TOGETHER WE CAN MAKE A

DIFFERENCE……
TEAM - B
1. Vivek Singh
2. Abhishek Gupta
3. Barsha Tewari
4. Debasmita Lahiri
5. Tanumoy Dhar
6. Prasun Dey
7. Chandranath
Chatterjee
8. Sheikh Raunak
Mondal
TITLE OF THE CASE STUDY
RECRUITMENT
DILEMMA
 INTRODUCTION
• MEANING OF THE TERMS:
• Recruitment: Means “adding of new
members in an organization”.
• Dilemma: Means “Situation in which
one has to choose between two
things, courses of action etc. that are
either unfavorable or undesirable”.
 IMPLICATIONS OF THE TWO
TERMS IN CONTEXT TO THE
CASE STUDY
• By the topic “RECRUITMENT DILEMMA” we
mean that the problem faced by the HR
department and the respective department
heads while selecting or recruiting new
candidates for their organization.
• From this case study we will try to focus
mainly on the problems faced by a young
corporate Regional Head while recruiting an
eligible person for CRM who is quiet aged and
experienced.
ABOUT THE COMPANY
 A French multi-national in the service
industry.

 Newly established.

 Increasing business over years.

 80% of the business is coming from

repeated clients.
“Age is an issue of mind over matter.

If you don’t mind, then it doesn’t matter”

- Mark Twain
 CASE FACTS
• The main character in the given case study is Shreya.
• She is the young, energetic and charismatic MBA graduate from one of the
premier B-schools working as a Regional Head in one of the reputed MNC.
• Star performer, Kalpana (Area Manager – Client Relations) has resigned in
between, as she has recently become a mother & is unable to balance her
job & family.
• The manager – customer relation which is of paramount importance in
service organisation is missing.
• Since two months the position is vacant because of no suitable candidate
found, so the business is getting affected & the pressure to filling up the
position is coming up from the top.
• There has been no increase in business or its market in her business region.
• The top management wanted her immediately to fill in the vacant position.
• One of the members of the top management Mr. Alok Sharma wants
Shreya to recruit Mr. Anant Ghanshyam, who is quiet aged & willing to
join. This is when the dilemma starts.
• Anant Ghanshyam a possible candidate is 42 yrs old, but everybody in the
organisation on average is 27 years.
 POSITIVE ASPECT OF
ANANT GHANSHYAM
• Experienced person with more practical knowledge.
• Familiar with the system & policies of the
organization as he used to work their earlier.
• As National Sales Head of the concerned
organization Mr. Alok Sharma, has referred him,
Anant’s credibility cannot be doubted.
• Since he is desperate in getting the job he will put
his best of knowledge and experience to prove his
capability.
 NEGATIVE ASPECT OF
ANANT GHANSHYAM
• Might show his seniority by poking his nose in every
step taken by Shreya regarding any issue.
• As a matter of respect Shreya might feel awkward to
rectify Anant’s mistakes regarding any work assigned
to him.
• Anant’s efficiency level may have decreased because
of his increased age.
• May not be aware of the latest database soft wares
used today in corporate houses. Due to his lack of
technological knowledge.
• As a matter of fact the management of the
concerned company should think twice before
recruiting Mr. Anant Ghanshyam by analyzing all
the positive and negative aspects.

• Efforts should be made to find out why Anant is

desperate to join the company again. It may be
because Anant has problems with the present
company. But another serious situation can also
be the reason of corporate jealousy, it may be
that Anant is purposely sent back to his earlier
organization by his new company in order to act
as a spy and supply all the vital informations to
the management of its new company.
 SHREYA’S PERCEPTIONS
REGARDING THE SELECTION
•
OF ANANT
The ‘young vs. old employee’ is a vintage debate. All parties are correct in their points
of view and justification, depending on the current situation and circumstances.
• In the given case study, the organization seems to be newly established, the average
age of the employees is on the lower side, the departments are headed by young and
talented professionals, and being in the service sector, the organization is growing
very fast.
• Shreya, being young, dynamic, result-oriented and highly enthusiastic, has advanced
to the position of Regional Head in no time. It is her right to select her team as she is
accountable for its performance. She has been working with young team members
and is indeed comfortable handling young professionals.
• Due to the fear of losing business, the National Sales Head, Alok Sharma, was pushing
an ex-employee, who he considered was the ideal person for the position. Alok is
more concerned about the organisation, since the shortage of manpower may affect
the business.
 DECISIONS TAKEN IN A
MANAGERIAL POINT OF
• VIEW
‘Right man at the right job’ is the recruiting policy.
• Shreya is only thinking about Anant’s age and not on the
qualities and knowledge that he may have.
• The major question that arises is whether or not she can
afford to wait for some more months to search for someone
new (and young, not only in age but in experience also),
who can understand the scope and start producing the
results. And even here, there is no surety.
• One day Shreya will realize that she has got someone more
mature in her team and Anant may become her confidant
(give as a responsibility) because of his experience and
maturity in taking up future challenges for positive results.
• Being assertive rather than aggressive is an important
criteria.
• We must remember Franklin D. Roosevelt’s words,
“We cannot always build the future for our
youth, but we can build our youth for the
future.” Thus, having an appropriate blend of
young and experienced employees will always be
beneficial for any organisation as the former
exhibit a great deal of enthusiasm and have a
relatively short-term view of their jobs, while the
latter are more focused on long-term goals and
generally believe in their qualities of patience,
caution and establishing long-term working
relationships.
 NEGATIVE ATTITUDE
TOWARDS ANANT
• She is forgetting that nobody likes their bosses losing their temper on them,
especially the younger ones, and that too in front of others. At least this should
never be a criteria for her decision making.
• It is not only the expertise but also the experience that matters. It plays a critical
role, not only for achieving the best results, but also in motivating, guiding,
coaching, counseling and mentoring other team members to achieve success. For
example in the movie “Kante” Big B was leading the team for the robbery. Even
our Prime Minister is aged, but still he was selected by Congress rather than
Rahul Gandhi who is a youth icon for Indian politics.
• Shreya should not say no to Anant only because she ‘thinks’ that he will not be
able to mix with the young lot. It has rightly been said that age is in the mind and
is just a number. It is no bar.
• Next step taken by Shreya should be to have a meeting with Anant, done with an
open mind to check whether or not he is a suitable candidate for the ‘job’ and not
for ‘her’ style of working.
 SECOND ALTERNATE INITIATIVE BY
SHREYA IN CONSULTATION WITH THE
MANAGEMENT OF THE COMPANY
• The given case is a very interesting story
that Compares the gap between Generation
‘(E)X’ and Generation ‘Y(oung)’ and their
divergent work styles in the contemporary
corporate world.
• It would be prudent to give a chance to
Anant Ghanshyam who had worked with
them earlier and was quite familiar with the
systems.
• In today’s highly competitive environment,
the right talent is still in demand. After all,
talent and competencies are what help
differentiate between companies.
• From the top management perspective, it is clear
that by recruiting Anant again, they can not only
find a replacement for Kalpana, but also get
reasonable assistance from him for the Regional
Head in venturing into new territories, because of
his extensive knowledge about the prevailing
system.
• Another cardinal fact one cannot overlook is that
Shreya would be handling an elderly employee,
Anant, who would need to report to and assist her.
The top management must obviously be clear that
to build Gen Next, one has to develop Gen Y, and
for doing so, Gen (E)X plays a decisive role.
 WHAT SHOULD
SHREYA’S NEXT STEP
BE?
• She should call her for an interview & try to find out
about him & his ability.
• Mr. Anant Ghanshyam should be recruited on a
contractual basis for the period of 1 year.
• On the basis of Anant’s performance during the
allotted time period the Management of the
Company should take future decisions.
• By this initiative even Shreya can make out whether
Anant is having the Team Spirit to work with
people who are quiet younger to him or not.
 Conclusion
• As the post is vaccant for 2 months &
the company is mainly based on public
relation, so there is always been a
threat.
• Shreya should appoint Anant for the
post on contractual basis.
• Simultaneously she may appoint
another young person.
THANK
YOU