Human Resource Selection Process at Hindustan Lever: Analysis

This assignment analyzes the human resource selection process, focusing on the case of Hindustan Lever. It explores the use of psychometric and aptitude tests to identify suitable candidates, emphasizing their role in assessing mental approach, domain knowledge, and overall intelligence. The assignment then delves into the screening of application forms, highlighting its importance in filtering ineligible candidates and providing interviewers with essential background information. It discusses the preliminary interview round as a means of further filtering candidates and providing them with insights into the company's policies. The ideal group size for group discussions is also examined, along with different formats for conducting these discussions, including the provision of case studies in advance. Finally, the assignment identifies the various sources of information used to gather insights about candidates for the personal interview, including preliminary interviews and application screenings, to make informed decisions about the candidates.

Running head: HUMAN RESOURCE SELECTION
Human resource selection
Name of the student
Name of the university
Author note

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Question: 1
There are various types of selection process being available to select the most suitable
candidates in the organization. Hindustan Lever should use psychometric testing and aptitude
tests (Vander Elst, De Witte and De Cuyper 2014). This will help them in identifying the hidden
talents among the candidates. For instance, psychometric testing will help in determining the
mentality and the mental approach of the candidates towards a certain situation. This will help
the organization to understand how effective will be the particular candidate in dealing with
certain organizational challenges. On the other hand, aptitude test should also be incorporated in
order to test the knowledge domain and the intelligence of the candidates (Alfes et al. 2013).
Thus, it will help the organization to have intelligent candidate with having proper and exact
domain knowledge in place. Moreover, it is also suggested that different selection process should
be used in order to test the diverse abilities of the candidates.
Question: 2
The key objective of screening of the application form of the employees is to determine
the brief overview about them. This is important due to the reason that, prior to the interview
process, brief information about the candidates should be with the interviewers in order to have
proper discussion in the further stage (Nikolaou 2014). Without having any prior information
about the candidates, it will be difficult for the interview panel to have a proper discussion with
the candidates. Moreover, screening of the applicants will be more beneficial due to the reason
that it is helping Hindustan lever in filtering out the ineligible candidates from the first process
only. Interview is being advertised based on certain educational qualification and thus, screening
of the applicants will help to match the criteria of organization with that of the candidates. The

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first introductory round is getting completed with the screening process only (Janghorban,
Roudsari and Taghipour 2014).
Question: 3
In the case study it is stated that a round of preliminary interview is being taken by the
Hindustan lever before the final round of interview. The key objective of taking the preliminary
round of interview is to filtering the available candidates before selecting them for the final
interview (Kallio et al. 2016). In most of the cases, final round of interview is being taken among
the most eligible candidates. Thus, in order to determine the eligibility of the candidates, a
preliminary round of interview is conducted. On the other hand, it also enables the candidates to
have the brief idea about the policies and opportunities of the company. This will further help the
candidates to discuss with the top level manager in the final round of interview. In addition,
sometime a single round of interview cannot effectively determine the talents and skills of the
candidates, which further lead to the initiation of the preliminary round of interview in order to
gain deeper idea about the candidates. Initiation of the preliminary round of the interview helps
both the interviewers and the candidates to have the fair idea about others and it leads to the
effective and proper discussion in the final round of the interview.
Question: 4
The ideal size of the group should not be more than 5 candidates. This is due to the
reason that, group discussion should not be continued for a longer period of time because the
more will be the time given; the more will be the deviation from the core topic of the discussion
(Kim 2013). In addition, having given more time for the group discussion may create difficulties
among the candidates in having newer ideas to discuss. Thus, having maximum 5 members in a

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group will make sure that everyone will get enough time for speaking and the total time for the
discussion will also not get more than projected. Having maximum 5 members for the group
discussion will also ensure that the moderator will be able to determine the talents of each one of
them (Rose et al. 2015). In this case, if the group member is more than five, then it will be
difficult for the group moderator to determine and identify the talents, skills and abilities of each
of the members.
Question: 5
There are various forms and formats of conducting group discussion. In the given case
study, it is stated that Hindustan lever have the policy of providing the case in advance to the
candidates before the starting of the group discussion. This is due to the reason that, providing
the case in advance to the candidates will help the interviewers to determine the thought process
of the candidates. After providing the case to the candidate, a certain time is given to them to go
through the case and to come up with their response during the discussion. Thus, the interviewers
will be able to determine the approach of the candidates towards the case issue give and how
they are presenting their thoughts to others (Stanujkic, Djordjevic and Karabasevic 2015). Their
logical skills will also get determined from it. This is reason behind providing the case in
advance to the candidates. The thought process and approach of decision making in the time of
the group discussion will reflect how effectively the candidates will be able to initiate decision
making skills in the real world situation.
Question: 6
There are various sources of the information from where key information regarding the
candidates is being gathered for the final interview. The diverse will be the source of

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information; the more will be the knowledge of the interviewers about the candidates. The key
information that is required for the personal interview is the brief introduction about the
particular candidate. This is being gathered from the preliminary round of the interview. The
brief introduction of the candidates helps the interviewers in dealing with them accordingly
(Wilton 2014). Another information for the candidates gathered from the screening of the
candidates. This information helps the interviewers during the personal round of interview in
having the knowledge about the educational qualification and professional experience of the
candidates. Thus, the information on the basis of which the personal interview is conducted is the
education qualification, professional experience and the skills of the candidates being gathered
from the different process of selections.

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Reference
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human
resource management practices, engagement and employee behaviour: a moderated mediation
model. The international journal of human resource management, 24(2), pp.330-351.
Janghorban, R., Roudsari, R.L. and Taghipour, A., 2014. Skype interviewing: The new
generation of online synchronous interview in qualitative research. International journal of
qualitative studies on health and well-being, 9(1), p.24152.
Kallio, H., Pietilä, A.M., Johnson, M. and Kangasniemi, M., 2016. Systematic methodological
review: developing a framework for a qualitative semi‐structured interview guide. Journal of
advanced nursing, 72(12), pp.2954-2965.
Kim, J., 2013. Influence of group size on students' participation in online discussion
forums. Computers & Education, 62, pp.123-129.
Nikolaou, I., 2014. Social networking web sites in job search and employee
recruitment. International Journal of Selection and Assessment, 22(2), pp.179-189.
Rosé, C.P., Goldman, P., Zoltners Sherer, J. and Resnick, L., 2015. Supportive technologies for
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Stanujkic, D., Djordjevic, B. and Karabasevic, D., 2015. Selection Of Candidates In The Process
Of Recruitment And Selection of Personnel Based On The Swara And Aras Methods. Quaestus,
(7), p.53.

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Vander Elst, T., De Witte, H. and De Cuyper, N., 2014. The Job Insecurity Scale: A
psychometric evaluation across five European countries. European Journal of Work and
Organizational Psychology, 23(3), pp.364-380.
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