Question

Newcrest Mining Company

Recruiting and selecting people becomes a difficult task when the applicants are challenged to complete a standard ‘pen and paper’ tests. This problem shows when trying to select people for a work position, where job candidates have a considerable difference in educational competencies.

Consequently, the Newcrest mining company proposed to set up a recruitment scheme to prevent any potential risks to the applicants if they were deficient in literacy or numeracy skills. They designed a recruitment and selection system, which does not require the use of literacy and numeracy skills and is run orally and employs basic, readily available material. The scheme was designed to discover the number of aptitudes and it was named the Discovery Session.

This instrument has been reported in detail and has subsequently been evaluated to be efficient recruitment and selection tool. In practice, an applicant completes six tasks each of less than five minutes for each aptitude. Each task has three aptitudes. An arithmetic mean of each aptitude is determined and then a total of all aptitudes is scored, meaning several applicants can be ranked.

Source: Adapted from Instructor Resources-Nankervis, A., Compton, R., Baird, M. & Coffey, J. 2020. Human Resource Management, Strategy and Practice. (10th Ed.) Australia: Cengage Learning

Required:

Answer All three questions below using 150-200 words per question.

1. What is the key talent attraction (recruitment and selection) benefits in this case study?

2. In the case by using discovery sessions, they have come up with a better solution to their challenges of talent attraction. Explain how employee attraction and retention improves with this new recruitment and selection process.

3. What type of training and development strategies need to be developed by Newcrest mining to deal with the challenges of diverse competencies of its prospective employees while using discovery sessions?

Answer 1

Q1) In my opinion the key talent attraction in this case is that the discovery session approach provides the organization a pool of candidates with different competencies and skill sets from which the employer can ultimately choose the best candidate for specific jobs based on multiple aptitude skills required for the job. This way requirement of job matches with the competencies of candidates. The approach of discovering multiple number of aptitudes for the employees does not restrict the selection criteria to couple of tests and will help to overcome the issue of using same literacy or numeracy tests for judging candidates for job requiring different educational competencies. Therefore the recruitment and selection benefit associated with this criteria is that it will assist identifying and evaluating the required job competence specific to certain positions and accordingly find the candidates who score high in such competencies.

Moreover this approach helps to get to know about the various aptitudes possessed by applicants in varied degree, thus proving better selection criteria to place selected candidates on different positions through matching the high aptitude requirement for specific jobs.

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