Recruitment of Graduates at Oz International: HR Perspective

This presentation discusses the current situation, potential issues, and recommendations for the recruitment of graduates at Oz International from a HR perspective. It addresses business, ethical, and legal issues and provides suggestions for improvement.

Recruitment of
graduates at Oz
International
(PRESENTATION FROM A HR PERSPECTIVE)

Current Situation
 Oz International is hiring graduates those
are not capable to fit in the work
environment of the organization.
 Managing Director of Oz International
Kerry Varagas is looking for the opinions
regarding the recruitment to the head of
different departments in the organization.
 Head of different departments have
different opinions regarding the parameter
for selecting the right graduate candidate
which brings the confusion.

Identification of the Potential
issues from HR perspective
Business issues:
 The new graduate employees may
find it difficult to work in a new
environment.
 Oz is hiring graduates from all the
streams. However, there is a limitation
of the field on which this organization
works.
 In this situation many graduate
employees are not getting the field of
work (Legler, 2018). For them, this
makes the working situation worse.

Cont..
Ethical issues
 Tendency of reducing the work pressure is a
common tendency for the employees.
 Some of the new graduate employees are
adopting shortcut ways for reducing the work
load (Maggio & Emmerich, 2017). However,
these practices are regarded as unethical for
Oz International.
 The managers are thinking that as these
employees are adopting unethical behavior
they are not suitable for this organization.
However, root cause analysis of the problem
is not carried out by the organization.

Cont..
 The new employees are not reading the terms and
conditions, rules and regulations of the company.
 Some of them are discussion the internal functioning
of the organization to the other people, which is not
ethical.
 There is a lack of maintain the rules has been
identified among the new graduates.

Cont..
Legal issues
 Oz International is facing some legal issues due to
the irrelevant nature of the new graduate
employees.
 The nature of the works of new graduates are
improper in some ways (Silva, Silva & Martins,
2018).
 However, most of them are not doing this
intentionally.
 For most of the new employees , this is their first
job, so they are taking time to fit in the corporate
environment.

Recommendations
Recommendations can be made on
various factors for the overall
improvement of the situation.
From business perspective:
 The organization needs to
understand the situation for the new
graduate employees (Laine, Stenvall
& Tuominen, 2017).
 One-to-one interaction between the
management and the employees can
be helpful in this case.

Cont..
 Individual employees may have individual
problems.
 However, it can be assumed that for most of
the new employees the problem is making
themselves suitable for the corporate world
(Sekhar, Patwardhan & Vyas, 2016).
 The organization can arrange pep talk in
order to influence the new employees.

Cont..
Regarding the parameters during the recruitment:
 The past academic records of the employees are
needed to be evaluated in a proper way (Jekiel,
2016). The understanding of their knowledge
domain is important.
 Based on their knowledge domain, the HR of the
organization can assign the respective employee
to a certain department that is related or close
to his or her domain (Maamari & Alameh, 2016).
 The organization should NOT develop unrealistic
eligibility criteria from the fresh graduates

Cont..
 However, too much emphasis on the past academic record
should not be given (Landers & Schmidt, 2016). The intelligence
of the employees along with their personal view about their
career, life are needed to be evaluated.
 Most importantly, their knowledge about Oz international and the
way they think about this organization are needed to be
analyzed.
 This will help the organization to understand the career aspects
of the respective employees, their probable commitment towards
Oz International and their ability to fit in the work culture of this
organization.

References
 Jekiel, C. M. (2016). Lean human resources: redesigning HR processes for a culture of continuous
improvement. Productivity Press.
 Laine, P., Stenvall, J., & Tuominen, H. (2017). A Strategic role for HR: is it a competence
issue?. Nordic Journal of Business, 66(1), 29-48.
 Landers, R. N., & Schmidt, G. B. (2016). Social media in employee selection and recruitment: An
overview. In Social Media in Employee Selection and Recruitment (pp. 3-11). Springer, Cham.
 Legler, S. L. (2018). The Use of Social Media for Recruitment and Selection: Exploring HR
Professionals' Perceptions of Utility, Ethicality, and Risk. Wilmington University (Delaware).
 Maamari, B. E., & Alameh, K. (2016). Talent management moderating the relationship between
recruitment for the highly skilled and HR policies. Contemporary Management Research, 12(1).
 Maggio, R., & Emmerich, N. (2017). The Ethics of Excluding Potentially Off-Putting Details From the
Recruitment Materials for Perspective Research Participants. SAGE Publications Ltd.
 Sekhar, C., Patwardhan, M., & Vyas, V. (2016). A study of HR flexibility and firm performance: a
perspective from IT industry. Global Journal of Flexible Systems Management, 17(1), 57-75.
 Silva, S., Silva, C., & Martins, D. (2018, September). Knowledge Management in the Human
Resources Recruitment and Selection Process. In European Conference on Knowledge Management
(pp. 773-XXVI). Academic Conferences International Limited.

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