Dyson Limited: A Case Study on HR and Recruitment Practices

This case study examines the human resources and recruitment practices of Dyson, a UK-based household appliance company. The report begins with an introduction to HR and recruitment, defining key terms and discussing various recruitment models such as the conventional, fully outsourced, and light internal recruitment approaches. The main body of the report provides background information on Dyson, highlighting its focus on technological innovation and its global presence. The case study delves into Dyson's specific recruitment strategies, including campus selection from prestigious universities and the use of innovative approaches like online challenges (Rethinkers) to attract tech-savvy candidates. The analysis explores how Dyson ensures it recruits the right people, emphasizing the importance of skills and qualifications. The conclusion summarizes the key findings, emphasizing the significance of effective recruitment in enhancing the talent pool. The report includes references to relevant books and journals.

HR area of recruitment

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
CONCLUSION...............................................................................................................................6
REFRENCES...................................................................................................................................7
Books and journals......................................................................................................................7

INTRODUCTION
Human resources is one of the most significant departments in an organisation as this
department is involved in implementing policies which help the company select talented
individuals to fill various vacancies and construct working atmosphere which enables the
workforce to reach their maximum potential and help the company achieve various goals and
objectives effectively. This report is based on the UK based household appliance company
Dyson. This report incudes discussion HR and recruitment process along with various
recruitment models and theories. In addition to this, models and techniques used by Dyson for
selecting suitable candidates in their organisation is provided.
MAIN BODY
The term human resources includes the total workforce employees by the company in
order to effectively conduct various operations and provide goods and services to their
consumers in a timely manner, as well as the division which has the responsibility of effective
management of all the topics associated with workforce of the organisation. The HR are
considered to be one of the most valuable asset for the organisation as the company needs
talented individuals for smooth completion of various operations (Cohen, 2017) . Recruitment is
defined as the procedure of finding, persuading, evaluating and hiring talented employees as a
part of the organisation. The entire process of finding and filling staffing requirements with
suitable candidates comes under recruitment.
Conventional or old school recruitment model is one of the most widely used
recruitment model. This model follows a long procedure which involves finding vacant position,
publication of hiring advertisements on appropriate channels to attract qualified candidates,
evaluation of each employee through suitable technique such as interview or tests and giving
qualified candidates job offer and waiting for their response. After this the on boarding of
selected candidates is completed by the firm (Brewster and Hegewisch, 2017) . This recruitment
model is slow and involves high investment from the firm in both financially and labour from
the employees in the HRM division of the company.

Fully Outsourced recruitment model involves transfer of complete recruitment
procedure to an outside service provider with expertise in finding and retaining qualified
individuals for the company. As the party involved in outsourced recruitment has experience and
competency in the field of recruitment, the possibility of mismanagement and mistakes during
the recruitment process is greatly reduced (Dickmann, Brewster and Sparrow 2016) . This
model has various advantages such as low monetary and labour costs for the company along
with simplification of entire recruitment process which not only enhances employee satisfaction
but also gives the HR division time to conduct other functions for benefit of the organisation.
Light internal recruitment approach involves using the HR present in the organisation
as well as usage of a recruitment vendor for filling a vacant position in the organisation. The
success of this model is based on maintaining equilibrium between both selection process and
management of the instructions given to the vendor with changes in the workforce of the
organisation (Lewis and Thomas, 2020) . This process is able to reduce labour costs from the
company but still requires financial investment to gain best candidates for the firm.

Dyson Limited is a UK based corporation which provided high quality household electrical
appliances. The company has wide range of technological products which include hand dryers,
vacuum cleaners, air purifiers, heaters and many other such daily use electronic gadgets. The
company was founded by James Dyson in 1991 and currently has more than 12,000 employees
situated in 65 countries across thee globe (Opute, 2020) . The company has been able to achieve
massive success in such short period of time because of their skilled and diligent workforce.
As the organisation provides technological appliances to their consumers, effective
recruitment in the R&D department is highly important for he company. The company selects
talented employees for their research centre in Malmesbury from Dyson school of design and
engineering at imperial collage, London. In campus selection of talented students fro prestigious
university allows the company to gain the most competent and skilled engineers in their
organisation. The students are given salary and provided opportunity to work alongside qualified
and experience staff at the centre. The organisation ha invested in building expertise in current
employees and encouraging skilled employees to take new responsibilities and enhance their
overall role in the organisation (Mann, 2018) . Along with this the company is aiming to
develop Dyson institute of engineering and technology(DIET) in order to connect talented
students with the organisation from university level and help them learn as they complete their
education and help the company enhance their technological staff.
In order to attract talented individuals for the roles of software developers, engineers
designers and other technology related positions Dyson used an innovative and unique approach
for engaging with talented candidates. Instead of joining enlisting fairs and posting
advertisements, the company constructed a test for finding and engaging with candidates with
brilliant technical abilities such as coding hacking. The test Rethinkers allows individuals to
participate in online puzzles and challenges by building an online community of professional
tech related candidates. The organisation promoted this initiative through various online forums
such as Reddit, Hacker news, Hack forums and many other online portals to connect the
company with qualified candidates and accomplish overall marketing objectives. This program
was built to provide full transparency to the candidates and resulted in giving the organisation
chance to interact with technically competent individuals and increase their brand visibility in
global communities related to technology (Shailashree and Shenoy, 2016) . The organisation has

aimed to select their employees by looking at their qualifications as well as their skills related to
technological gadgets and individuals with tech savvy nature for their expansion in Singapore.
CONCLUSION
From the above report it is concluded that the recruitment procedure is one of the most
crucial activities conducted at an organisation which aim to enhance level of talent present in the
workforce of the company. Various recruitment model allow the company to hire employees
according to their financial and labour capabilities. Identification and selection of talented
employees in areas which involve competency in technological field is conducted through
various unique ideas such as online challenges and interacting with undergraduate competent
individuals from collage level.

REFRENCES
Books and journals
Brewster and Hegewisch, 2017. Policy and practice in european human resource management:
The Price Waterhouse Cranfield survey. Taylor & Francis.
Cohen, 2017. CSR for HR: A necessary partnership for advancing responsible business
practices. Routledge.
Dickmann, Brewster and Sparrow 2016. International human resource management:
Contemporary HR issues in Europe. Routledge.
Lewis and Thomas, 2020. Hiring the Best Job Applicants?: The Effects of Social Media as an
Innovative E-Entrepreneurship Recruitment Method. Journal of Media Management
and Entrepreneurship (JMME), 2(2). pp.19-37.
Mann, 2018. Legionary recruitment and veteran settlement during the Principate. Routledge.
Opute, 2020. Recruitment and Selection. In HRM in Africa (pp. 17-30). Palgrave Macmillan,
Cham.
Shailashree and Shenoy, 2016. Study to identify the relationship between recruitment, selection
towards employee engagement. Study to Identify the Relationship Between Recruitment,
Selection towards Employee Engagement. International Journal of Scientific Research
and Modern Education (IJSRME), ISSN (Online). pp.2455-5630.
Online
Recruiting methods FAQ: A guide to terms and strategies, 2019 [Online] Available through <
https://resources.workable.com/tutorial/faq-recruiting-methods#>