An Overview on recruitment fiasco CITPR.pptx

fiasco

1. An Overview on recruitment fiasco A recruitment drive was conducted by CITPR on request of Mr. Ravi Sampat, Placement Officer, TTC College of Engineering and Management, who contacted Mr. VN Swami, Recruitment Manager at CITPR. After selection process, CITPR had decided to select up to 25 students from the college. Mr. Swami along with the names of the selected student, he also notified that the official communication with the offer letters will take another 20 days. But it was already more than a month and they had not received any official communication from CITPR regarding the selection. After which an inquiry was carried out by Mr. Gopal Dixit, COO of CITPR. Mr. Dixit further wrote in his report that actually there was not even a single vacancy for .net professionals in the company and discussions with the client, which Mr. Kapoor mentioned were only in the preliminary stage and that project later was won by their competitor. CITPR being in a fix, were ready to recruit the students in other domains depending upon their interests and skill set to save their image of being the best employer and an ethical company. As a result, Mr. Swami was fired from his job and others responsible for such fiasco was acted upon accordingly.

2. Problem statement #2 In your opinion could Mr. D. Ganesh have taken some measures to avoid the embarrassment caused to CITPR? Justify your option with relevant arguments.

3. Preventive measures that could have been taken by HR Director Mr. D. Ganesh Measures 1. Establishing Early Communication Argument Mr. D. Ganesh could have insisted on waiting for official confirmation before proceeding with recruitment. Early communication about the uncertainty would have prevented false expectations and embarrassment later.

4. Preventive measures that could have been taken by HR Director Mr. D. Ganesh Measures 2. Verification and Due Diligence Argument Mr. D. Ganesh could have conducted due diligence by directly verifying the information with Mr. Kapoor or other reliable sources. This would have prevented unnecessary recruitment efforts.

5. Preventive measures that could have been taken by HR Director Mr. D. Ganesh Measures 3. Having Clear Communication Channels Argument Mr. D. Ganesh could have ensured that clear communication channels were established. If Mr. Kapoor was unavailable, an alternative point of contact or a contingency plan should have been in place.

6. Preventive measures that could have been taken by HR Director Mr. D. Ganesh Measures 4. Risk Assessment and Contingency Plans Argument Mr. D. Ganesh could have assessed the risk associated with proceeding without confirmed demand. Having contingency plans (e.g., diversifying recruitment options) would have mitigated the embarrassment if the demand did not materialize.

7. Preventive measures that could have been taken by HR Director Mr. D. Ganesh Measures 5. Having Transparency with Stakeholders Argument Mr. D. Ganesh could have communicated transparently with Mr. Sampat and the students. Informing them about the uncertainty and keeping them updated with the ongoing situations which would have avoided confusion and frustration.

8. Preventive measures that could have been taken by HR Director Mr. D. Ganesh Measures 6. Timely Decision-Making Argument Mr. D. Ganesh could have made timely decisions, even if it meant communicating unfavorable news. Swift action would have minimized the impact on the company’s reputation.