Case Statement:
Your Client is a small-scale servicing company in the IT sector (like a micro TCS). The company’s current workforce is 3000-4000.The company has 1000 billable positions vacant for diverse skill sets. However, only 500 positions are getting filled. Analyze and recommend a plan of action.
I: The company is a small-scale client servicing company in the IT sector (like a micro TCS). The company’s current workforce is 3000-4000. The company has 1000 billable positions vacant for diverse skill sets. However, only 500 positions are getting filled. Analyze and recommend a plan of action.
C: How recently have the positions been open? Is this an issue we have been facing for a long through multiple recruitment cycles or is this the first instance?
I: This is happening for the current recruitment cycle only.
C: We need to analyze the recruitment and selection journey at multiple points across Attraction, Selection, and Retention. To study if the issue of inadequate hiring is due to qualitative or quantitative reasons, can I know how many candidates are present in the recruitment pool for the open position?
I: The number of candidates in the recruitment pool is around 800.
C: The number of candidates in the recruitment pool is less than the number of open positions. This indicates that the issue is quantitative. We need to look at the recruitment channels.
I: Can you tell me a list of the various channels that the company may have?
C: We can recruit internally within the company through referrals and internal postings. Recruitment can be done externally as well using Online platforms, Vendors, Careers pages, Job Fairs, Print/TV/Radio advertisements, Campus Recruitment, etc. What recruitment channels does the company use?
I: The company always relied heavily on the vendors for getting talent.
C: Has there been any change in the vendor recently before the positions were opened?
I: Yes, the vendor was changed recently after the contract with the previous vendor ended.
C: The new vendor is unable to satisfy the requirements. This could be due to factors outside of the vendor’s control or because of the inability of the vendor. Firstly, analysing the tangible aspects of the job opening such as job requirements (years of experience, education level, required specializations/certifications, etc.), compensation, location, etc. Is there any change in the same?
I: No there has not been any change.
C: Also we should analyze the Non-tangible aspects. Is there any change in the leadership in the organization?
I: No, the leadership of the organization has not seen any change as of late.
C: Has the company been on the news/social media for any issue recently or has there been any bad publicity recently?
I: No. That does not seem to be the case. Also, there has been no change in any of the aspects.
C: In that case, the vendor is unable to meet the requirements.
I: Sounds good. Can you give any recommendations?
C: As a short-term solution, the company should access the market for a suitable vendor and change the vendors. In the long term, the company should reduce the dependency on vendors and look towards other options to attract talent. The candidate pool in the IT sector largely uses online platforms for finding jobs. Hence, the company should make the shift towards online recruitment from platforms like Naukri.com, LinkedIn, indeed.com, etc.
Background Information:
Client: IT sector Client is looking for a skilled and diverse workforce
Objective: Identify issues with respect to selection and recruitment and suggest an action plan for the way forward.
Case tips:
The case majorly dealt with structuring and identifying where to get the data from.
There is no right or wrong answer in this case, just back up your answer with good reason
Focus on identifying the core of the issue at hand and the structure with which you get to the solution.
