recruitment and selection case study examples

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7 Steps to Building a Successful Talent Acquisition Team (+Netflix Case Study)

Analytics in HR

AUGUST 8, 2023

Talent acquisition team structure Examples of organizations’ talent acquisition team structures 7 Steps for building a talent acquisition team How to measure the success of a talent acquisition team Case study : Netflix’s talent acquisition team What is a talent acquisition team?

Case Study: Medix

JUNE 29, 2021

With HR acting as the facilitator, the manager and new hire are able to use the report to talk through examples that can help motivate them, and what discourages them, empowering engagement to work together towards business goals. By implementing these sessions as proactive and voluntary, the buy-in is high among internal employees.

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• Unlocking Employee Potential with the Power of Continuous Feedback
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• Creating a Company Culture of Care: Integrating Mental Health, Wellbeing, and DEI in Benefits

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15 HR Analytics Case Studies with Business Impact

NOVEMBER 5, 2018

For this article, I have collected 15 of the best HR analytics case studies I’ve come across in the past two years. Each of these case studies are connected with a concrete business impact. For each case study , I will refer to their original publication. 15 HR Analytics Case Studies .

Children’s Mercy Hospital Case Study

Stories Incorporated HR

APRIL 8, 2020

Want this case study as a PDF? How Children’s Mercy is Using Content to Drive Recruiting Efforts. For example , nursing job descriptions now start with a call to action, not to apply, but to watch a video to hear the experiences of their nursing staff. Reading Time: 6 minutes. Find it here !

Case Study: Strategic Workforce Planning for Rail Infrastructure Managers

MARCH 30, 2020

In this case study , strategic workforce planning is applied to solve this national problem, impacting millions of commuters. The TWP process estimates the turnover in the coming 18 months to plan and execute required recruiting efforts, rigorous psychological testing, and 9 months of training periods for new employees.

Is Contingency Recruiting Right for Your Small Business?

FEBRUARY 23, 2024

Contingency recruiting can be a potential game-changer. It’s a model where you pay for recruitment services only when a candidate is successfully placed, making it an attractive option for businesses with limited resources or fluctuating hiring needs—challenges facing most small business owners today.

What is HR Analytics? All You Need to Know to Get Started

FEBRUARY 28, 2024

This has a significant impact on organizational performance , leading to as much as a 25% rise in business productivity, a 50% decrease in attrition rates, and an 80% increase in recruiting efficiency. Example : Annual employee turnover rate.) Example : Examining unplanned absence data to identify absenteeism drivers.)

13+ HR Case Studies: Recruiting, Learning, Analytics, and More

SEPTEMBER 3, 2019

As someone who has worked in the HR profession, I know well the full value of stories, examples , and case studies . While much of the work we do at Lighthouse Research & Advisory focuses on quantitative research studies , we do a fair amount of qualitative research as well. How to Lead a Hiring Team.

Finding the Perfect Fit: How Finance Recruiters Can Help Hiring Managers and Job Seekers

Professional Alternatives

FEBRUARY 2, 2024

[link] Finding the Perfect Fit: How Finance Recruiters Can Help Hiring Managers and Job Seekers The role of finance recruiters in the job market The job market can be a daunting place for both hiring managers and job-seeking candidates, especially in the highly competitive field of finance.

Recruiting Feedback Case Study: The Recruiting Revenue Connection

MARCH 11, 2019

In our latest recruiting feedback case study , Craft Brew Alliance (CBA) demonstrates that asking the right questions at the right time can dramatically affect overall recruiting effectiveness AND uncover powerful connections between recruiting and revenue generation. Recruiting and Revenue.

The Evolution of HR with AI Technologies

FEBRUARY 19, 2024

Traditionally, HR departments focused on managing employee records, overseeing recruitment processes, and ensuring compliance with labor laws. One of the most significant changes was in recruitment and talent acquisition. Case studies from various companies show the success of integrating AI into HR strategies.

Using Talent Sourcing Platforms To Save Recruiter Time

Select Software Reviews

MAY 17, 2019

Talent sourcing has become an incredibly important part of any recruiting strategy. In response, recruiters have been forced to rely more and more on outbound means to engage potential hires. Full desk recruiters don’t want to source. Source cfo.com. Sourcing is all these companies do.

How To Apply Design Thinking in HR (+ 3 Case Studies)

AUGUST 16, 2023

The benefits of a design thinking approach in HR The 4 principles and 5 phases of design thinking 4 Ways to apply design thinking to HR processes Successful implementation of design thinking in HR Design thinking in HR examples What is design thinking? Recruitment and onboarding Consider how candidates experience the recruitment process.

Case Study: MarketGap’s Innovative Strategy for Agile Workforce Evolution

JUNE 30, 2023

Partnering with organizations and agencies that focus on promoting minority talents, such as minority professional associations and diversity-focused recruitment firms. The post Case Study : MarketGap’s Innovative Strategy for Agile Workforce Evolution appeared first on Hppy.

Top 100 HR and Recruitment Blogs [by Organic Traffic with Top 3 Articles Each]

APRIL 17, 2020

There are a ton of great HR/ Recruitment blogs. Ongig, of course, has its own recruiting blog — you’re reading it right now! This includes general HR blogs, recruiting blogs, talent acquisition blogs, employer branding blogs and more. Ok, here we go…these are the top 100 HR/ Recruitment blogs we found!

Case study: Executing a recruitment marketing video plan

MAY 19, 2021

Executing a recruitment marketing video plan sometimes requires research and buy-in. This case study is an excerpt from our new ebook, Getting Buy-In for Your Employee Story Project: The Ultimate Guide to Employer Branding and Recruitment Marketing ROI. Reading Time: 7 minutes. Brittni says, “I knew Stories Inc.

13 Best Recruitment Podcasts Recruiters Need To Listen To [Updated]

Recruit CRM

MAY 29, 2021

With recruitment networking events put to hold due to Covid-19, gather inspiration from these amazing podcasts that we've shortlisted. These 13 podcasts have been trending time and again providing recruiters with the latest tips, trends and best recruitment strategies this year. Did you tune in to it yet?

OKR Examples: How to Write OKRs that Drive Impact

OCTOBER 19, 2022

In this article, we’ll break down the framework for writing impactful objectives and key results and share some OKR examples you can use as a guide when crafting your own. Example of a poorly-written objective: Provide better customer service. Example of poorly-written key results: Treat our customers well every day.

Case Study: Credit Union

OCTOBER 1, 2020

Today’s case study explains how TimeSimplicity can help a typical small credit union maintain quality customer service while controlling operating expenses through automated credit union employee scheduling. Our example organization is Springfield Community Credit Union. How much can you save? ArticleID 7414.

Healthcare Hiring: Your Comprehensive Guide

ApplicantStack

OCTOBER 31, 2023

But when you’re responsible for recruiting in healthcare, you know just how many challenges can come with this role. Examples of physical locations that offer healthcare services include hospitals, medical and dental clinics, outpatient and inpatient care facilities, and assisted living facilities.

Case Study: The Value Of Pay Transparency And How To Implement It

HR Tech Girl

JULY 5, 2023

Here I aim to shed light on what pay transparency looks like at Compt, explain its mechanics and influence on overall compensation structures and raises, present real-world examples of its benefits, and provide practical considerations for organizations contemplating this approach.

Develop Your Talent Acquisition Strategy With 6 Practical Examples

JULY 31, 2023

In this article, we’ll explore what a talent acquisition strategy looks like, how to develop a talent acquisition strategy, along with some best practices and examples to help you move your company forward. Software and applicant tracking systems can help you sort through your talent pool, assess candidates, and recruit .

Creating Employment Opportunities With Flex Manufacturing (i4cp login required)

MARCH 7, 2023

This case study represents one of the submissions for i4cp's 2023 Next Practice Awards, winners will be honored at the i4cp 2023 Next Practices Now Conference. You can also view other Next Practice Award case studies . A cross-functional team formed to include the Director of Manufacturing, his HRBP and Recruiting .

9 Digital HR Case Studies with Business Impact

Digital HR Tech

OCTOBER 23, 2019

In this article, we have collected some of the best Digital HR case studies we’ve come across. They’re good examples of organizations that really get Digital HR and make the most of it. Each case study is connected to a specific business imperative. What’s in? Anchor Trust 2. Deloitte 5.

Healthcare HR and Nursing Leaders: Partnering for Improved Outcomes

FEBRUARY 11, 2019

Creating a partnership between nursing leaders and HR, though, can help organizations do a better job recruiting and retaining nurses, leading to better workforce management for HR and improved care for patients. With a projected nursing shortage in the next decade , recruitment has never been more important for healthcare organizations.

Recruit Better: Employee Discount Programs and Taxes

HR Bartender

APRIL 16, 2017

Examples of de minimis perks include occasional tickets to theatres and sporting events, as well as invitations to company-hosted parties and picnics. That helps strengthen relationships and increase engagement with employees, and it can serve as a competitive differentiator and recruitment tool.

13 HR Analytics Courses Online To Check Out in 2024

All subjects are illustrated by real-life examples of how various organizations tap into HR analytics techniques to help them flourish. A dashboard example is included below. It includes facilitated discussions, case studies , group and individual activities, and self-assessments. Want to know more?

9 Rules for Choosing a Good Applicant Tracking System

ClearCompany HRM

DECEMBER 29, 2022

The purpose of an ATS is to expand your team’s capabilities, taking tedious recruiting and hiring tasks off their plates so they can focus on the parts of their jobs that can’t be automated. If your recruitment software isn’t eliminating obstacles and solving problems, there’s a better solution out there.

How to Identify Bottlenecks in Your Recruitment Process

DECEMBER 9, 2014

Take recruiting for example . When the recruiting process is broken, everybody knows it. And in my experience, everyone blames everything on recruiting being broken. “We Problems (or contraints) in recruiting isn’t something to ignore because finding top talent is essential to the business.

Navigating Uncertainty: The Strategic Imperative of Investing in People and HR Tech

FEBRUARY 7, 2024

Optimizing Operations HR tech serves as a catalyst for operational efficiency, streamlining processes such as recruitment , onboarding, and performance evaluation. This collection of case studies showcases success stories where savvy UAE companies harnessed the power of HR tech to drive out of the box results: 1.

If You’re Not Listening for These 4 Phrases When Hiring Teachers, You’re Missing Out

OCTOBER 8, 2018

Finding and hiring top teachers is one of the most important recruiting jobs. Today’s youth, for example , are dealing with complicated, multifaceted challenges due to various cultural and social aspects. According to a 2018 case study , the opportunity for learning is limited by these cultural and social differences.

9 Inspiring Employee Experience Examples To Boost Your EX

JANUARY 12, 2024

These touch points are encounters with your policies, processes, and strategies from the first contact during recruitment to the offboarding and alumni policies. One of the best ways to learn is to look at specific employee experience examples , case studies , and initiatives deployed in other organizations. Contents 1.

13 Great Employer Branding Examples To Inspire You in 2024

SEPTEMBER 15, 2023

In this article, we’ll share 13 exceptional employer branding examples and what we like about them to inspire you in building your employer branding strategy. Types of employer branding content Employer branding examples 1. Now, let’s dive into the best employer branding examples ! Contents What is employer branding?

People Analytics and HR-Tech Reading List

Littal Shemer

OCTOBER 11, 2022

“The book helps professionals, researchers, employers, and everybody interested in the world of work to understand the past, present, and future of recruitment . . “The book helps professionals, researchers, employers, and everybody interested in the world of work to understand the past, present, and future of recruitment .

How to master recruitment in media

DECEMBER 13, 2020

Case study : HubSpot. When you’re searching to recruit talent with media experience, you should place your ads in niche job boards, not only Indeed or Glassdoor. Recruiters who target journalists agree that it isn’t enough to review a writer’s work samples. Case study : HubSpot. HubSpot leads by example .

Why talent acquisition pros must learn to analyze data, according to a new book

HRExecutive

MARCH 25, 2024

The consulting firm also found that most HR departments use two or more platforms to facilitate the recruiting process. Throughout the chapters, practical examples and case studies from organizations across the globe provide real-world context. “We A study performed by St.

What is HR Automation? A Guide with Practical Examples

APRIL 8, 2021

HR is responsible for recruiting , onboarding and offboarding employees, training and development, payroll and timekeeping, tracking vacation and sick days, and employees’ general well-being within the organization. Benefits of HR automation Examples of HR automation in action The best HR automation tools currently on offer.

Trend: Candidate Feedback for Recruiter Reviews and Managing Recruiters

JANUARY 13, 2023

Using candidate feedback for recruiter reviews and managing recruiters is fast becoming standard practice these days. In fact MOST Survale clients use some form of candidate and/or hiring manager feedback in quarterly or annual recruiter reviews, incentive compensation or other systems for managing recruiters ’ performance.

5 Ways to Revolutionize Recruiting with AI

Linkedin Talent Blog

DECEMBER 6, 2023

Namely, it gives recruiters more time for the human aspects of their work. “AI In one example , the team prompted the AI to “Act as if you’re giving a presentation on key data findings and theme takeaways from survey responses around our representation recruiting survey.” million job applications.

Recruiting in the Era of International Accounting Standards: A Hiring Manager’s Handbook

FEBRUARY 9, 2024

Partnering with a Global Accounting Recruitment Agency Navigating the global accounting landscape and finding top talent can be a daunting task. One effective solution is to partner with a global accounting recruitment agency. Ready to elevate your expertise and drive success in global accounting?

A Real Life Example: The Benefits of Recruiting Chatbots

SelectSoftware

APRIL 28, 2020

If you’re looking to save time with your recruiting efforts, check out this case study .

Best Applicant Tracking Systems in 2022 | ClearCompany

APRIL 19, 2022

Think of a few things you would consider “the best,” for example , the best restaurants in your city or the best route to take to work. While ATS requirements differ, there are still many features and qualities that an ATS needs in order to remain a top competitor and help you reach your recruiting and hiring goals.

Maximizing Talent Acquisition Success: The Qualigence and Valvoline Partnership

Qualigence Blog

MARCH 14, 2024

This blog explores the transformative partnership between Qualigence, a leader in recruitment and talent strategy, and Valvoline, a highly respected automotive services and products provider. Resource Augmentation : Leveraging additional full-cycle recruiting resources to enhance Valvoline’s recruitment capabilities.

Best recruitment marketing blogs of the year by Stories Inc.

DECEMBER 22, 2020

At the start of 2020, we focused on providing for you the best recruitment marketing blogs possible. All in all, we hit “publish” over 100 times this year— including virtual content creation resources , a COVID-19 hub , case studies , downloadables , and original articles. Crisis communications for recruitment marketers.

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Reengineering the Recruitment Process

The skills needed in many roles are continually changing—and sources of talent are too.

The Covid-19 pandemic has upended many traditional business practices. When it comes to recruiting, the crisis has not so much disrupted as accelerated shifts in the talent landscape that were already under way, leaving many companies poorly served by their current hiring practices. In a period of steep unemployment, it might seem that companies looking to add workers would be in the driver’s seat. But job openings have also been rising in recent months, meaning that competition for top talent remains keen—and in uncertain times, bringing on the right people is more important than ever.

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Southwood School: Recruitment and Selection Case Study

Introduction, evaluation of recruitment methods, analysis of selection methods, summary of the findings and factors for improvement.

The process of human resources recruitment and selection is a vital part of the human resources management. It determines the level of professional abilities of the candidates in order to select the future employees. Southwood School conducts this process in the few stages with the application of different methods, approaches, and strategies to select the most successful candidates for the job.

The first stage of the process is the recruitment of the potential applicants for a job by means of reaching out and informing them about the vacancy; the second stage is selecting applicants by testing, interviewing, and teaching methods. This paper’s objective is to evaluate and analyze the procedures used by Southwood School in their effectiveness in the recruitment and selection process.

The recruitment strategy used by the Southwood School can be considered quite old-fashioned because they traditionally used to rely on the specialized newspaper publication to advertise their new vacancies (Robson, 2008). However, in the modern situation on the market, the organization cannot rely on the single recruitment method, which moreover, is using the traditional media.

The aim of the recruitment process is to attract as many successful candidates as possible, and at the same time, provide them with the most essential information about the organization the HR manager is presenting, and the details about the position itself.

The traditionally used by Southwood School letter with details how to apply, brochure about the school, and application form is insufficient. Through the new media of specialized websites and social networks, there are opportunities to reach out to a larger number of candidates, and may attract more diverse candidates since the Internet has resources to draw different types of applicants.

The selection process arrangement used by Southwood School to select the most appropriate candidates is the combination of interviewing method, testing and the teaching methods. The interviewing method includes several stages.

The informal part of the interview allows the candidates to influence the course of the conversation, which is a way to present the best qualities they can offer, whereas at the second stage of selection by interviewing, the formal part, the questions are structuralized, and the course of the conversation is determined by the interviewing panel.

The combination of those two approaches allows the maximum use of the interviewing the applicants.

Testing methods encourage candidates to use their cognitive abilities, such as verbal skills, whereas personality test assists the management in ascertaining if the applicant meets the requirements of the social and interpersonal skills of the teacher.

The more complex teaching methods involve the assessment of the applicant’s work in class by his or her fellow teaching staff, who are qualified enough to evaluate the professional and managerial qualities of the candidate.

The recruitment stage of the hiring process at Southwood School needs modernisation since it does not appeal to a sufficiently variable types of potential candidates. In order to improve it, HR management can engage the new recruitment resources, using the Internet, and reach out to a larger number of applicants.

The process of selection includes detailed and careful studying and observation because it is supposed to identify various characteristics of the future employees the company would have. However, it needs to employ more varied forms of the teaching tests and ensure its adequate assessment.

In conclusion, Southwood School needs to focus their attention on modernizing the recruitment methods and ensuring the application of varied forms of the selection process with the emphasis on the teaching method.

Robson, F. L. (2008). Southwood School: A Case Study In Recruitment And Selection . Alexandria, VA: Society for Human Resource Management.

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IvyPanda. (2019, June 24). Southwood School: Recruitment and Selection. https://ivypanda.com/essays/southwood-school-recruitment-and-selection/

"Southwood School: Recruitment and Selection." IvyPanda , 24 June 2019, ivypanda.com/essays/southwood-school-recruitment-and-selection/.

IvyPanda . (2019) 'Southwood School: Recruitment and Selection'. 24 June.

IvyPanda . 2019. "Southwood School: Recruitment and Selection." June 24, 2019. https://ivypanda.com/essays/southwood-school-recruitment-and-selection/.

1. IvyPanda . "Southwood School: Recruitment and Selection." June 24, 2019. https://ivypanda.com/essays/southwood-school-recruitment-and-selection/.

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IvyPanda . "Southwood School: Recruitment and Selection." June 24, 2019. https://ivypanda.com/essays/southwood-school-recruitment-and-selection/.

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Skills-based success: 10 recruiting case studies

The working world has been turned on its head with the pandemic, the Great Reshuffle, and the resulting skills shortage. Companies are searching for a powerful, sustainable way to recruit and retain talent, and 73% of them are now opting for skills-based hiring practices.

Skills-based recruitment practices are for everyone. Don’t believe us? We've put together 10 recruiting case studies that demonstrate how different individuals, industries, and regions have successfully implemented skills-based hiring.

Table of contents

What's the purpose of a recruiting case study, 3 personal recruiting case studies, 3 recruiting case studies by industry, 4 recruiting case studies by region, looking for more recruiting case studies, the state of skills-based hiring 2023.

Read TestGorilla's annual report to discover why over 70% of companies chose to adopt skills-based hiring methods in 2023.

In recruitment, case studies are helpful tools for employers seeking to build, develop, or optimize their recruitment processes. They can be great sources of information and inspiration. By understanding the successes and failures others have had with their hiring processes, hiring managers can take any relevant learnings without having to make the same mistakes that others have.

To make these recruiting case studies relevant for as many people as possible, we've divided them into personal case studies, case studies by industry, and case studies by region. Let's dive in.

Let’s first look at the personal stories of some stellar individuals who were recruited into their ideal industries using skills-based practices. These people didn’t have traditional backgrounds, but because of their unique skills, they got into amazing roles. All that was needed was a chance to prove those skills during recruitment.

1. Justin Hutchinson

Justin Hutchinson wanted a future in football, but he was faced with a hard choice at age 14: Focus on his career prospects or take care of his father with cancer.

Justin, of course, chose his father and has never regretted that choice, but it did mean giving up the chance of achieving his dream job.

After his father’s passing, Justin attended a community college to fulfill his father’s wish for him to get a degree. To pay rent and living expenses, Justin got a job at a smoothie franchise.

His aim was to simply support his cost of living by making fast food – but it turns out Justin’s real skill was people and communication.

Justin would study the cars that drove up, memorize their orders, and have them ready so he could spend time talking and getting to know the customers instead of making drinks.

One of Justin’s customers was a chief executive of a marketing company and was so impressed with his people skills, he offered Justin an internship.

It wasn’t long before Justin used his soft skills to turn that internship into a full-time position. He dropped out of college, poured his heart and soul into the role, and attained the role of Director of Business Development.

Justin attributes his success to his best skills:

Workplace empathy

Strategic and critical thinking

Sales management

Justin didn’t have a typical marketing background – his experience was a partial college education with no degree, on-the-job experience (and not a traditionally “relevant” job), and his internship.

Not everyone can find the perfect marketer in a charismatic smoothie server, but online skills testing holds the same principles: Look at abilities first and ask questions later.

Sales and marketing are industries that are uniquely dependent on soft skills, which makes skills-based hiring an obvious choice for recruiting. For information on how it helps with the tricky subject of ramp time, read our article on skills-based hiring and ramp time.

2. Latisha Carter

Latisha Carter had a dream of excelling in corporate America, but she never got the opportunity to attend college.

At age 17, Latisha became a single mother. This put her dreams of college on hiatus for the foreseeable future.

Three years later, after having another child, Latisha got a job as a nursing assistant. But she still couldn’t shake her desire to make it in the corporate world.

She secured a call center job with NCR, a software company, driven by their offer of extensive employee training. 

Offering extensive upskilling and reskilling is one of the best things you can put on the table for potential candidates. A study by Lorman showed that 59% of Millennials believe that development opportunities are extremely important when deciding whether to apply for a position.

Latisha used her experience at NCR to get a role in customer service at the software company Sage.

With determination and hard work, she continued to work her way up for 20 years until she became a director at Xero, an accounting technology company.

Latisha is now proudly a director in corporate America with no college degree. Her company is reaping the benefits of her presence and skills. 

In the second half of 2021, Xero’s approach to skills-based hiring and its emphasis on diversity pushed a 7% increase in racial and ethnic diversity.

Jana Galbraith, the executive general manager for people experience partnering for Xero, says: “ [H]istorically, hiring based on degree exclusively has perpetuated discrimination .”

This boost is great news for Xero because the benefits of diversity are broad and include increased productivity, innovation, and financial performance.

Latisha’s struggle to succeed is unfortunately common for working mothers. To learn more about this, read our article on the motherhood penalty .

3. Cindy Veach

Cindy Veach didn’t have a traditional background. She had all the tech know-how, but she only had experience involving massage therapy and social services.

But she had the skills and she knew it. Cindy says it was a happenstance that she stumbled upon her perfect role; she just wanted a role where she could use her best talents.

“I was looking for jobs I had the right skills for, organizational skills in particular,” said Cindy.

She happened upon a tech administration apprenticeship program at IBM. Before then, she saw her tech skills as just a hobby and never imagined herself in the tech industry – but she applied and was accepted.

Cindy had a steep learning curve ahead of her. She possessed the base tech skills but needed the training to reach the right level.

She attributes much of her success to the flexibility of her mentors. They continually told her that if a path “didn’t feel right,” she was welcome to experiment and try something new.

At the end of the apprenticeship, she applied for a network operations technician role and was hired. She took a position with flexible work options so she could still care for her two children comfortably. 

Skills-based hiring made this outcome possible. Cindy’s communication skills, digital expertise, and problem-solving abilities helped her secure her role, and the focus on continuous improvement is helping her develop it .

She says that the combination of her appetite for learning and her employer’s support for her success is the perfect duo for creating limitless growth.

We’ve heard plenty of people say “skills-based hiring doesn’t work in my industry.” But that’s just yet another myth we’ve debunked . Let’s take a look at a handful of case studies about how companies within certain industries have succeeded with skills-based recruitment initiatives.

4. Healthcare

Healthcare administration is an industry that’s notoriously difficult to get into. Between receiving a bachelor’s degree and completing a master’s program, it can take six to eight years of rigorous commitment.

However, more opportunities are arising that allow equally qualified candidates to get in without obtaining specific educational requirements.

Sam Saucedo-Hernandez had a tumultuous life, but she only ever wanted a solid career. As a child of parents who emigrated from Mexico, she wanted to be the first generation in her family to attain a degree.

Sam watched her parents struggle with low-wage jobs and promised herself she would do better for herself.

Her first attempt was at law school where she spent several years studying hard. Sam was ecstatic to get her degree and begin a career in law.

But two weeks after she got her associate of science degree, the school got shut down for fraud, leaving Sam jobless and $60,000 in debt.

Sam faced many challenges, but the turning point in her story was the day she received a letter promoting a no-cost medical administrative assistant job training program from JVS.

JVS is a program that helps people build skills and find solid career connections – particularly in the healthcare industry.[1]

JVS has seen amazing success with over 500 employer partners and an emphasis on promoting diversity: 88% of their participants are Black, Hispanic, Asian, or a wide range of other ethnicities.

Sam applied for the program and was accepted. She secured a position as a medical administrative assistant, but her training has led her to her current role in the audiology department.

Though she’s fortunate for her position, Sam says she’s still looking forward, wondering where her skills can take her from here. 

Programs like JVS are working tirelessly to make more stories like this possible. With a focus on skills over experience, they bring in valuable candidates to industries that may otherwise be restricted to them.

5. Manufacturing

Steelcase, a furniture manufacturing company, wanted to build a fairer place for employment opportunities and encourage better representation for employees of color. So they adopted skills-based hiring practices.

They’re far from the only ones. According to TestGorilla’s State of Skills-Based Hiring report, 85% of businesses in 2023 had the goal to increase diversity.

And companies are succeeding at this by implementing skills-based hiring: 91% of organizations saw an increase in diversity due to skills-based hiring.

Steelcase realized that if they truly wanted to boost their DE&I initiatives , traditional hiring methods wouldn’t do.

They decided their hiring processes needed to be revamped for the better, so they adopted some new practices:

Prioritizing skills over resume and pedigree

Removing experience requirements wherever possible

Favoring continuous improvement over perfection

Revamping job descriptions to reduce biased language

Prioritizing diversity among equally qualified candidates

Steelcase decided that practices like these would enable them to reach diverse talent organically, and it worked. Since the program started, Steelcase’s new hires are 55% women and 30% racial or ethnic minorities.

Steelcase’s initiatives are amazing, so we encourage similar active moves to boost diversity. To read more about this topic, read our blog on why being intentional about workplace diversity is non-negotiable .

6. Software

ADP, an HR management software company, adopted a recruiting strategy to focus on skills , rely less on credentials, and make an effort to provide opportunities for candidates with nontraditional backgrounds.

This strategy included training talent acquisition professionals on best practices, hiring specific diversity recruiters, removing degree requirements from high-volume recruiting roles, and leveraging better training and mentorship for new hires.

What were the results? ADP saw great success in one year:

An increase in the number of candidates with no college degree

An increase in Black representation in the candidate pool

An increase in Hispanic representation in the candidate pool

This program was heavily inspired and backed by Maria Black, the chief executive of ADP, and her strong belief in corporate social responsibility.

She has a strong passion for supporting working women, veterans, and other underrepresented talents.[2]

Maria is an excellent example of the power of leading from the top. When your company’s leadership supports a great cause, it benefits both employees and company alike and builds a better organizational culture .

Next, let’s take a look at some case studies about the regions and countries that are taking on skills-based recruitment practices. For more on this subject, check out our post on skills-based hiring around the world .

7. Maryland, USA

In 2022, the state of Maryland dropped four-year degree requirements for thousands of jobs in the government sector.

The aim of this initiative was to draw attention to the value of alternative credentials and experience. State officials want to give people a better shot at securing a stable, fulfilling job.

Governor Larry Hogan was quoted as saying:

“[W]e are ensuring qualified, non-degree candidates are regularly being considered for these career-changing opportunities.”[3]

Over 38,000 people work for the state of Maryland and it’s estimated that more than half of those jobs can be performed by people whose alternative skill routes can easily substitute for a college education.

These alternative routes include:

Life experience

Non-relevant job experience

Hobbies and volunteer work

Alternative training

Community college education

Maryland estimates that about 47% of its working population are STARs (skilled through alternative routes). That’s 2.8 million workers, and these people need solid opportunities – opportunities that they can access through skills-based hiring.

To learn more about how unnecessary degree requirements are holding top talent back, read our blog on degree inflation .

8. Indiana, USA

Indiana’s tech leaders are struggling to attract and retain great talent. They’re facing a major skill shortage and they can’t solve it with the “usual” hiring methods.

Traditional recruiting methods exclude over 95% of Indiana’s workforce.

Indiana has a workforce of 3,332,239 people, but consider this:

A four-year degree requirement removes 75%

Biases can eliminate up to 30% of the pool

Requiring specific past experience removes 93% of the talent pool

With all of that in mind, a pool of more than three million candidates is reduced to just over 42,000.

Indiana’s Office of Technology (IOT) realized that skills-based hiring practices could fix this problem and solve their shortage.

They started by removing degree requirements from most job descriptions, then took the next step and started offering reskilling opportunities to workers from alternative industries, such as line cooks and truck drivers.

Tracy Barnes, IOT’s chief information officer, said that the results of the program have been positive and they’re “very pleased” so far. She also said that she’s equally excited to see the positive life impacts for the candidates involved.

9. Asia-Pacific

Skills-based hiring is quickly gaining traction in the Asia-Pacific area.

One study showed that 79% of businesses in the Asia-Pacific area look for skills when hiring versus the 21% that prioritize education and experience.[4]

The same study found that internal mobility is more important than ever and that companies want to prioritize gender equality and disability inclusion . These points can also be accomplished by adopting skills-based hiring.

Asia-Pacific is looking to skills-based practices to improve the future of their recruitment processes, but Singapore-based TruTrip is already reaping the benefits .

TruTrip is a business travel management company that needed help assessing candidate skills and hiring the best candidates, so they gave TestGorilla a try.

Here are a few ways that TestGorilla’s pre-employment skills testing helped TruTrip’s recruitment processes:

Gives them a way to objectively assess applicants’ skills and knowledge

Helps them eliminate bias from the hiring process

Enables them to consistently make better hiring decisions

Reduces their reliance on resume screening

Enhances teamwork and communication

Improves the employee experience of new hires

According to Hugh Batley, the founder of TruTrip, their new hires are a better fit. These employees become great contributors and have a better initial experience with the company.

TestGorilla also helps TruTrip save thousands of dollars by reducing the chances of a costly mis-hire. 

This isn’t unusual. According to TestGorilla’s State of Skills-Based Hiring report, 92.5% of organizations using skills-based practices saw a reduction in mis-hires in 2022.

10. The UK and the EU

The UK and the EU have developed a strong focus on skills over the past few years.

Interest in skills-based hiring in the UK rose 63% from 2021 to 2022 . This drastic increase is due to employers wanting a wider talent pool and candidates prioritizing and valuing their alternative experience.

This move is helping job opportunities reach the 73.6% of people in the United Kingdom who don’t possess a four-year degree. [5]

As for the European Union, they developed the “Pact For Skills” program in 2020. This program was created to encourage and fund better upskilling and reskilling while also promoting greater diversity and gender equality.[6]

A good example from both areas is the British-Lithuanian bank, Revolut.

Revolut adopted skills-based hiring by using TestGorilla’s skills tests and, as a result, improved their time-to-hire by 40% .

Among many other benefits, Revolut found TestGorilla’s language tests life-saving. Assessing language proficiency is essential for a multinational company, but traditional methods are time-consuming and laborious.

TestGorilla’s language tests help Revolut to quickly and easily evaluate their candidates’ reading, writing, listening, and speaking skills. This helped them to nearly fully automate their screening process, improving time-to-hire greatly.

To read more case studies and success stories about skills-based hiring, check out our 10 stories that demonstrate the power of skills-based hiring or our collection of customer case studies .

Here are 3 top picks from our case studies:

Revolut improves time-to-hire by 40% using TestGorilla

Design Pickle uses TestGorilla to boost application completion rate by 25%

TestGorilla helps TruTrip to save money and improve employee experience

If you’d like to acquaint yourself with a solid skills-based hiring practice, browse our test library and review our skills tests.

“JVS 2022 Impact Report”. (2022). JVS . Retrieved March 6, 2023. https://impact2022.jvs.org/

“Maria Black, president and CEO”. (n.d). Business Roundtable. Retrieved March 6, 2023. https://www.businessroundtable.org/about-us/members/maria-black-president-and-ceo-adp

McGraw, Mark. (April 4, 2022). “Dropping Degree Requirements: Do Employers Still Care About Education?”. World at Work . Retrieved March 6, 2023. https://worldatwork.org/resources/publications/workspan-daily/dropping-degree-requirements-do-employers-still-care-about-education

“The Future of Talent”. (2021). LinkedIn . Retrieved March 6, 2023. https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/future-of-talent-whitepaper.pdf

“Overview of the education system”. (2022). Education GPS . Retrieved March 6, 2023. https://gpseducation.oecd.org/CountryProfile?primaryCountry=GBR&treshold=10&topic=EO

“Pact for Skills”. (November 10, 2020). European Commission . Retrieved March 6, 2023.  https://ec.europa.eu/social/main.jsp?catId=1517&langId=en

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The Google Inc management also decided to focus on the distinct behavioral characteristics and personality that separates Google employees from any other employees in other known companies. It shifted its focus from academic qualifications and technical experiences to the applicant’s personality , creativity , leadership capacities , innovative and non-conventional ways of thinking and the applicant’s overall exposure to the world. The academic qualifications and the intensive job experience just came in as second priorities of the company in choosing the best candidates for any open positions.

Since then, the Google Inc company not only became known for its outstanding and “luxurious” job compensation and benefits packages it offers its employees, but also in making use of some of the most powerful recruitment assessment tools capable of picking the best employees in the world that fit the standards set by Google.

The Google Recruitment Process

One of the most notable statements of Eric Schmidt , the CEO of Google Inc. is that “Google invests in people.” The main reason why people from different cultures, have been dreaming of being recruited and hired by Google is that the company offers possibly the most outstanding job compensation packages any normal employee could ever enjoy.

In order to attract the best employees, Google draws them by the promise of wealth and luxury, providing their employees with almost everything an employee could possibly need, from absurdly high compensations to extravagant and luxurious benefits like gourmet food, carwash, gym, snacks, exercise classes, dry cleaning services, car services, haircuts, oil changes, massages, checkups and many more, all for free.

Nevertheless, the recruitment process was also far beyond ordinary. Several people who have had experience in the Google recruitment process narrates that the experience was totally nerve-wracking. One applicant who underwent interviews for Google has had five to seven interviews in one day for two to three straight days. That applicant claims that the interviews were really tough with some of the brightest people in the world, conducting the interviews filled with brain teasers, algorithmic problems, and IQ tests.

Another applicant who also have had experiences in the recruitment process of Google claims that his Google experience was one of the most nerve-wracking adventures of his life. The interviewers were looking for extremely bright individuals and so the recruitment method was filled with IQ tests, brain teasers, algorithms, data structures, and a lot of mathematics involved in it.

The Google Selection Process

Google is no doubt the world’s best recruitment leader. Google is known for various unique approaches that it has utilized in order to attract the cream of the crop or the best of the bests. One way is through employment branding. Google has so successfully utilized their brand in order to attract the most talented and highly-competent individuals in the world. Because of their claim of providing the best employee-employer experience supported by the many perks, benefits and high salaries that Google employees get to enjoy, Google became the most desired companies for men and women in the world.

While the work and job responsibilities in Google are not that easy, the stock options benefit is one of the key drivers of retention and continuous acquisition of the best employees for this company. In 2007, employee turn-over at Google was reportedly less than 5% which was simply phenomenal. People didn’t want to leave the company because the amazing provisions and benefits that the company offers its employees. Moreover, the creative approaches of Google when it comes to hiring and retaining employees were simply exceptional. Employees claim that money was never an issue for Google in terms of utilizing it to take care of its employees.

One notable recruitment technique that Google utilized in 2006 was the targeted and unobtrusive approach to sending recruitment messages. Google crafted a simple technique to recruit the best students in certain schools and universities to work for them. They allowed people from these schools to access the search portal of Google wherein the students’ IP address would be identified to see from what organization the person belongs into. The technique was successfully executed using a minimalist and unobtrusive style of recruitment wherein below the search box, the Google system would know whether the targeted student is graduating or not and whether or not they intend to work for Google after graduation. The approach was definitely a successful micro-targeted approach. It was also in the same year when Google opened up to the idea of an Employee Referral Program. In putting up this program, Google made sure that it would deliver them a world-class employee whose personality, qualifications and work ethics reflect the Google standards.

A year passed by and Google’s attempts for recruitment innovations continued to improve. In 2007, Google developed a simple and effective assessment tool to screen its millions of applicants all over the world via an algorithm assessment tool. The algorithm technique effectively separated the top and the best performers from thousands of candidates vying for a position. Moreover, the assessment tool was made sure to successfully predict the best possible candidates from the least and the average and has managed to resolve the issue on the usual assessment tools being used by most companies, relying mainly on the academic qualifications and intensive industry and job experience.

Truly, what separates the Google recruitment process from the typical and the usual recruitment methodologies that other companies employ is its ability to accurately identify the best candidates for the position using a more data-based and scientific approach to the recruitment process. Also, it has significantly reduced the reliability of interviews, which for most companies, serves as the final indicator of how well an employee will perform at work. Furthermore, the algorithm approach which is a common business model that the company employs was effectively used to assess whether potential candidates can indeed perform given the high performance standards of Google.

The secret to be selected as a Google employee is that one has to think a lot like an “engineer”. Apparently, Google expects their employees to be highly quantitative and highly analytical as well as highly capable of dealing with too many data all at the same time. During the interviews, an applicant must also be able to demonstrate his skill or capacity by writing codes, intelligently analyzing case studies and brain teasers and solving algorithmic problems on the spot. Also, Google is searching for applicants who are highly practical and are capable of making something out of nothing that people can make use of.

The Google Interview Process

Since Google is known to be the ultimate recruitment and selection machine, its interview processes are also the most grueling experiences an applicant could ever have. Usually, the interviews begin using the telephone. Once the phone interviews conducted have been successful, the applicant would be scheduled by the recruitment officer and be invited for a series of five to ten interviews in one day with ten different people. For some people who have successfully undergone this process, they described it as the most excruciating employment experience of their lives as a lot of mental gymnastics were necessary to prove your skills.

There were many instances when the applicants were asked to write codes, brain storm, role play or solve mathematical equations on the spot just to prove that they are highly-skilled and competent. In other instances, the applicants are even tested of their marketing skills even though the position an applicant is applying for is highly technical. The interviewers seem to have control and power over the applicants letting them do everything just to prove that they are worthy for the position. Common questions involved computer network problems, Java programming and algorithms by which Google is known for.

Moreover, other applicants can rate and share comments on another applicant which Google can track and use as another basis for hiring or not hiring an applicant. Overall, the process was a lengthy, tedious and nerve-wracking experience which can possibly traumatize anyone whose dream is to work for one of the most prestigious companies in the world. Nevertheless, the perks and benefits are limitless and are more than enough to compensate for such a tough employment experience.

Related posts:

• Best Practices in Recruitment and Selection
• How to Improve Your Recruitment Process
• Integrity Testing in Employee Selection Process
• How Blockchain Transforms the Recruitment Process?
• Recruitment Process Outsourcing (RPO) – Definition, Benefits and Risks
• Recruitment Process
• Case Study: Restructuring Process of Volkswagen
• Type of tests taken in the selection process
• Types of interview conducted in the selection process
• Selection Process in Human Resource Management

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Elite Human Capital

Executive search. recruitment. talent advisory. career coaching. outplacement., case studies in the recruitment process – an assessment method for gathering data on a candidate.

Recently I started recruiting for a management consulting company who uses client case studies as part of their selection process. For them, it has proven to be an effective way of gathering information on a candidate to assess suitability.

To better understand the use of case studies in the recruitment process, my assistant Laura and I did research into the topic, this blog post is to share that information with you.

An overview of case studies in the recruitment process

Case studies are used as a method of competency measuring. Competency methods can focus on technical abilities, social and behavioural skills, or a combination of the two.

Case studies are most popular in management consulting (though they are used in some other industries) since they are able to mimic the kinds of tasks that would be required in the job.

They are done face-to-face during a specified time slot or given to the candidate to complete in their own time.

See Hiring by Competency Models, Patty Grigoryev (2006)

University of Sydney, Case study interviews https://sydney.edu.au/careers/students/applying-for-jobs/interview-tips/case-study-interviews.html

Research on case study efficacy

The premise behind administering a case study as an assessment method is that it offers a level playing field, to some degree, by allowing shortlisted candidates to demonstrate their technical abilities and personal qualities irrespective of past experience and qualification(s).

Case studies enable interviewers to see the strengths and weaknesses of candidates in action, including:

• Engaging in logical and analytical reasoning.
• Thinking creatively and generating innovative solutions.
• Problem-solving.
• Working under time pressure.
• Effective communication skills, including presenting in front of one or several interviewers and using a whiteboard to express concepts.

Case studies are detailed in their nature, add cost to the overall recruitment process (because they require time and resources to administer) and are often one of the final stages in the recruitment process.

Reducing the risk of a bad hire

It is well-established that the costs of a bad hire for a business are huge, especially in leadership roles where it can affect the performance of the whole team.

The hard costs of a bad hire are estimated to range between 50% and 200% of the first-year salary. In management consulting, a bad hire cannot only affect the internal team – a poor client experience can have significant impacts from a brand and billing perspective.

Finding ways to reduce the number of bad hires isn’t easy, case studies have been developed to provide additional data points to make a more informed hiring decision. Using competency modelling methods such as case studies, it has been shown to increase success in hiring decisions, with the most significant improvement stemming from a better culture fit.

Talent Management 360, Using case studies to recruit talent https://talentmanagement360.com/using-case-studies-to-recruit-talent/

Case studies and management consulting companies

Big 4 accounting firms and strategy consulting houses like McKinsey and Bain consistently use case studies in their recruitment process, for example:

PWC appears to only use case studies in relation to taxation and when hiring recent graduates. They are described as “provide students with realistic fact situations in which a number of tax problems and opportunities can be identified”. They acknowledge that law students and business students may choose to approach them differently and give some background regarding the issues and deliverables expected, such as that students are expected to “incorporate a certain amount of tax planning into their solutions”.

https://www.pwc.com/us/en/careers/university-relations/tax-case-studies.html

By contrast, Deloitte’s approach is broader. The case interview is designed to assess problem-solving and analytical skills, as well as logic and strategy. However, it is also designed to give candidates an insight into their prospective role, since the cases align with real projects. They clearly step out a five-step approach that candidates should use to address the case interview and give a list of helpful tips that they recommend will help interviewees get the most out of the experience. There is also an interactive case interview practice website ( http://caseinterviewprep.deloitte.com/ ) designed to assist.

https://www2.deloitte.com/us/en/pages/careers/articles/join-deloitte-careers-case-interview-tips.html

McKinsey & Company who are notorious for gruelling recruitment methods, with some prospective employee’s having up to 20 interviews before receiving an offer, including a compulsory case interview.

McKinsey offer four example case interviews, which can all be found at this link:

https://www.mckinsey.com/careers/interviewing

Bain states that any candidate applying for a consulting role should expect a case interview, and those cases will be based on Bain’s client work. They provide two examples, as well as a mock interview for candidates to watch:

https://www.bain.com/careers/interview-prep/case-interview/

Capital One

Capital One also has a detailed case study guide which demonstrates what they will assess (problem solving and analytical skills) as well as providing examples:

https://jobs.capitalone.co.uk/business-analyst-case-study-guide

Time allotted

The PWC case studies are to be done in the student’s own time, but there is a general guideline offered: “The time required of the student to complete the case requirements will vary greatly, depending upon the level of tax knowledge of the individual student, their software skills, and the number and type of issues in each case. As a very general guideline, each case study, with all issues included, should require not less than 10 hours of issue formation, research, and analysis by a graduate tax student, before the final deliverable(s) are developed.”

Deloitte’s case interview preparation page states that each case is 15-20 minutes long but does not give any set time limits and there is no suggestion that responses are timed.

See PWC Case Studies in Taxation https://www.pwc.com/us/en/careers/university_relations/documents/Case-Studies-in-Taxation-2018.pdf

Measuring the responses

PWC’s case studies are designed to test both technical skills (tax knowledge, Excel ability) and broader skills such as problem solving and creativity. It is stated that the ‘deliverables’ can be in many forms including “a letter to the client identified in the case study, a memo to the client file, or preparing a ruling request for the IRS. Some case study users require oral presentations. These may take the form of a straight presentation or role-play in the setting of a client meeting, resolution of an audit, or representation of a client in a court.” Actually measuring these is not expressly dealt with, but the document does provide a set of solutions to each case study for comparison, akin to a marking key.

By comparison Deloitte is focused less on finding the ‘right answer’ and emphasises that candidates will do well by clearly demonstrating a logical thought process. Having a clear structure and acknowledging any assumptions are listed as recommendations. Possible answers are given in the example attached and they focus on having both justifications and implications for each point. It’s all about the ‘how’ rather than the ‘what’. For numerical/technical questions however, there is a clear right and wrong.

Other methods of work sample testing

There are alternative methods for collecting data points on a candidate, these include: written questionnaires, take home or in office real life job tasks, online assessment tools and group assessment centres.

One hiring manager I was recruiting for would take a full two hours to conduct an interview with a candidate. In the first hour he would cover off behavioural and company ‘fit’ questions, in the second hour he would launch into a long list of technical questions, including real case study examples from working at his company.

This thorough approach made the hiring manager more confident in his decision to hire the individual (or not hire if the candidate wasn’t strong enough).

Here are some other quality articles on evidence based interviewing and testing.

• The Case for Evidence Based Interviewing: Part 1 and Part 2
• Assessing Soft Skills

When I’m engaged to conduct a recruitment process for a client I recommend gathering as many data points on the candidate as possible – including a type of work sample, if possible.

I’m always looking for ways to help organisations recruit better. Leveraging years of experience in corporate recruiting I can assist with finding the bottlenecks and weak points in your hiring process and improving hiring outcomes.

Find out more about my services here: https://elite-human-capital.com/consulting-services/

To talk with me about how I can help, make contact today.

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5.21 Case Study: Zendesk Recruitment: A Fictional Example

Case study: recruiting at zendesk.

Over the last few years, Zendesk , the company where Melinda works as an HR manager, has seen plenty of growth. Zendesk builds software designed to improve customer relationships. The company has a strong culture that encourages employees to grow and innovate. At the beginning, Zendesk recruited simply on the basis of the applications they received, rather than actively searching for the right person for the job. The first thing Melinda did when arriving at the company was to develop a job analysis questionnaire, which she had all employees fill out.

The goal was to complete a job analysis for each position that existed at the company. This happened to be at the point where the organization started seeing rapid growth, as a result of increased demand from their client base of small and medium businesses. Luckily, since Melinda followed the industry closely and worked closely with management, part of her strategic outline planned for the hiring of several new positions. Keeping in mind the employment laws and the company’s position on a diverse workforce, Melinda set out to write new job descriptions from the job analysis she had performed. She also used a significant part of her budget to produce a slick recruiting video that emphasized the strong culture of Zendesk.

Video: “ This is Zendesk ” By Zendesk [1:40]

She aggressively pushed this video through Twitter and Instagram. After a three-week period, Melinda had 345 applications for the different positions, a 146% increase from last year. Pleased with the way recruiting had gone, she started reviewing the resumes to continue with the selection process.

• Do you think Melinda’s approach was the best one? Why?  Why not?
• What other social media advertising could the company have included?

“ Chapter 4: Recruitment- Recruiting or the search for talent at Zendesk ” from   Human Resources Management – 2nd Ontario Edition  by Elizabeth Cameron is licensed under a  Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

Human Resources Management - 3rd Edition Copyright © 2023 by Debra Patterson is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

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A MAb (B16G) which recognizes a constant epitope on TsC and their soluble factors in DBA/2 mice has been described previously. In this study, we show that when this MAb is covalently linked to the photoactivable molecule Hp, and injected i.v. into P815 tumor-bearing mice which were subsequently exposed to light, tumors undergo permanent regression in 10%–40% of these mice (depending on the individual experiment). All control animals died within an average of 22–24 days after tumor cell injection. It is suggested that tumor regression is attributable to immune mechanisms facilitated by the elimination of a population of TsC. When splenocytes of B16G-Hptreated mice were assayed in vitro for the generation of CTL active against P815 tumor cells, it was found that 24 h after treatment, a significant increase in killer cell activity was noted but that this effect was gone by 48h. We also show that B16G-Hp conjugates are capable in vitro of specifically killing cells of a TsC hybridoma, A10 (which has been shown previously to secrete a T suppressor factor reactive with P815 cell surface antigens). This conjugate had no cytotoxic effect on P815 cells under conditions in which A10 cells were killed.

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A case study assessment can form part of an interview process and simulates a practical problem that the participants have to analyse and solve, either alone or together with other applicants, under time pressure. The case study aims to test the analytical and organisational skills of the applicants as well as their solution orientation, stress resistance, and ability to concentrate. If case studies are worked on in groups, the teamwork skills of the individual participants are also put to the test.

Table of contents

Case study types What is the purpose of a case study assessment in a job interview? What skills are assessed via a case study? Preparing for the case study assessment How is a case study solved? How much time do applicants have to work on their case studies? What formats can case studies take?

Case study types

Business cases: This is the classic case study in which practical problems are analysed and tested in small groups or individual exercises.

Market size estimations: In these questions, candidates are asked to determine the size of a sales market. The aim is to test logical thinking and general knowledge.

Brainteasers: Puzzles or riddles that test the candidate’s problem-solving ability, logical thinking, creativity, and comprehension skills.

What is the purpose of a case study assessment in a job interview?

Case studies are used for several reasons. Recruiters use them to test applicants on a range of soft skills that are not apparent from the candidate's CV or cover letter. HR managers want to use case studies to find out how applicants react to stressful situations in practice, how they deal with challenges, and how they approach tasks.

What skills are assessed via a case study?

Stress resistance: If an applicant receives a case study and shuts themselves off from the challenge, disqualifies themselves with statements like "I can't do that" or reacts extremely nervously, this is usually an indication for many HR managers that the candidate is not the right choice for the open vacancy. If, on the other hand, the candidate is very communicative in the interview, faces an unexpected problem, and shows the will to find a solution even under time pressure, this indicates that the candidate is also capable of coping with unexpected challenges under time and performance pressures.

Creativity: In everyday working life, challenging problems often arise, usually unexpectedly, for which a solution must be found quickly. Creativity is needed in such situations. Whether an applicant chooses an ordinary and safe solution to a case study or is prepared to take a risk and think outside of the box, shows the interviewer how creative a candidate could be in the workplace.

Logical thinking: Whether an applicant can think logically depends on whether they can recognise structures and rules. Logical thinking is particularly important in a professional setting. Keeping track of a large number of tasks, working through them according to priorities and structure, and being able to analyse and assess certain situations are key competencies that have a strong influence on success. Logical thinking and the ability to find solutions not only give recruiters an insight into a candidate's cognitive abilities but also provide information about the applicant's development potential.

Ability to concentrate: Working productively in the shortest possible time is becoming an increasing challenge in everyday working life. Access to countless quantities of information makes it difficult to concentrate on the essential things. This means it is all the more important not to be distracted and to have an eye for the crucial information. This ability is tested in the case study assessment, in which candidates must find a solution to the case study from countless pieces of information under time pressure.

Ability to quickly familiarise oneself with complex topics: Time is a scarce resource in everyday work. This makes the ability to quickly familiarise oneself with new topics very important. This ability is essential when working with different clients. Candidates who have to solve a case study as part of the job interview are also confronted with an unknown and complex topic. The short preparation time is intended to give candidates an insight into the everyday working life of the advertised position and HR managers can use the results to assess the candidate's receptiveness.

Entrepreneurial thinking: People who think and act in an entrepreneurial way can identify very well with the goals of their own company and act efficiently and effectively, i.e. they set the right priorities and think about how processes and procedures can be optimised, always with the aim of increasing the success of the company. Based on how candidates deal with a case study and try to find appropriate solutions, HR managers can assess their entrepreneurial thinking.

Preparing for the case study assessment

• As with exams in general, the ability to concentrate during an assessment often depends on how well-rested a candidate is. The night before, you should go to bed on time and have pre-planned the route to the potential employer (if the case study assessment is happening in person). This way you will not be unnecessarily stressed and pressed for time on the morning of the interview.
• Case studies are always industry related. Therefore, you should inform yourself well in advance about the sectors and companies, as well as looking at company key figures. These could provide you with important clues while solving a case study. Current developments or challenges can also be important for understanding case studies.
• Find out in advance about the process and the different types of case studies and work through some sample case studies yourself. This will make you more confident in finding solutions.
• Practice mental and written arithmetic in advance. Under time pressure, smaller arithmetic problems can cause nervousness, especially if the solution is crucial to progress further with the case study. It is therefore all the more important to be able to perform small calculations in your head within a short time period, especially if you are not allowed to use a calculator.
• Familiarise yourself with common business models. These include, for example, the profit equation, the BCG matrix, or Porter's Five Forces. You will have to apply these when unsure during the assessment.
• At the end of a case study, you will be asked to present your results. Therefore, practice your presentation and moderation skills in advance.

How is a case study solved?

Careful reading of the case study: The first step towards the solution is careful reading of the case study. To do this, it is a good idea to filter all the important information from the less important information and to write down the relevant facts and figures on a separate sheet of paper in bullet point form. You should then summarise the case study in your own words to help you better understand the problem to be solved. This way you have all the relevant information in view and won’t run the risk of leaving out anything important when solving the case study.

Structure the problem: If the case study is very detailed, it is a good idea to break the problem down into individual sub-problems. It will be easier to solve each of the individual sub-problems than to attempt to solve the entire problem in one go. When solving the sub-problems, it is important to keep an eye on the whole case study and not get lost in the details.

Solution of the case study: To solve the case study, it makes sense to include so-called frameworks. These are business models that help, for example, with the strategic analysis of entrepreneurial planning (Porter's Five Forces analysis) or the determination of profits (profit equation). If there are several solutions, advantages and disadvantages should be weighed up and then a decision made. In the interview, however, all solutions should be presented, including the solution chosen. This is how you convey creativity and the ability to assess problems from different perspectives. In addition, applicants should always refer to the company and the industry relevant to the industry they are being interviewed for when solving the case study. Presentation of the solution: When presenting the solution to the case study, applicants should explain the solution and process clearly and understandably. It helps if applicants use a flipchart or a blackboard (if available) and sketch the solution. A self-confident appearance is also an advantage - especially if the interviewer tries to unsettle the candidate by asking difficult questions. A firm yet friendly and communicative interaction with the interviewer is the right way to leave a positive impression.

How much time do applicants have to work on their case studies?

What formats can case studies take, related articles.

Application

Curriculum Vitae

Letter of recommendation

Project management

Soft Skills

Evaluation of online job portals for HR recruitment selection using AHP in two wheeler automotive industry: a case study

• ORIGINAL ARTICLE
• Published: 12 May 2024

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• S. M. Vadivel   ORCID: orcid.org/0000-0002-5287-3693 1 &
• Rohan Sunny   ORCID: orcid.org/0009-0002-2347-3081 2  

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Automotive companies are booming worldwide in the economy. In order to sustain in the highly competitive world, every organization tries to create itself a trademark in the market. In our research, we looked at how two wheelers automotive company's selection enhances an organizational performance, which ensures the company's future growth. In today's fast-paced, globally integrated world, human resources are one of the most important production variables. It is critical to preserve and improve economic competitiveness by properly selecting and developing these resources. The main aim of this study is to identify the best online job portal website for recruitment at Two Wheeler Company and to suggest an HR strategy which resonates company’s values and culture. In this study, we have selected 6 criteria and 6 online popular job portals for recruitment with a sample of 15 candidates have been selected. Findings reveal that, AHP method has significant results on the selection of best employer, which helps HR Manager to finalize the decision making process/strategies. Towards the managerial implications section, the researcher aims to design an functional and effective HR strategy that can grasp, engage and retain the top talent in the organization.

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Abbreviations

Analytic hierarchy process

Artificial intelligence

Analysis of variance

Chief Human Resources Officer

Consistency index

Curriculum vitae

Consistency ratio

Decision making

Faculty Development Programme

Hierarchical linear modelling

Human resources

Research and Development

Randomized index

Structural equation modelling

Search engine optimization

Triple bottom line

Technique for order preference by similarity

Maximum Eigen value

The normalized value of ith criterion for the jth alternative

The normalized value of jth criterion for the ith alternative

The number of alternatives for a certain MCDM problem

The number of criteria for a certain MCDM problem

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Acknowledgements

The authors would like to express their gratitude to two wheeler Automotive Industries in Chennai, Tamil Nadu, India, for their invaluable assistance and cooperation. We greatly acknowledge Ms. Ruchi Mishra, Research scholar from NIT Karnataka, for editing this manuscript in better form.

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Vadivel, S.M., Sunny, R. Evaluation of online job portals for HR recruitment selection using AHP in two wheeler automotive industry: a case study. Int J Syst Assur Eng Manag (2024). https://doi.org/10.1007/s13198-024-02358-z

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Received : 04 December 2023

Revised : 07 April 2024

Accepted : 25 April 2024

Published : 12 May 2024

DOI : https://doi.org/10.1007/s13198-024-02358-z

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