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academic report case study pearl mutual as the graduate recruitment ma

Academic Report: Case Study Pearl & Mutual As the Graduate Recruitment Manager for the Pearl & Mutual Benefit Insurance Company (PMIC) you have recruited 15 to 20 Graduate Trainees over each of the past five years. An analysis of their retention to the end of 2014 has produced the disturbing data that over 60% have left the company, in many cases for careers in industries or sectors other than the financial service sector. Your current selection method has been to use a well-known test of General Mental Ability on all candidates as an initial screening instrument and then to arrange for panel interviews with senior Line Managers for the best 50 applicants each year, as determined by the test scores/results. These managers are given training in using a competency framework for this interview process, designed to elicit and rate six behavioural and motivational competences, including: Drive to Achieve Selling Skills Interpersonal Strengths You have recently reviewed the ratings given on applicants by members of the same panel. There is evidence to suggest that Senior Managers Chairing these panels often seem to impose their conclusions on the suitability of applicants when the final selection decisions are made. You have reported the levels of turnover o your HR Director, She has replied that her senior Colleagues have begun to notice the trend and have expressed concern at the loss of these expensively recruited and trained graduates, many of whom have not received high ratings for their performance on their annual appraisals. She has asked you to review the current recruitment and selection practices at Pearl and Mutual and also look at how other organisation go about their graduate recruitment. From this she wants you to produce detailed report that provides recommendations for the total revamp of the graduate selection process, as to enable the company to recruit high potential individuals who fit the companys hard driving and sales oriented culture. We dont want egg-heads, we want go-getters, who can build our company brand and customer base and get our products sold, she tells you.

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