Recruiting at Bowles Hollowell Conner & Co. Harvard Case Solution & Analysis

Problem Statement

Selecting the right person for the right job is no doubt a challenging task. Currently the company is paying attention on its recruitment process instead of concentrating on talent acquisition. The company requires a relevant human resource that best fits its vacant position. From the recruitment perspective, the steps followed by HR are facilitating them well to gather a pool of candidates. These candidates could be useful for the company in many ways, but to find the best fit for a particular position, recruitment is simply not enough to dig out talent from the pool.

Analysis

BHC needs people who would allocate their time and efforts for the company in the long run instead of that who perceive company as a suitable market entry point on temporary basis. The company is not only recruiting people to let them come into the organization, but also executing talent acquisition in the form of extended evaluation processes. Initially the candidates are being evaluated on the basis of their resumes collected from the campus. There are two levels of interviews, which the candidate has to pass through in order to get hired.

At the very first step of resume filtration only those candidates will be selected whose knowledge, abilities and skills are most relevant for the hiring position. After this every candidate with a selected resume will be evaluated through an in-campus interview. The questions included in these interviews are unstructured and informal in nature. This conversation revolves around the company’s brief introduction and the examination of the candidate’s conceptual and analytical skills and the most important is to judge their adaptability with the organization.

Candidates filtered through first level are being sent to the company for final interview, where they will be evaluated on areas related to their leadership skills, creativity and pressure handling skills and interpersonal communication skills.

Recommendations

Internship Programs:

The company must launch internship programs for a short period of time. This will help the company to hunt talent from the pool of fresh graduates available in the market. This short training will provide candidates the chance to become known of the organizational culture and working environment. It will also provide the company a better idea to resume the internee as a potential employee based on internee’s short performance or to search for a better option in the market. This will reduce employer’s time and efforts they spent on the recruitment process by themselves. Application of an internship program would be less costly for the company in terms of compensating internees with stipend in comparison of running a whole recruitment process with a zero sum approach.

Evaluation Test and Interviews:

If a job requiressome particular set skills, then the company must construct a series of evaluation test and interviews that examines potential employee on the basis of required skills and competencies. A company should be a learning organization that in turn will help the company to adapt to the external changes on a timely basis. As a result of this the company would be able to cope with the complete market requirements and advance technological changes. Employers must identify and analyze the lack of endowment in the organization along with the vacant positions which are needed to be filled on urgent basis. These particular requirements should be the part recruitment process in terms of conceptual test, and case study based test that evaluates candidate’s problem solving skills and their ability to work under pressure..................

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Considering a set of process Bowles Hollowell Conner & Co (BHC), an investment banking firm known for its work with mid-sized companies market. In particular, it is a profile of the company and its recruitment process and then considers this process through a set of firm efforts at Harvard Business School (HBS). Includes a summary of the 17 second-year students HBS, who sought to interview for the position associated with the BHC and raises the question of how the interview choices were made of those summaries. "Hide
by John J. Gabarro, Andrew Burtis, Herminia Ibarra, John P. Kotter Source: Harvard Business School 27 pages. Publication Date: December 16, 1993. Prod. #: 494071-PDF-ENG

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