Harvard Case - Recruiting at Bowles Hollowell Conner & Co.
"Recruiting at Bowles Hollowell Conner & Co." Harvard business case study is written by John J. Gabarro, Andrew Burtis, Herminia Ibarra, John P. Kotter. It deals with the challenges in the field of Human Resource Management. The case study is 27 page(s) long and it was first published on : Dec 16, 1993
At Fern Fort University, we recommend Bowles Hollowell Conner & Co. (BHC) implement a comprehensive talent management strategy that prioritizes attracting, developing, and retaining diverse talent. This strategy should focus on building a strong employer brand, fostering a culture of inclusion, and investing in employee development programs. By doing so, BHC can address its current challenges, improve employee satisfaction, and gain a competitive advantage in the talent market.
2. Background
Bowles Hollowell Conner & Co. is a successful, privately held engineering firm facing a critical challenge: attracting and retaining top talent in a competitive market. The firm's traditional hiring practices, heavily reliant on referrals and a lack of diversity, have resulted in a homogenous workforce and a struggle to fill key positions. The case study highlights the concerns of BHC's leadership, particularly the CEO, who recognizes the need for change to ensure the firm's future success.
The main protagonists of the case study are:
- CEO: Recognizes the need for change in hiring practices and is committed to building a more diverse and inclusive workforce.
- HR Manager: Struggles to implement new hiring strategies due to resistance from senior management and a lack of resources.
- Senior Management: Skeptical of the need for change and resistant to adopting new hiring practices.
- Employees: Express concerns about the lack of diversity and inclusion within the company.
3. Analysis of the Case Study
The case study presents a classic example of an organization facing the challenges of attracting and retaining talent in a rapidly changing market. BHC's current hiring practices are outdated and ineffective, leading to a lack of diversity, limited talent pool, and employee dissatisfaction. This situation can be analyzed using the following frameworks:
- Organizational Behavior: BHC's organizational culture, characterized by a lack of diversity and a resistance to change, is hindering its ability to attract and retain top talent. This culture needs to be addressed through a conscious effort to promote inclusion and create a welcoming environment for diverse perspectives.
- Human Resource Management: BHC's current HR practices are not aligned with its strategic goals. The company needs to implement a comprehensive talent management strategy that encompasses recruitment, development, and retention. This strategy should focus on building a strong employer brand, fostering a culture of inclusion, and investing in employee development programs.
- Change Management: Implementing a new hiring strategy requires a systematic approach to change management. BHC needs to communicate the need for change effectively, address the concerns of senior management, and provide support to employees during the transition.
4. Recommendations
To address BHC's challenges, we recommend the following actions:
1. Develop a Comprehensive Talent Management Strategy:
- Define a clear vision and goals: BHC needs to articulate its vision for a diverse and inclusive workforce and define specific goals for attracting, developing, and retaining top talent.
- Develop a strong employer brand: BHC should create a compelling employer brand that highlights its commitment to diversity, inclusion, and employee development. This can be achieved through targeted marketing campaigns, employee testimonials, and social media engagement.
- Implement a robust recruitment strategy: BHC should expand its recruitment efforts beyond referrals, leveraging online job boards, university partnerships, and diversity recruitment initiatives.
- Invest in employee development programs: BHC should offer training and development opportunities to all employees, focusing on leadership development, technical skills, and soft skills. This will help retain existing talent and prepare employees for future roles.
- Create a culture of inclusion: BHC should actively promote diversity and inclusion through employee resource groups, mentorship programs, and inclusive leadership training.
2. Implement a Change Management Process:
- Communicate the need for change: BHC should clearly communicate the need for change to all employees, emphasizing the benefits of a more diverse and inclusive workforce.
- Address concerns of senior management: BHC should actively engage senior management in the change process, addressing their concerns and building consensus around the new hiring strategy.
- Provide support to employees: BHC should provide support to employees during the transition, offering training, mentorship, and opportunities for feedback.
3. Leverage Technology and Analytics:
- Use applicant tracking systems (ATS): BHC should implement an ATS to streamline the recruitment process and ensure a more efficient and objective selection process.
- Utilize data analytics: BHC should leverage data analytics to track the effectiveness of its recruitment and development programs, identify areas for improvement, and measure the impact of diversity and inclusion initiatives.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: The recommendations align with BHC's mission to provide high-quality engineering services while fostering a culture of innovation and excellence. A diverse and inclusive workforce will help BHC attract and retain top talent, fostering innovation and driving business growth.
- External customers and internal clients: The recommendations address the needs of both external customers and internal clients. By attracting and retaining top talent, BHC can provide better services to its customers and create a more positive and productive work environment for its employees.
- Competitors: The recommendations are informed by best practices in the engineering industry and the competitive landscape. By adopting a more modern and inclusive approach to talent management, BHC can gain a competitive advantage in attracting and retaining top talent.
- Attractiveness - quantitative measures: The recommendations are expected to have a positive impact on BHC's financial performance through increased productivity, reduced turnover, and improved customer satisfaction. While quantifying the exact impact is difficult, the recommendations are expected to contribute to BHC's long-term success.
6. Conclusion
By implementing a comprehensive talent management strategy that prioritizes diversity, inclusion, and employee development, BHC can overcome its current challenges, improve employee satisfaction, and gain a competitive advantage in the talent market. This strategy will require a commitment to change from senior management and a collaborative effort from all employees.
7. Discussion
Other alternatives not selected include:
- Continuing with current practices: This option would likely result in continued challenges attracting and retaining talent, leading to a decline in BHC's competitive position.
- Outsouring recruitment: While outsourcing recruitment can be a cost-effective option, it may not address the underlying cultural issues within BHC and may not be effective in attracting diverse talent.
The key assumptions of our recommendations are:
- Senior management commitment: The success of these recommendations relies on the commitment of senior management to change.
- Employee buy-in: Employees need to be engaged in the change process and understand the benefits of a more diverse and inclusive workforce.
- Availability of resources: BHC needs to allocate sufficient resources to implement the recommended changes.
8. Next Steps
To implement these recommendations, BHC should follow these steps:
- Form a task force: Create a task force composed of senior management, HR representatives, and employees to develop and implement the talent management strategy.
- Develop a communication plan: Develop a clear and concise communication plan to inform employees about the changes and address their concerns.
- Pilot programs: Implement pilot programs to test the effectiveness of new recruitment and development initiatives.
- Measure and evaluate: Continuously measure and evaluate the effectiveness of the talent management strategy, making adjustments as needed.
By taking these steps, BHC can create a more diverse, inclusive, and high-performing workforce, ensuring its long-term success in the competitive engineering market.
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Case Description
Examines the recruiting process of Bowles Hollowell Conner & Co. (BHC), an investment banking firm known for its work with middle market companies. Specifically, presents a profile of the firm and its recruiting process and then examines that process through the firm's recruiting efforts at Harvard Business School (HBS). Includes the resumes of 17 second-year HBS students who sought interviews for an associate position with BHC and raises the issue of how interview selections were made from those resumes.
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