BHC Recruiting

Easa Faheem
2015219094
Statement of problem
All the company around the world is looking for potential and skillful employees. For selecting
employees for right job is hard and challenging task for human resource managers. To avoid
wasting time for giving training and other development opportunities Bowles Hollowell Conner
& Co. (BHC) is recruiting the best fits for it available positions in the company. So, company is
more focus on their recruitment process instead of talent acquisition. From the recruitment view,
the steps followed by HR are assisting them well to gather a pool of candidates. These candidates
could be useful for the company in many ways, but to find the best fit for a particular position,
recruitment is simply not enough to selecting talent from the pool.
Factors
There are lots of factors that BHC has problem in their recruitment process. The process that they
follow will take time to hire people for the vacant position. This will lead waste of time and
resources. In addition to that, BHC only look for their recruitment process rather than looking for
the talent that the applicants have, this could lead the company in short of employee when they
need to expand their business.
As in case study says, some of BHC professionals believed that they need to change their
traditional recruitment process, due to the companys growing size. If they do not change their
traditional way of recruiting employees, they will face shortage of employee and struggle to
manage human resource in an effective way. Employees will face hardship by BHCs growing
size and work.
Case study also mentioned that, recruitment process involve all level of employees, resources,
and time. This will lead to slow down the BHCs operational work, tend to dissatisfied the
employee and effect their morale in work environment.
Alternative course of action

Internship
The organization must dispatch entry level position programs for a brief time frame. This will
help the organization to chase ability from the pool of new graduates accessible in the business
sector. This short preparing will give applicants the opportunity to end up known of the
hierarchical culture and workplace. It will likewise give the organization a superior thought to
continue the interns as a potential worker in view of internee's short execution or to look for a
superior alternative in the business sector. This will decrease boss' opportunity and endeavors
they spent on the enrollment procedure without anyone else. Use of an entry level position
system would be less excessive for the organization regarding repaying internees with stipend in
correlation of running an entire enlistment process with a zero aggregate methodology.
1
Easa Faheem
2015219094
Evaluation Test and Interviews:

On the off chance that work requires some specific set aptitudes, then the organization must
develop a progression of assessment test and meetings that looks at potential representative on
the premise of required abilities and skills. An organization ought to be a learning association
that thus will help the organization to adjust to the outside changes on an opportune premise. As
a consequence of this the organization would have the capacity to adapt to the complete business
sector necessities and development mechanical changes. Managers must recognize and
investigate the absence of gift in the association alongside the empty positions which are should
have been filled on pressing premise. These specific prerequisites ought to be the part enrollment
process as far as calculated test, and contextual investigation based test that assesses applicant's
critical thinking aptitudes and their capacity to work under weight.
Discussion and Analysis

BHC needs individuals who might allot their time and endeavors for the organization over the
long haul rather than that who see organization as an appropriate business sector passage point
on provisional premise. The organization is not just selecting individuals to give them a chance
to come into the association, additionally executing ability obtaining as developed assessment
forms. At first the applicants are being assessed on the premise of their resumes gathered from
the grounds. There are two levels of meetings, which the competitor needs to go through with a
specific end goal to get procured.
At the initial step of resume filtration just those hopefuls will be chosen whose information,
capacities and abilities are most important for the enlisting position. After this each applicant
with a chose resume will be assessed through an in-grounds meeting. The inquiries incorporated
into these meetings are unstructured and casual in nature. This discussion rotates around the
organization's brief presentation and the examination of the applicant's theoretical and diagnostic
aptitudes and the most critical is to judge their flexibility with the association.
Competitors separated through first level are being sent to the organization for conclusive
meeting, where they will be assessed on regions identified with their authority aptitudes,
imagination and weight taking care of abilities and interpersonal relational abilities.
Easa Faheem
2015219094
Conclusion
The main problem found in this case is the recruitment process. All the companies wanted to
recruit the qualified and talented employees for the vacant positions. But BHC has problem in
talent acquisition. For that reason, company wastes so much time and resources on recruitment
process. To solve this problem company can use internship program or evaluation test and
interviews. This will save the time that the company spend to recruit talented employees for the
companys vacant positions. In addition it will help to save the resources and utilized the
recourses for the most beneficial way for the company.

BHC Recruiting

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Easa Faheem

Alternative course of action

Evaluation Test and Interviews:

Discussion and Analysis

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