University Case Study: Analyzing IKEA's Employee Selection

This case study examines IKEA's recruitment and selection processes, focusing on the assessment of candidate qualities and selection methods. It explores the use of personality tests like the Hogan Personality Inventory and Myers-Briggs Type Indicator to evaluate traits such as togetherness, humbleness, willpower, and simplicity. The case study analyzes the importance of emotional intelligence and the challenges of relying solely on current organizational culture for long-term success. It recommends a balanced approach that considers both aptitude and personality to foster innovation and strategic decision-making. The analysis includes a discussion of recruitment strategies, the impact of organizational culture on candidate selection, and the need for IKEA to adapt its approach to attract diverse talents and ensure future sustainability. The study references several academic sources to support its findings and recommendations.

Running head: CASE STUDY: WHY WORK AT IKEA
Topic: Case Study: Why work at Ikea
Name of the Student:
Name of the University:
Author’s Note:

1CASE STUDY: WHY WORK AT IKEA
Table of Contents
Answer 1: Assessing Qualities........................................................................................................2
Answer 2: Selection Methods..........................................................................................................3
Answer 3: Recruitment and Selection.............................................................................................3
References........................................................................................................................................5

2CASE STUDY: WHY WORK AT IKEA
Answer 1: Assessing Qualities
Interview at the time of selection process is conducted through some series of questions
that ensure to collect certain information from candidates. These information is mainly collected
from some psychometric tests apart from general aptitude test. According to Dmitrieva et al.
(2014), considering the qualities such as togetherness, humbleness, willpower and simplicity
conducting certain personality tests is the most effective. On the other hand, Khalid and Tariq
(2015) pointed out that Emotional Intelligence tests help in understanding the personal
relationship abilities and leadership capabilities of candidates. Therefore, the quality of
togetherness can be best assessed through Hogan Personality Inventory Overview (HPIO) test,
which collects information related to social confidence, competitive and energetic aspects.
Humbleness can be assessed through Myers Briggs Type Indicator (MBTI), which collects
information of candidates considering attitude. Willpower and simplicity can be assessed through
Watson Glaser Critical Thinking Test, which analyzes candidate’s assuming ability, evaluating
arguments through simplicity and drawing conclusions.
Schmitt (2014) pointed out that candidates mostly pretend and throws answers which
might be favorable for the employer and therefore biased reply is given. In such a situation it
becomes difficult for the employer to filter out the most suitable candidate. Moreover, there is
possibility of misinterpretation of the candidate’s real characteristics due to which most suitable
candidate might not be recruited. Furthermore, Cubel et al. (2016) pointed out that candidates
might feel to be invasive due to the type of questionnaires thrown to them. As a result, fake
answers might be given and the observers or employers might fail to understand the candidates’
capabilities. Therefore, the assessments might not always prove to be accurate while judging
candidates.

3CASE STUDY: WHY WORK AT IKEA
Answer 2: Selection Methods
IKEA being one of the most successful organizations will definitely get large pool of
candidates with huge experiences. However, the real challenge would be to organize candidates
for business development. Therefore, along with reasoning and aptitude tests considerable focus
must be given on candidate’s psychology learning right at the time of interview. The selection
method must include Personality tests and Emotional Intelligence tests. These tests include
Personality profiling for understanding candidate characteristics; Presentations for identifying
ability of deliver with short time-frame; Group exercises through role-play activity for
identifying candidate’s humbleness and simplicity (Schmitt, 2014). Emotional Intelligence
selection tool comprise of direct questions where candidates mostly need to provide example of
how well the situation can be handled. These personality tools will help IKEA at the time of
selecting candidates who can surely develop their skills in future through positive mentality.
Answer 3: Recruitment and Selection
According to Ogunfowora (2014), organizations must value their culture as it helps in
constructing the roles, responsibilities, behavior, motivation and satisfaction among candidates.
IKEA has become successful through the culture that it has been following. Therefore, recruiting
candidates by prioritizing organizational culture might not be considered as vacillating but quite
decisive for future commitments. However, Mottus et al. (2017) argued that organizations that
try to render current organizational culture for long-term future with the motive of successful
expansion might fail to justify in competition as innovation and strategic decision will get
hampered. Associates will definitely fail to think out of the box, which might result in poor
strategic position. Therefore, it can be said that IKEA must start selecting candidates who are
better in aptitude and reasoning tests than in psychometric and emotional intelligence tests.

4CASE STUDY: WHY WORK AT IKEA
Revolution and innovation at this competitive environment can be only justified if strong
commitment along with logical thinking abilities among candidates are present. Such candidates
will be able to deliver different viewpoints and logics which might help in constructing future
workplace culture and change management for talent acquisition (Cubel et al., 2016). IKEA
needs to source such talent who will respect present organizational culture and at the same time
organize workforce for future. Until now togetherness, humbleness, willpower and simplicity
were the primary focus but IKEA must start to focus on selection procedure that will consider
candidates based on self-actualization who will think differently with strong confidence and
willpower with or without peer belongings.
IKEA, if continues to proceed through aligning selection with the organizational culture,
then it might face sustainability challenges. Since organization culture constructs innovation,
IKEA might fail to justify its position in future. There might be poor innovation and strategic
decisions due to lack of varying talents who would otherwise provide great ideas. Moreover,
certain possible negative outcomes such as lack of workforce diversity, lack of contingency
decisions and poor global expansion might come up in future.

5CASE STUDY: WHY WORK AT IKEA
References
Cubel, M., Nuevo‐Chiquero, A., Sanchez‐Pages, S., & Vidal‐Fernandez, M. (2016). Do
personality traits affect productivity? Evidence from the laboratory. The Economic
Journal, 126(592), 654-681.
Dmitrieva, N. V., Zaitseva, N. A., Kulyamina, O. S., Larionova, A. A., & Surova, S. A. (2014).
Scientific and theoretical aspects of the staff recruitment organization within the concept
of" Talent Management". Asian Social Science, 11(3), 358.
Khalid, S., & Tariq, S. (2015). Impact of Employer brand on selection and recruitment
process. Pakistan Economic and Social Review, 53(2), 351.
Mottus, R., Kandler, C., Bleidorn, W., Riemann, R., & McCrae, R. R. (2017). Personality traits
below facets: The consensual validity, longitudinal stability, heritability, and utility of
personality nuances. Journal of Personality and Social Psychology, 112(3), 474.
Ogunfowora, B. (2014). The impact of ethical leadership within the recruitment context: The
roles of organizational reputation, applicant personality, and value congruence. The
Leadership Quarterly, 25(3), 528-543.
Schmitt, N. (2014). Personality and cognitive ability as predictors of effective performance at
work. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 45-65.