Recruitment and Selection Process: A Case Study of Habanero Consulting Group









Recruitment and Selection Process: A Case Study of Habanero Consulting Group


Institutional Affiliation
Selection and Recruitment Process: A Case Study of Habanero Consulting Group


Habanero Consulting Group is a privately owned information and technology consulting company. The company has been rated as one of the best companies that one can work with in Canada. As it can be seen from its website,,the company’s success when it comes to the management of employees starts from the time the employees are hired. The company makes sure that all the employees who are hired are aware of their work. This means that the employees are aware that their contribution can make to the overall success of the company. According to Catano, Wiesner and Hackett (2015), a company usually has an opportunity to lay the foundation of its success by making sure that the hiring process is taken seriously. One of the values of the company is working values where the company believes that when one is passionate about what he or she is doing, then every part of one’s life becomes motivated.

Habanero’sSelection and Recruitment Process

It is important to note that the company marketsitself on the website by giving potential employees various reasons as to why they should join Habanero. The website states that the company is passionate on the fostering of a culture where most of the employees thrive. At this point, the company states that its hiring process is thorough in order to help all the potential candidates are a good fit. According to Berman, Bowman, West, Van Wart, (2015), ensuring that the candidates fit or satisfy the demands of the company is the main step that an organization takes towards becoming successful. The use of this method also means that the employees or the candidates are provided with a chance to appreciate as well as understand what it is like to work for Habanero.

Selection Process

In order for the company to choose employees to work for it, it has adopted an intuitive process. This is largely because of the fact that much of the process does not have as scientific aspect. All the elements of the process are founded on what the company believes is the best way to select employees to work in various departments. The process is longer as compared to a normal selection and recruitment process, which shows that Habanero wants to have employees who are competent enough and who are fit enough to work in the company. The following is the process:

  1. Submission of the resume. This is the first step that was addressed by Catano, Wiesner and Hackett (2015) where they argued that most of the companies require the candidates to submit their resumes to the company. According to the authors, it is after the HR department has advertised the job with the minimum qualifications that are acceptable by the company. This is then followed by a panel of experts who are supposed to go through the resumes in order to shortlist the candidates who meet the minimum requirements for the specific job.
  2. Once the candidates have been shortlisted, the next step is the initial chat. The aim of the initial chat ensures that the company is able to learn more about the candidate and what they may be looking for in looking or applying for the job.
  3. The next step of the process is the capability assessment where the company is able to evaluate the skills of the candidates based on the role that they will be carrying out in the company. This is crucial in that most of the candidates are left out at this point.
  4. The next step is the step where the company gets to briefly meet the candidate for some time around 30 minutes. This meeting is meant to make the candidate know the members of the company. On the same note, the company gets a chance to get to understand the potential candidate.
  5. After the brief meeting, the candidate is then subjected to a comprehensive interview for a period of two and half hours. In this the company wants to understand the motivational factors for the employees as well as the areas that he or she has excelled in.
  6. The reference checks is the other part that follows the comprehensive interview where the company will call the references in order to ascertain that whatever you have written on your resume is true.
  7. The final step is where the selected employees meet the top management officials before they can officially join the company as an employee.

Reason for the Selection

The reason as to why the company uses this method is due to the fact that the organization is only able ensure that it has hired the best employees by using the selection and recruitment process. It is the wish of every organization to attract and employ the best employees, which means that it will do everything it takes in order to achieve this fate. Habanero is not an exemption. The company mainly relies on the competence as well as the professionalism of the employees. For this reason the company has to ensure that it understand every employee characteristics, their work rate as well as theirmotivating factors. This justifies the reason as to why the process is long.

Validity and Reliability of the Selection Process

A critical look at the selection process used by the organization reveals that some of the elements of the process are job related. This means that most of the things found in the process are meant to ensure that the organization clearly understands the candidate in relation to the job in question in terms of the experience of the candidate. I can be argued that he validity tells you is the characteristic that is being measured in this case by the selection process is related to the job qualifications as well as requirements. The selection process used by Habanero can be said to be testing the character of the candidate in relation to the job qualification, as well as requirements. The test scores that are attained throughout the process become meaningful. This means that there is a strong connection that is there between the test performances of an individual job performance. His usefulness of the test is also a factor of validity. The fact that the interviews were all conducted for the sake of making sure that the organization employs the most competent candidates makes the process valid (Bandara, & Ouyang, 2012).

Reliability refers to how dependably as well as consistently a characteristic is measured by the process. This means that the human resource department has to make sure that it has asked itself what would happen if the test was done again. The results would be reliable if a similar score was achieved after the repeat of the test was carried again. There are some factors that make the Habanero process unreliable at all based on the conditions under which the tests were done. For example, the psychological as well as the physical state of the person may have an effect on the reliability of the process. This becomes of the fact that the test may either be done when the candidate is being faced with other issues such as fatigue or motivation. On the same note, the test may be done when a person is ill or when a person is attending such a test or process for the first time. In case this happens, then it means that the results would not be the same in case the process is repeated again. The results would improve in those who had the first test as their first one as well as those who were sick during the first process. The environmental factors that are there when the test is being administered. Such factors include the room temperature, the time of the day as well as the lighting, noise or even the person who was administering the test. This means that the test may not be reliable if the environmental factors are not consistent. For example, looking at the process that has been adopted by the Habanero, it is clear that the meetings are done and conducted by different administrators. On the same note, the first chat will be conducted by a different person as the shortlisted people are many and one person cannot be able to carry out the whole process. This creates some inconsistency where different candidates are addressed by a different person and at different times, which means that the results attained may not be the same if a change was implemented in the process. The fact that the process requires multiple raters means that there will still be inconsistency in the process. This implies that different raters will rate an individual differently at different times if the process was to be repeated again (Gooden, & Gonzales, 2012).

Advantages of the Process

The first advantage is that the hiring process is one that is thorough in order to help all the potential candidates to be fit or competent enough to work in the organization. On the same note, the process is conducted according to the law, which means that every candidate is given a chance to understand what it is like to work at Habanero. At this point, the candidate can make a choice if the conditions of work at the company are what he or she is looking for. The other advantage of the process is that it is aimed at using the experience of the employee, their interests as well as their strengths. The effect of this is that every employee has a chance to argue his case out and find out in a fair way if his application has gone through or not. The company is also able to have a chance to acquire employees who are passionate with what they are doing.  This is because of the argument that only a dedicated employee and one with some elements of passion can be able to go through the whole process, which as stated earlier is larger and longer as compared to the processes that are adopted by the other companies.


The process has some disadvantages as well based on the arguments developed by Catano, Wiesner and Hackett (2015). The first disadvantage is that the process has low elements of reliability despite having high scores of validity. This means that the process may not be able to make the right choices as it may remove a candidate who is skilled as a result of another small factor. On the same note, the length of the process also hinders it from achieving its aims. This is because of the fact that the process contributes to the challenge of reliability as a result of the inconsistencies that are found in the process.


In conclusion, it can be seen that Habanero has implemented most of the things that have been outlined by Catano, Wiesner and Hackett (2015) in their analysis of the selection and recruitment process in Canada. It can be seen that Habanero acts according the law, which can be seen from the fairness that is provided to every candidate. All the candidates are taken through the same process during the selection process. On the same note, the fairness can be seen from the fact that the company uses the experience, the passion as well as the interests of the candidates in selecting the ones who are fit to work in the company.



Bandara, W., & Ouyang, C. (2012). Analyzing and improving a recruitment process: a teaching case for developing business process improvement capabilities. In Proceedings of The 16th Pacific Asia Conference on Information Systems 2012(PACIS 2012).

Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2015). Human resource management in public service: Paradoxes, processes, and problems. New York: Sage Publications.

Catano, Wiesner and Hackett (2015). Recruitment and Selection in Canada. 6th Edition, Toronto, ON: Nelson

Gooden, M. A., & Gonzales, R. (2012). A Rigorous Recruitment and Selection Process of the University of Texas at Austin Principalship Program. Advances in Educational Administration17, 97-112.


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