief Executive
Officer (CEO) and an administrator. This was used to learn basic information about the candidate and to review
the information on the application form. The second interview was more detailed and explored a wide range of
issues with the candidates. The panel consisted of the CEO, HR manager, Head of Department and a Senior
Officer. Due to time constraints, panel members were usually unable to meet in advance, so they developed
their interview questions independently. Although the CEO chaired the interviews, they were rarely carried out
in the same manner and the questions lacked a high level of consistency. Also, no formal scoring system was
used. At the end of the interviews, there was a panel vote to see which candidate should be offered the job. This
often led to a heated debate about candidate strengths and weaknesses.
Required:
a. Suggest two (2) alternative sources of recruitment that will ensure that the best candidates are recruited.
Please explain your choices.
b. Judging from the case, in what ways can the selection process be improved?
c. Discuss five (5) biases you can identify about the selection process of Adom Agencies.

Answer 1

Answer - Two alternative way of sources to recruit the best candidate

- Recruitment events- It will be a external way of hiring in which bulletin can be released everywhere about the openings and career opportunity, hackathon or pool campus hiring can take place in which several no of candidates can apply, it gives a large pool of talented students to pick as per organisation choices.

Recruitment agency- If an organisation thinks that there are very few people to be engaged in hiring , it can outsource it by giving the contract to a recruitment agency which will further organise the test , shortlist will do several Interview and give the most suitable candidate as per one's job requirement.

Answer-2- In this case selection process can be improved by following ways :-

-By providing training to the hiring member of choosing best candidate

-by organising a meeting or team before hiring so that they can discuss the question to ask and on what basis they will judge the candidate.

-A quantitative methods or scorecard can be designed on the basis or points at which the person is going to be evaluated so that it will reflect a clear picture as a score card.

Answer-3- Groupthink bias - As only 4 member are in a single Interview panel ,it can easily be biased.

Halo effect- As CEO interact in first Interview and he is in authority if a positive impression is made ,it can lead to halo effect.

Horn effect- same case as above for negative impression.

Confirmation bias- As there was no interaction among the panel members ,every one will form his/her own question in order to support their initial assumption.

Contrast effect/judgement bias- while selecting through Resume, instead of judgit whether a person is skilled for this job they are comparing it with the other.