Case Study: HiTec Recruitment

This case study report analyzes the recruitment challenges faced by HiTec, a rapidly growing hardware and software solutions company. The report provides an overview of HiTec, highlighting its size, global presence, and employee retention success. However, it focuses on the company's difficulties in attracting new talent, particularly those with the necessary technological skills in a rapidly evolving industry. The report identifies HiTec's current recruitment methods (newspaper advertisements and headhunting) as insufficient. It then proposes a mixed recruitment strategy, combining internal and external approaches. Internal recruitment, through promotions and transfers, is suggested to leverage existing employee expertise and reduce training costs. External recruitment methods, such as campus recruitment and partnerships with recruitment agencies, are recommended to access a wider pool of candidates. The report also emphasizes the importance of on-the-job training to address the rapid pace of technological change. Finally, the report suggests exploring employee referrals and headhunting from competitors, along with a focus on creativity and innovation in candidates, as effective strategies to address HiTec's recruitment challenges.

Case Study Report: Recruitment
1

TABLE OF CONTENTS
Introduction ....................................................................................................................................3
Main body .......................................................................................................................................3
Overview of the company ...........................................................................................................3
Issues faced by HiTec in terms of recruitment............................................................................3
Advice to HiTec for carrying out recruitment.............................................................................4
Conclusion.......................................................................................................................................6
References........................................................................................................................................7
2

INTRODUCTION
In the present scenario, the process of recruitment and selection has become one of the
most complicated task for businesses. In order to stay competent and increase profits in long
run, every company is required to have skilled and competent workforce. It can be also stated
that the competition among businesses in almost every sector has become so intense that it is not
easy for them to attract new customers and retain the old ones (Datta, Guthrie and Wright, 2005).
Therefore, effective and competent personnels are required which can understand need of
customer and then offers products and services according to the same. The present report is
based on HiTec which is a company that provides solution related to hardware and software. The
report highlights advise HiTec on how it should move forward as far as recruitment is concerned.
MAIN BODY
Overview of the company
According to the given case study, HiTec was founded in the year 1980 in Californian
and it is considered as one of the fastest growing businesses in the entire world. At present the
company is operating with a workforce of more than 30000 people and its offices are located in
sixty different nations all across the globe. In terms of products and services, the brand is
offering different type of solution associated with hardware and software to its clients (Engle,
Festing and Dowling, 2008). Along with this, maintenance of software and satisfactory after sale
services are offered by HiTec. The company is offering attractive packages and various kinds of
schemes to all its employees in order to satisfy them and retain them for long run.
Issues faced by HiTec in terms of recruitment
As per the provided case scenario, it has been observed by the researcher that HiTec is
facing various kinds of issues related to selection and recruitment of employees. The data
provided clearly highlights the fact that the company is performing really well but is facing
issues in terms of recruitment of effective personnels. It can be argued that HiTec is not facing
issues in retaining its existing employee but it has become challenging task to hire new employee
for growth and expansion (Finegold and Frenkel, 2006). The rate of turnover is quite low and
this is because wide variety of offers and schemes are being provided by the company along with
satisfactory pay. It can be stated that irrespective of all these things, HiTec has failed to attract
3

and hire effective candidates for the vacant position in the organization. The main problem in
recruitment is that the rate of technological advancements and up gradation in the industry is
very high. This means that in order to stay effective and competent, it is required by employees
to stay technologically advanced. HiTec has adopted two methods of carrying out recruitment of
employees and the methods are advertisements in newspaper and headhunting (Guest, 2011).
Advice to HiTec for carrying out recruitment
It can be suggested that HiTec should use of integrated mix strategy in order to recruit
and hire individuals for vacant position in the organization. This means the brand can make use
of both internal and external sources for carrying out recruitment. Interns, trainees, transfer and
promotion are some common ways or sources through which the brand can carry out internal
recruitment. The benefit of this is that HiTec will not be required to invest large amount of
resources in order to fill the vacant position (Hafeez and Aburawi, 2013). Furthermore, it will
also lower down cost of operations as the company will not be required to invest on training and
development program. The rationale behind this is that in internal recruitment, existing
employees are being promoted or transferred and these workers are already aware of work
culture and all rules (Condrey and Ledvinka, 2010). On the other side of this, HiTec can also
make use of external sources for carrying out recruitment. This sources include headhunting,
advertisements in newspapers and campus recruitment. From the provided case scenario, it has
been observed by the researcher that the company is facing issues In recruitment of new and
fresh candidates as they do not have adequate amount of technological knowledge and skill set.
The company has hired freshers and provided them with training program so that they can learn
and become competent but the rate of technological change is so high that when the training gets
over, technological advancements are up to their next level (Afiouni, 2013).
It can be suggested that the brand should lay more emphasis on internal sources of
recruitment. This means in order to carry out expansion in new markets and areas, the existing
employees can be promoted or transferred. This strategy is beneficial because existing workers
are already well equipped with the knowledge of advancements and up-gradations of technology.
HiTec will not required to place more efforts in providing training and development sessions to
them (Boella and Goss-Turner, 2013). On the other side of this, the vacant position in exiting
locations can be filled with the help of campus recruitment and advertisements. It can be advised
4

that instead of focusing upon off the job training to new employee HiTec should offer on the job
trainings to them. This will support in learning new things and becoming competent at work.
It can be expressed that HiTec can also take help from recruitment firms for carrying out
process of recruitment to fill the vacant position. This can be considered as one of the best and
most effective way to carry out recruitment. HiTec can develop adequate job description and
personal specification which will demonstrate the key roles and responsibilities required to
perform a particular job (Condrey and Ledvinka, 2010). The company can directly contact
different recruitment agencies and can provide them with skills, experience and attributes
required in the desired candidate. One of the most important benefit of this is that the brand wont
be required to put many efforts in selection as only desired and qualified individuals will be
promoted by the recruitment firm.
At the time of carrying out the process of recruitment and selection, the company can also
make use of headhunting. In this process HiTec will be hiring employee of its existing
competitors by offering them with better and employment opportunities. During the process of
headhunting advertisements will be displayed to the vacant position (Afiouni, 2013). This will
provide HiTec with enormous opportunities to attract large pool of candidate for filling the
vacant post. It can be stated that the company can also opt for conducting examination during the
process of recruitment. Here, candidates will be required to undergo through series of exam that
with test their knowledge and capabilities related to technology (Datta, Guthrie and Wright,
2005). From the provided case scenario, it has been observed by the researcher that the company
is only facing issues related to recruitment and it is not having any kind of issues in retaining
them. It can be suggested that rather than focusing only upon terotechnological aspects, the
company should seek for employees which are creative and innovative. This approach of
recruitment has been adopted by one of the most renowned and successful brand in the world
which is Google. At the time of carrying out the process of recruitment and selection the brand
has always given preference to creativity over experience. The same approach can be used by
HiTec to carry out recruitment for its different vacant position (Afiouni, 2013). The reason why
this approach has been suggested is that it will provide the company with employees which are
high creative and innovative. Furthermore, with the help of ideas and suggestions provided by
these individuals, the company will be able to deliver unique and different services to all its
5

clients. HiTec is facing issues in hiring experienced employees but it will not have any kind of
problem in hiring candidates which are young and innovative. Furthermore, after carrying out
selection of these individual's the company can provide on the job training to them in order to
make then aware of about the latest development in the field of technology. Another effective
approach which can be used by HiTec for carrying out recruitment is of employee referrals
(Hafeez and Aburawi, 2013). This strategy can be very beneficial for the company as it creates
satisfaction among existing employees and provides with the most desired candidates to fill the
vacant position. Furthermore, the use of this approach will also lower down the cost of
operations as the company will not required to put many efforts on the same.
CONCLUSION
From the above report, it can be concluded t (Datta, Guthrie and Wright, 2005).hat HiTec
is facing issues related to hiring and recruitment of employees. In last few years, the company
has performed really well in the last few years and it has also been able to retain its employees in
the best possible manner. It can be inferred that contacting recruitment agencies, head hunting
and employee referrals are the three main and cost effective approach which can be used by
HiTec to carry out the process of recruitment and selection to meet human resources need in the
future.
6

REFERENCES
Books and journals
Datta, D.K., Guthrie, J.P. and Wright, P.M., 2005. Human resource management and labor
productivity: does industry matter?. Academy of management Journal. 48(1). pp.135-
145.
Engle, D. A., Festing, M. and Dowling, P., 2008. International Human Resource Management:
Managing People in a Multinational Context. Cengage Learning.
Finegold, D. and Frenkel, S., 2006. Managing People where People Really Matter: The
Management of Human Resources in Biotech Companies. International Joutrnal of
Human Resource Management. 17(1). Pp.1-24.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Hafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target
customer service levels. International Journal of Quality and Service Sciences. 5(2). pp.230-252.
Afiouni, F., 2013. Human capital management: a new name for HRM. International Journal of
Learning and Intellectual Capital. 1(10). pp.18-34.
Boella, M. and Goss-Turner, S., 2013. Human Resource Management in the Hospitality
Industry: a Guide to Best Practice. London: Routledge.
Condrey, E. S. and Ledvinka, B. C., 2010. Human Resource Management in the Public Sector:
Examining International Cases. Public Administration Review.
70(3). pp. 500-501.
Dineen, B.R. and Soltis, S.M., 2011. Recruitment: A review of research and emerging directions.
Breaugh, J., 2014, July. Employee recruitment. In Meeting the Challenge of Human Resource
Management: A Communication Perspective (p. 29). Routledge.
Kapse, A.S., Patil, V.S. and Patil, N.V., 2012. e-Recruitment. International Journal of
Engineering and Advanced Technology. 1(4). pp.82-86
Bonk, J., 2010. A road map for the recruitment and retention of older adult participants for
longitudinal studies. Journal of the American Geriatrics Society. 58(s2).pp.S303-S307.
7