Recruitment and Selection at Mars One: A Case Study

This case study examines the recruitment and selection approach of Mars One, a not-for-profit institute aiming to send astronauts to Mars. It discusses the suitability of their 'hire the traits and train the skills' strategy, the strengths of their selection process, and provides recommendations to improve recruitment and selection outcomes.

CASE STUDY PART 2:
(POSITION VACANT-
Martian)

Table of Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Question 1- Mars One staffing strategy is to ‘hire the traits and train the skills’ for their mission.
Discuss the suitability of the recruitment approach taken by Mars One..................................................3
Question 2- Discuss the strengths of the selection process described in the case study in the context of
its mission................................................................................................................................................5
Question 3- Make two recommendations to improve recruitment outcomes and 2 recommendations to
improve the selection outcomes at Mars One..........................................................................................6
CONCLUSION...........................................................................................................................................7
REFERENCES............................................................................................................................................8

INTRODUCTION
Human resource refers to a business practice that includes several concepts like
screening, hiring, recruiting, training job applicants, managing employee-benefit program etc.
This report reflects the kind of job opportunity that a Mars one foundation is to be offered to the
applicant who is interested in astronaut’s field (Wood, and et. al., 2018). In this individual person
who say goodbye to their family and home for travel to six months for work without thinking of
home those types of employees are needed by Mars one foundation. Mars one is a type of not
for profit institute that raise funds via crowd-funding. In this Mars One recruited candidate for
the role of astronauts and ultimately Martian. This study represents the answer of several
questions that discuss the suitability of recruitment approach that is adopted by Mars One.
Further it elucidates strength of selection process that are linked with the Mars One mission. At
last it represents two recommendations for developing recruitment outcomes and improving
selection outcomes at Mars one so that deserving candidate is to be selected for completing
mission.
MAIN BODY
Question 1- Mars One staffing strategy is to ‘hire the traits and train the skills’ for their
mission. Discuss the suitability of the recruitment approach taken by Mars One
Mars One mission is reflects sceptics within popular press that includes those candidate who
suggest the project is a hoax. In this MIT and NASA engineers and scientist are focus on treating
projects very seriously and examine technical feasibility on Mars One mission. Due to this they
highly focus on recruiting the candidates for astronaut’s jobs so that the mission of Mars One
foundation is to be attained successfully (Stewart and Brown, 2019). In context of Mars One the
staffing strategy is based on hiring the traits and trains the skills for completing the mission. In
this they focus on recruiting everyday people in all over the world for the role of astronaut and
ultimately Martian. Recruitment is a crucial process of finding and attracting the talented
resources for filling the vacant position. It represents procedure for sourcing the candidates with
the ability and attitude that is needed to attain objectives of business enterprise. It is an activity of
identifying job vacancy, examine job requirements, reviewing applicants, screening, selecting
suitable applicant for vacant job position. In terms of Mars One foundation, officer mainly focus

on recruiting process that is done on worldwide basis where number of applicants are show their
interested towards the jobs by leaving their home for minimum six months and serve training
period to generate skills for attaining targets under Mars One mission. There are several types of
suitability of recruitment approaches that are adopted by Mars One are presented below:
 Job analysis- It is a suitability of recruitment approaches that was adopted by Mars One
in recruiting the candidate for a specific job profile. It is a process of identifying,
analyzing and examines the duties and responsibilities, work environment for a particular
job position. It mainly helps in determining the demand of job and what an employee
must possess in performing job productivity. In terms of Mars One, officer mainly
focuses on analyzing the job by understanding task that are essential to perform a
particular job role as a astronaut ultimately in Martian. For this they record and collect
the whole information about job so that accuracy would be maintained (Armstrong and
Taylor, 2020). It is highly suitable for Mars One because they of their unique staffing
strategy i.e. “hiring traits and train the skills.” In this it is very essential to analyze vacant
job position roles and responsibility so that accuracy in checking job information is to be
done effectively. This helps Mars One officer to develop a clear idea what candidates are
perform to meet the requirements of particular job responsibilities. In this officer of Mars
One placing a training session to candidate in which applicants got the training of
technical, medical, study, exobiology etc. to train candidate for isolation of life on Mars
that helps in living on Mars outpost.
 Job Specification- It is another suitability of recruitment approach within the Mars One
mission. This approach is very effective to complete the Mars One mission. It represents
the specification of candidate whom the human resource of particular foundation is going
to be hired. In this Mars One hire those candidate who are willingly said goodbye to their
family and home for travel to work and never plan to come back home. This kind of job
opportunity Mars One project offer to compete the mission based on Martian. In this
officer of Mars One focus on collecting the information of applicants regarding their
qualification, work handling responsibilities, planning of career, emotional
characteristics.

Question 2- Discuss the strengths of the selection process described in the case study in
the context of its mission
As per the presented case study Mars One officer focus on and selection process in a four
stage manner that helps in completing the mission of Martian on time frame and in impactful
manner. In this selection stages they provide a registration form to applicant via online where
Mars One Officer creates a blockage to examine applicant was genuine or not. Further taking
medical exam that is highly important to prepare candidate for mars mission (Chelladurai and
Kerwin, 2018). And after that create a team and offer a full time employment to applicant. In
simple terms Mars one officer use online screening of applicant for selection. As it represents
proper selection process that represent several importance to Mars One foundation that are
presented below:
 Cost-effective for Mars One foundation- It is core importance of selection. It is
reflection when an organisation can follow proper selection process in a systematic
manner (Dzwigol, 2020). In terms of Mars One foundation they choose online selection
of people so that selection would be done by examine number of applicants in all over the
globe. Choosing online method for selection is represents as a cost effective and also
helps officer of Mars One to eliminate wastage of time and effort.
 Avoid any biasness- It is another importance of selection within the Mars One selection
process. As they adopts an online selection process to hire a candidate. It drives to
recognize best and subsequent appointees for Astronauts that does not create biasness in
selection. It is very essential for any company to recruit right candidate for the right job
position so that targets are attained on time. The online selection of candidate also
removes biasness in the employees and candidate who are involved with this business
area.
 Provide guideline to evaluate candidates- It is another importance of selection that is
reflected under the case study of Mars One vacant position for Martian (Gabriel and
et.al., 2018). It is so because they used online selection where they smartly identify
correct candidate and provide several hurdles to applicant to examine that applicant is
genuine or not. It represents that officer of Mars One focus on presenting proper
guideline to candidate via online website for further strict verification and reference
checking of people who are selected for particular job role of astronauts.

 Helps in selecting best candidate for particular job profile- It is another importance of
selection in vacant position: Martian case study because they adopts the use of online
selection of candidate that was done in all over the globe (Eva and et. al., 2020). This
approach of selection is very useful to compare various candidates in terms of the
capabilities, skills, knowledge, and experience and work attitude. It is very essential to
have an impactful selection so that mission of the Mars One is to be completed on time
and in effective manner.
Question 3- Make two recommendations to improve recruitment outcomes and 2
recommendations to improve the selection outcomes at Mars One
After analyzing the above report, it is essential to recommend several ways to improve
recruitment and selection outcomes at Mars One so that they get positive results within time. As
in this mission time play a crucial role and attracting correct candidates is very beneficial. It
represents several recommendations for developing recruitment and selection outcomes at Mars
One that are presented below:
Recommendation for improving recruitment outcome
 Utilize an ATS- It is first recommendation that is presented to Mars One in improving
recruitment outcomes. It is effective because it helps Mars One officer to track applicants
in overall recruitment process (Howell, 2019). In this ATS helps the particular foundation
in determining the successful and worthy additional sources that they can pull back on.
For completing the particular mission of Mars One it is essential to track, determine the
applicant so that successful results are attained on time.
 Priorities candidate communication- It is very essential tool that is recognized for
improving the outcomes under recruitment within Mars One. It is highly recommended
because communication is very necessary to complete any task requirements. In context
of Mars One, there is issue in technical feasibility (Zacher and Froidevaux, 2021). To
resolve this issue NASA and MIT engineers suggested that communication between
trainee and trainer should be done in effective manner so that selected applicant got the
right training to sustain on Mars that also helps in fully extended the living on Mars
outpost.
Recommendation for improving selection outcomes

 Improve technical resources- It is another recommendation for improving the selection
outcomes within Mars One. Without clearly understand the targets by applicant, mission
of Mars One cannot fulfill. For hiring fulltime applicant for particular job role it is very
essential to improve the technical resources so that communication should be done in
better way also the medical test requirements are fulfilled effectively.
 For improving the selection outcomes it is to be recommended that they focus on hiring
military experience people because it develops the results ten times better as compare to
presented outcomes (Zwick, 2018). In this it is very essential to individually test the
sample of candidates by proper communicating so that selection outcomes gives the
reimbursement results in the long term survival.
CONCLUSION
From the above report it is concluded that human resource is significant function to hire
skillful and talented candidate for particular job role. This report is based on vacant position for
Martian where Mars one hires an applicant who is happy with leaving from home and work for 6
months by never planning to come home. In this recruitment approaches are very useful to hire a
candidate. It also helps in understanding significance of selection process based on case study
that helps in attaining selection process properly. At last provides recommendations for
improving recruitment and selection that helps Mars One to gain profitable results in its mission.

REFERENCES
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