Posted: February 20th, 2022
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Please carefully read the brief case study presented below.
Draw from the theoretical and empirical literature on how the organization should proceed with its forthcoming assessment and selection processes.
Franklin Global Investments is a large international global investment management company. Once a year, the organization aims to
hire 20 graduates to work in their largest London-based office. Typically, the organization attracts 1,000 – 2,000 applicants for these positions and the organization is confident that its recruitment campaigns are successful at generating a diverse applicant pool.
However, for the past few years, the organizations HR personnel and departmental line managers have expressed dissatisfaction
with the quality of their new graduate recruits, post-hire. Their performance is sub-optimal, and a number of new hires have terminated their roles a few months into the post.
The HR personnel acknowledges that greater efforts need to be devoted to their selection and assessment activities to ensure they select the best-fitting candidates. To date, Franklin Global Investments have relied upon screening application forms and conducting unstructured interviews with approximately 100 of their best applicants before making their final hiring decisions.
The organization has called upon the assistance of yourself, a selection and assessment specialist, to advise them on how to address their selection and assessment faults as they prepare for the next round of graduate selection. It is important that they adhere to the necessary laws and Acts, and do not engage in any activity that is discriminatory.
Structure:
– introduction approx. 300-400 words
– split the main body into themes, claims to be backed up by evidence (ie reference documents that are attached) – approx. 1,300-1,500 words
– conclusion: 200-300 words
– MAX overall: 2,000 words including in-text citations
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