MOD 3 Case_520

Selection and recruitment are vital processes of employing individuals who meet a predefined criterion. Organizations hiring individuals on merit are more likely to attract and retain top talents. According to Khandelwal and Kumar, recruitment makes a difference by distinguishing potential candidates and enhancing their authenticity. At the same time, selection ensures that only individuals fulfilling specific criteria find their way working in an organization (413). Hence, recruitment and selection not only creates a pool of talents and improving the succession rate, but also ensure that established criteria guide the hiring process and the existing labor laws are followed. Based on this knowledge, the following candidates are proposed in the first phase of the interview for consideration by Judith and Eric Sultan.

Candidate dd

The individual has HRM-related certification, practice experience of 16 years, undertaken 20 consulting jobs in labor relation, and 21 consulting jobs in total rewards administration. The candidate graduated from an accredited institution. Having jointly attained a Juris Doctor degree (JD) and a Master of Business Administration degree (MBA) places the candidate at a better position of understanding the labor laws and presenting the hiring organization when related lawsuits rise and offering consultation services to employers. The candidate will help employers manage employees according to labor laws.

Candidate ff

An individual is also worth consideration based on the fact that he/she has a Ph.D. degree in Organization Management & Leadership. Besides, the candidate has a remarkable experience of 21 years in military logistics. Other aspects that place the applicant in the interview list for consideration is graduating from an accredited learning institution and the high capacity to complete 25 and 10 consulting jobs in total rewards administration and labor relations, respectively.

Candidate ii

The applicant is also suitable personnel that Judith and Eric Sultan may consider to fill one of the three regions in the position of an HR consultant. An individual as unmatched work experience as a CEO of an insurance company, having worked for 21 years. Other areas increasing the credibility of the candidate include achieving a Ph.D. in Human Resource Management from an accredited institution, having completed an HRM-related certification, and undertaken two jobs in labor relations.

Candidate ll

Despite lacking an HRM-related certification, the applicant possesses a relatively recognizable working experience of 11 years in HR management. Besides, the candidate has undertaken 20 and 18 consulting jobs in total rewards administration and labor relations, respectively. Attaining a Ph.D. in HRM from an accredited institution is also an important qualifying factor for this candidate.

Candidate oo

The individual has a management certification from an accredited institution. Having graduated with a Ph.D. in Information Systems Management and working experience of 12 years in a landscape business confirms that the candidate can offer the consultation services expected in HRM Analysis Services. The ability to perform 10 and 16 consulting jobs in total rewards administration and labor relations, respectively, is a crucial factor for his/her selection.

Candidate pp

The applicant, like the others, has an HRM-related certification. This individual graduated with a Ph.D. in Human Resource Development from an accredited institution. The candidate also has a working experience of 15 years. Besides, having participated in 4 and 6 consulting jobs in total rewards administration and labor relations, respectively, increases the candidate’s odds for consideration.

Analysis of the Selection and Recruitment Criteria

An applicant’s education level emerges as one of the top qualifying factors. In this case, Judith and Eric Sultan seem to have access to a large pool of knowledgeable candidates based on their educational achievements. All candidates selected for the first phase of the interview have unquestionable educational degree directly related to HRM. According to Graham, cognitive abilities demonstrate one’s ability to solve problems, apply knowledge to emerging situations, reason logically, and communicate clearly (38-9). In an empirical study, Guerra-Carrillo et al. found that higher education predicted improved performance and regulated such cognitive domains as the reasoning and the processing speed of an individual (1). With this, it could be argued that higher levels of education hone cognitive functioning. Hence, candidates dd, ff, ii, ll, oo, and pp all stand better chances of qualifying based on their academic achievements.

The qualification criteria narrow down to one’s working experience. The applicants all have at least 11 years of working experience. This gives them the upper hand of scanning the environment of the employer, proposing the most informed strategies of solving issues at hand (Graham 38). Besides, the candidates graduated from institutions with accredited education programs. Apart from candidate ll, all other applicants possess HRM-related certification. Hence, it could be generally viewed that these candidates have been equipped with appropriate knowledge related to strategic HRM practices. Their working experience compounds their capacities to offer top-notched HR consultation services to interested employers. The selection of the expertise, HRM-related certification, and program accreditation is assessing whether the candidates have been equipped with the right knowledge to handle the dynamic HRM landscape.

The other area that may contribute to consideration is the performance appraisal score. Apart from candidate ii, all other applicants have a score of at least 2 out of 4, which means they are average. However, candidate ii possesses an excellent work experience, which gives him/her the benefit of the doubt. Lastly, working at HRM Analysis Services is a factor for the qualification of a candidate. Again, candidate ii is the only one who has never worked with the HRM Analysis Services. While whether one has worked in the same environment or not, one’s experience and academic achievements present prime factors. Nevertheless, working with the same company that wants to fill the identified position(s) presents an added advantage that could not be underestimated. According to Rivera, organizations may prioritize candidates who have worked with them in the past merely because they understand their corporate culture. Hence, while this is the last factor to consider, its role cannot be ignored. Figure 1 below illustrates a summary of the selection criteria

Experience

HRM-Related Certification

Working Place