Skills-based success: 10 recruiting case studies

case study related to recruitment

The working world has been turned on its head with the pandemic, the Great Reshuffle, and the resulting skills shortage. Companies are searching for a powerful, sustainable way to recruit and retain talent, and 81% of them are now opting for skills-based hiring practices.

Skills-based recruitment practices are for everyone. Don’t believe us? We've put together 10 recruiting case studies that demonstrate how different individuals, industries, and regions have successfully implemented skills-based hiring.

Table of contents

What's the purpose of a recruiting case study, 3 personal recruiting case studies, 3 recruiting case studies by industry, 4 recruiting case studies by region, looking for more recruiting case studies, the state of skills-based hiring 2024.

Read TestGorilla's annual report to discover why over 81% of companies are choosing to adopt skills-based hiring methods in 2024.

case study related to recruitment

In recruitment, case studies are helpful tools for employers seeking to build, develop, or optimize their recruitment processes. They can be great sources of information and inspiration. By understanding the successes and failures others have had with their hiring processes, hiring managers can take any relevant learnings without having to make the same mistakes that others have.

To make these recruiting case studies relevant for as many people as possible, we've divided them into personal case studies, case studies by industry, and case studies by region. Let's dive in.

Let’s first look at the personal stories of some stellar individuals who were recruited into their ideal industries using skills-based practices. These people didn’t have traditional backgrounds, but because of their unique skills, they got into amazing roles. All that was needed was a chance to prove those skills during recruitment.

The individuals benefitting from skills-based hiring: Personal recruiting case studies

1. Justin Hutchinson

Justin Hutchinson wanted a future in football, but he was faced with a hard choice at age 14: Focus on his career prospects or take care of his father with cancer.

Justin, of course, chose his father and has never regretted that choice, but it did mean giving up the chance of achieving his dream job.

After his father’s passing, Justin attended a community college to fulfill his father’s wish for him to get a degree. To pay rent and living expenses, Justin got a job at a smoothie franchise.

His aim was to simply support his cost of living by making fast food – but it turns out Justin’s real skill was people and communication.

Justin would study the cars that drove up, memorize their orders, and have them ready so he could spend time talking and getting to know the customers instead of making drinks.

One of Justin’s customers was a chief executive of a marketing company and was so impressed with his people skills, he offered Justin an internship.

It wasn’t long before Justin used his soft skills to turn that internship into a full-time position. He dropped out of college, poured his heart and soul into the role, and attained the role of Director of Business Development.

Justin attributes his success to his best skills:

Workplace empathy

Strategic and critical thinking

Sales management

Justin didn’t have a typical marketing background – his experience was a partial college education with no degree, on-the-job experience (and not a traditionally “relevant” job), and his internship.

Not everyone can find the perfect marketer in a charismatic smoothie server, but online skills testing holds the same principles: Look at abilities first and ask questions later.

Sales and marketing are industries that are uniquely dependent on soft skills, which makes skills-based hiring an obvious choice for recruiting. For information on how it helps with the tricky subject of ramp time, read our article on skills-based hiring and ramp time.

2. Latisha Carter

Latisha Carter had a dream of excelling in corporate America, but she never got the opportunity to attend college.

At age 17, Latisha became a single mother. This put her dreams of college on hiatus for the foreseeable future.

Three years later, after having another child, Latisha got a job as a nursing assistant. But she still couldn’t shake her desire to make it in the corporate world.

She secured a call center job with NCR, a software company, driven by their offer of extensive employee training. 

Offering extensive upskilling and reskilling is one of the best things you can put on the table for potential candidates. A study by Lorman showed that 59% of Millennials believe that development opportunities are extremely important when deciding whether to apply for a position.

Latisha used her experience at NCR to get a role in customer service at the software company Sage.

With determination and hard work, she continued to work her way up for 20 years until she became a director at Xero, an accounting technology company.

Latisha is now proudly a director in corporate America with no college degree. Her company is reaping the benefits of her presence and skills. 

In the second half of 2021, Xero’s approach to skills-based hiring and its emphasis on diversity pushed a 7% increase in racial and ethnic diversity.

Jana Galbraith, the executive general manager for people experience partnering for Xero, says: “ [H]istorically, hiring based on degree exclusively has perpetuated discrimination .”

This boost is great news for Xero because the benefits of diversity are broad and include increased productivity, innovation, and financial performance.

Latisha’s struggle to succeed is unfortunately common for working mothers. To learn more about this, read our article on the motherhood penalty .

3. Cindy Veach

Cindy Veach didn’t have a traditional background. She had all the tech know-how, but she only had experience involving massage therapy and social services.

But she had the skills and she knew it. Cindy says it was a happenstance that she stumbled upon her perfect role; she just wanted a role where she could use her best talents.

“I was looking for jobs I had the right skills for, organizational skills in particular,” said Cindy.

She happened upon a tech administration apprenticeship program at IBM. Before then, she saw her tech skills as just a hobby and never imagined herself in the tech industry – but she applied and was accepted.

Cindy had a steep learning curve ahead of her. She possessed the base tech skills but needed the training to reach the right level.

She attributes much of her success to the flexibility of her mentors. They continually told her that if a path “didn’t feel right,” she was welcome to experiment and try something new.

At the end of the apprenticeship, she applied for a network operations technician role and was hired. She took a position with flexible work options so she could still care for her two children comfortably. 

Skills-based hiring made this outcome possible. Cindy’s communication skills, digital expertise, and problem-solving abilities helped her secure her role, and the focus on continuous improvement is helping her develop it .

She says that the combination of her appetite for learning and her employer’s support for her success is the perfect duo for creating limitless growth.

We’ve heard plenty of people say “skills-based hiring doesn’t work in my industry.” But that’s just yet another myth we’ve debunked . Let’s take a look at a handful of case studies about how companies within certain industries have succeeded with skills-based recruitment initiatives.

The industries using skills-based hiring: recruiting case studies from different industries

4. Healthcare

Healthcare administration is an industry that’s notoriously difficult to get into. Between receiving a bachelor’s degree and completing a master’s program, it can take six to eight years of rigorous commitment.

However, more opportunities are arising that allow equally qualified candidates to get in without obtaining specific educational requirements.

Sam Saucedo-Hernandez had a tumultuous life, but she only ever wanted a solid career. As a child of parents who emigrated from Mexico, she wanted to be the first generation in her family to attain a degree.

Sam watched her parents struggle with low-wage jobs and promised herself she would do better for herself.

Her first attempt was at law school where she spent several years studying hard. Sam was ecstatic to get her degree and begin a career in law.

But two weeks after she got her associate of science degree, the school got shut down for fraud, leaving Sam jobless and $60,000 in debt.

Sam faced many challenges, but the turning point in her story was the day she received a letter promoting a no-cost medical administrative assistant job training program from JVS.

JVS is a program that helps people build skills and find solid career connections – particularly in the healthcare industry.[1]

JVS has seen amazing success with over 500 employer partners and an emphasis on promoting diversity: 88% of their participants are Black, Hispanic, Asian, or a wide range of other ethnicities.

Sam applied for the program and was accepted. She secured a position as a medical administrative assistant, but her training has led her to her current role in the audiology department.

Though she’s fortunate for her position, Sam says she’s still looking forward, wondering where her skills can take her from here. 

Programs like JVS are working tirelessly to make more stories like this possible. With a focus on skills over experience, they bring in valuable candidates to industries that may otherwise be restricted to them.

5. Manufacturing

Steelcase, a furniture manufacturing company, wanted to build a fairer place for employment opportunities and encourage better representation for employees of color. So they adopted skills-based hiring practices.

They’re far from the only ones. According to TestGorilla’s State of Skills-Based Hiring report, 85% of businesses in 2023 had the goal to increase diversity.

And companies are succeeding at this by implementing skills-based hiring: 91% of organizations saw an increase in diversity due to skills-based hiring.

Steelcase realized that if they truly wanted to boost their DE&I initiatives , traditional hiring methods wouldn’t do.

They decided their hiring processes needed to be revamped for the better, so they adopted some new practices:

Prioritizing skills over resume and pedigree

Removing experience requirements wherever possible

Favoring continuous improvement over perfection

Revamping job descriptions to reduce biased language

Prioritizing diversity among equally qualified candidates

Steelcase decided that practices like these would enable them to reach diverse talent organically, and it worked. Since the program started, Steelcase’s new hires are 55% women and 30% racial or ethnic minorities.

Steelcase’s initiatives are amazing, so we encourage similar active moves to boost diversity. To read more about this topic, read our blog on why being intentional about workplace diversity is non-negotiable .

6. Software

ADP, an HR management software company, adopted a recruiting strategy to focus on skills , rely less on credentials, and make an effort to provide opportunities for candidates with nontraditional backgrounds.

This strategy included training talent acquisition professionals on best practices, hiring specific diversity recruiters, removing degree requirements from high-volume recruiting roles, and leveraging better training and mentorship for new hires.

What were the results? ADP saw great success in one year:

An increase in the number of candidates with no college degree

An increase in Black representation in the candidate pool

An increase in Hispanic representation in the candidate pool

This program was heavily inspired and backed by Maria Black, the chief executive of ADP, and her strong belief in corporate social responsibility.

She has a strong passion for supporting working women, veterans, and other underrepresented talents.[2]

Maria is an excellent example of the power of leading from the top. When your company’s leadership supports a great cause, it benefits both employees and company alike and builds a better organizational culture .

Next, let’s take a look at some case studies about the regions and countries that are taking on skills-based recruitment practices. For more on this subject, check out our post on skills-based hiring around the world .

The countries and regions using skills-based hiring: recruiting case studies from around the world

7. Maryland, USA

In 2022, the state of Maryland dropped four-year degree requirements for thousands of jobs in the government sector.

The aim of this initiative was to draw attention to the value of alternative credentials and experience. State officials want to give people a better shot at securing a stable, fulfilling job.

Governor Larry Hogan was quoted as saying:

“[W]e are ensuring qualified, non-degree candidates are regularly being considered for these career-changing opportunities.”[3]

Over 38,000 people work for the state of Maryland and it’s estimated that more than half of those jobs can be performed by people whose alternative skill routes can easily substitute for a college education.

These alternative routes include:

Life experience

Non-relevant job experience

Hobbies and volunteer work

Alternative training

Community college education

Maryland estimates that about 47% of its working population are STARs (skilled through alternative routes). That’s 2.8 million workers, and these people need solid opportunities – opportunities that they can access through skills-based hiring.

To learn more about how unnecessary degree requirements are holding top talent back, read our blog on degree inflation .

8. Indiana, USA

Indiana’s tech leaders are struggling to attract and retain great talent. They’re facing a major skill shortage and they can’t solve it with the “usual” hiring methods.

Traditional recruiting methods exclude over 95% of Indiana’s workforce.

Indiana has a workforce of 3,332,239 people, but consider this:

A four-year degree requirement removes 75%

Biases can eliminate up to 30% of the pool

Requiring specific past experience removes 93% of the talent pool

With all of that in mind, a pool of more than three million candidates is reduced to just over 42,000.

Indiana’s Office of Technology (IOT) realized that skills-based hiring practices could fix this problem and solve their shortage.

They started by removing degree requirements from most job descriptions, then took the next step and started offering reskilling opportunities to workers from alternative industries, such as line cooks and truck drivers.

Tracy Barnes, IOT’s chief information officer, said that the results of the program have been positive and they’re “very pleased” so far. She also said that she’s equally excited to see the positive life impacts for the candidates involved.

9. Asia-Pacific

Skills-based hiring is quickly gaining traction in the Asia-Pacific area.

One study showed that 79% of businesses in the Asia-Pacific area look for skills when hiring versus the 21% that prioritize education and experience.[4]

The same study found that internal mobility is more important than ever and that companies want to prioritize gender equality and disability inclusion . These points can also be accomplished by adopting skills-based hiring.

Asia-Pacific is looking to skills-based practices to improve the future of their recruitment processes, but Singapore-based TruTrip is already reaping the benefits .

TruTrip is a business travel management company that needed help assessing candidate skills and hiring the best candidates, so they gave TestGorilla a try.

Here are a few ways that TestGorilla’s pre-employment skills testing helped TruTrip’s recruitment processes:

Gives them a way to objectively assess applicants’ skills and knowledge

Helps them eliminate bias from the hiring process

Enables them to consistently make better hiring decisions

Reduces their reliance on resume screening

Enhances teamwork and communication

Improves the employee experience of new hires

According to Hugh Batley, the founder of TruTrip, their new hires are a better fit. These employees become great contributors and have a better initial experience with the company.

TestGorilla also helps TruTrip save thousands of dollars by reducing the chances of a costly mis-hire. 

This isn’t unusual. According to TestGorilla’s State of Skills-Based Hiring report, 92.5% of organizations using skills-based practices saw a reduction in mis-hires in 2022.

10. The UK and the EU

The UK and the EU have developed a strong focus on skills over the past few years.

Interest in skills-based hiring in the UK rose 63% from 2021 to 2022 . This drastic increase is due to employers wanting a wider talent pool and candidates prioritizing and valuing their alternative experience.

This move is helping job opportunities reach the 73.6% of people in the United Kingdom who don’t possess a four-year degree. [5]

As for the European Union, they developed the “Pact For Skills” program in 2020. This program was created to encourage and fund better upskilling and reskilling while also promoting greater diversity and gender equality.[6]

A good example from both areas is the British-Lithuanian bank, Revolut.

Revolut adopted skills-based hiring by using TestGorilla’s skills tests and, as a result, improved their time-to-hire by 40% .

Among many other benefits, Revolut found TestGorilla’s language tests life-saving. Assessing language proficiency is essential for a multinational company, but traditional methods are time-consuming and laborious.

TestGorilla’s language tests help Revolut to quickly and easily evaluate their candidates’ reading, writing, listening, and speaking skills. This helped them to nearly fully automate their screening process, improving time-to-hire greatly.

To read more case studies and success stories about skills-based hiring, check out our 10 stories that demonstrate the power of skills-based hiring or our collection of customer case studies .

Here are 3 top picks from our case studies:

Revolut improves time-to-hire by 40% using TestGorilla

Design Pickle uses TestGorilla to boost application completion rate by 25%

TestGorilla helps TruTrip to save money and improve employee experience

If you’d like to acquaint yourself with a solid skills-based hiring practice, browse our test library and review our skills tests.

“JVS 2022 Impact Report”. (2022). JVS . Retrieved March 6, 2023. https://impact2022.jvs.org/

“Maria Black, president and CEO”. (n.d). Business Roundtable. Retrieved March 6, 2023. https://www.businessroundtable.org/about-us/members/maria-black-president-and-ceo-adp

McGraw, Mark. (April 4, 2022). “Dropping Degree Requirements: Do Employers Still Care About Education?”. World at Work . Retrieved March 6, 2023. https://worldatwork.org/resources/publications/workspan-daily/dropping-degree-requirements-do-employers-still-care-about-education

“The Future of Talent”. (2021). LinkedIn . Retrieved March 6, 2023. https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/future-of-talent-whitepaper.pdf

“Overview of the education system”. (2022). Education GPS . Retrieved March 6, 2023. https://gpseducation.oecd.org/CountryProfile?primaryCountry=GBR&treshold=10&topic=EO

“Pact for Skills”. (November 10, 2020). European Commission . Retrieved March 6, 2023.  https://ec.europa.eu/social/main.jsp?catId=1517&langId=en

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Executive search. recruitment. talent advisory. career coaching. outplacement., case studies in the recruitment process – an assessment method for gathering data on a candidate.

case study related to recruitment

Recently I started recruiting for a management consulting company who uses client case studies as part of their selection process. For them, it has proven to be an effective way of gathering information on a candidate to assess suitability.

To better understand the use of case studies in the recruitment process, my assistant Laura and I did research into the topic, this blog post is to share that information with you.

An overview of case studies in the recruitment process

Case studies are used as a method of competency measuring. Competency methods can focus on technical abilities, social and behavioural skills, or a combination of the two.

Case studies are most popular in management consulting (though they are used in some other industries) since they are able to mimic the kinds of tasks that would be required in the job.

They are done face-to-face during a specified time slot or given to the candidate to complete in their own time.

See Hiring by Competency Models, Patty Grigoryev (2006)

University of Sydney, Case study interviews https://sydney.edu.au/careers/students/applying-for-jobs/interview-tips/case-study-interviews.html

Research on case study efficacy

The premise behind administering a case study as an assessment method is that it offers a level playing field, to some degree, by allowing shortlisted candidates to demonstrate their technical abilities and personal qualities irrespective of past experience and qualification(s).

Case studies enable interviewers to see the strengths and weaknesses of candidates in action, including:

  • Engaging in logical and analytical reasoning.
  • Thinking creatively and generating innovative solutions.
  • Problem-solving.
  • Working under time pressure.
  • Effective communication skills, including presenting in front of one or several interviewers and using a whiteboard to express concepts.

Case studies are detailed in their nature, add cost to the overall recruitment process (because they require time and resources to administer) and are often one of the final stages in the recruitment process.

Reducing the risk of a bad hire

It is well-established that the costs of a bad hire for a business are huge, especially in leadership roles where it can affect the performance of the whole team.

The hard costs of a bad hire are estimated to range between 50% and 200% of the first-year salary. In management consulting, a bad hire cannot only affect the internal team – a poor client experience can have significant impacts from a brand and billing perspective.

Finding ways to reduce the number of bad hires isn’t easy, case studies have been developed to provide additional data points to make a more informed hiring decision. Using competency modelling methods such as case studies, it has been shown to increase success in hiring decisions, with the most significant improvement stemming from a better culture fit.

Talent Management 360, Using case studies to recruit talent https://talentmanagement360.com/using-case-studies-to-recruit-talent/

Case studies and management consulting companies

Big 4 accounting firms and strategy consulting houses like McKinsey and Bain consistently use case studies in their recruitment process, for example:

PWC appears to only use case studies in relation to taxation and when hiring recent graduates. They are described as “provide students with realistic fact situations in which a number of tax problems and opportunities can be identified”. They acknowledge that law students and business students may choose to approach them differently and give some background regarding the issues and deliverables expected, such as that students are expected to “incorporate a certain amount of tax planning into their solutions”.

https://www.pwc.com/us/en/careers/university-relations/tax-case-studies.html

By contrast, Deloitte’s approach is broader. The case interview is designed to assess problem-solving and analytical skills, as well as logic and strategy. However, it is also designed to give candidates an insight into their prospective role, since the cases align with real projects. They clearly step out a five-step approach that candidates should use to address the case interview and give a list of helpful tips that they recommend will help interviewees get the most out of the experience. There is also an interactive case interview practice website ( http://caseinterviewprep.deloitte.com/ ) designed to assist.

https://www2.deloitte.com/us/en/pages/careers/articles/join-deloitte-careers-case-interview-tips.html

McKinsey & Company who are notorious for gruelling recruitment methods, with some prospective employee’s having up to 20 interviews before receiving an offer, including a compulsory case interview.

McKinsey offer four example case interviews, which can all be found at this link:

https://www.mckinsey.com/careers/interviewing

Bain states that any candidate applying for a consulting role should expect a case interview, and those cases will be based on Bain’s client work. They provide two examples, as well as a mock interview for candidates to watch:

https://www.bain.com/careers/interview-prep/case-interview/

Capital One

Capital One also has a detailed case study guide which demonstrates what they will assess (problem solving and analytical skills) as well as providing examples:

https://jobs.capitalone.co.uk/business-analyst-case-study-guide

Time allotted

The PWC case studies are to be done in the student’s own time, but there is a general guideline offered: “The time required of the student to complete the case requirements will vary greatly, depending upon the level of tax knowledge of the individual student, their software skills, and the number and type of issues in each case. As a very general guideline, each case study, with all issues included, should require not less than 10 hours of issue formation, research, and analysis by a graduate tax student, before the final deliverable(s) are developed.”

Deloitte’s case interview preparation page states that each case is 15-20 minutes long but does not give any set time limits and there is no suggestion that responses are timed.

See PWC Case Studies in Taxation https://www.pwc.com/us/en/careers/university_relations/documents/Case-Studies-in-Taxation-2018.pdf

Measuring the responses

PWC’s case studies are designed to test both technical skills (tax knowledge, Excel ability) and broader skills such as problem solving and creativity. It is stated that the ‘deliverables’ can be in many forms including “a letter to the client identified in the case study, a memo to the client file, or preparing a ruling request for the IRS. Some case study users require oral presentations. These may take the form of a straight presentation or role-play in the setting of a client meeting, resolution of an audit, or representation of a client in a court.” Actually measuring these is not expressly dealt with, but the document does provide a set of solutions to each case study for comparison, akin to a marking key.

By comparison Deloitte is focused less on finding the ‘right answer’ and emphasises that candidates will do well by clearly demonstrating a logical thought process. Having a clear structure and acknowledging any assumptions are listed as recommendations. Possible answers are given in the example attached and they focus on having both justifications and implications for each point. It’s all about the ‘how’ rather than the ‘what’. For numerical/technical questions however, there is a clear right and wrong.

Other methods of work sample testing

There are alternative methods for collecting data points on a candidate, these include: written questionnaires, take home or in office real life job tasks, online assessment tools and group assessment centres.

One hiring manager I was recruiting for would take a full two hours to conduct an interview with a candidate. In the first hour he would cover off behavioural and company ‘fit’ questions, in the second hour he would launch into a long list of technical questions, including real case study examples from working at his company.

This thorough approach made the hiring manager more confident in his decision to hire the individual (or not hire if the candidate wasn’t strong enough).

Here are some other quality articles on evidence based interviewing and testing.

  • The Case for Evidence Based Interviewing: Part 1 and Part 2
  • Assessing Soft Skills

When I’m engaged to conduct a recruitment process for a client I recommend gathering as many data points on the candidate as possible – including a type of work sample, if possible.

I’m always looking for ways to help organisations recruit better. Leveraging years of experience in corporate recruiting I can assist with finding the bottlenecks and weak points in your hiring process and improving hiring outcomes.

Find out more about my services here: https://elite-human-capital.com/consulting-services/

To talk with me about how I can help, make contact today.

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Home » Management Case Studies » Case Study: Google’s Recruitment and Selection Process

Case Study: Google’s Recruitment and Selection Process

Google Inc., the world’s largest and most popular search engine company, is also one of the most sought after companies in the world. Due to the popularity of the company caused by its highly attractive compensation and benefits packages for its employees, millions of job applications are constantly received by Google on an annual basis. While other companies envy Google for attracting and acquiring such highly-talented and highly-skilled individuals from all over the world, the company finds it as a serious cause of dilemma.

When Google Inc. topped the ranks for the most popular companies in the world , it could no longer contain the number of applications it receives from thousands of job hunters from all over the globe. And since the company aims to hire only the best employees that fit the organizational culture and standards of Google , the company started thinking of ways to better improve its recruitment and selection process for its would-be employees.

In an article released in New York Times in 2007, Google Inc shared its non-traditional, highly creative and unconventional approach of selecting and hiring employees. Initially, the Google management sought the aid of its highly-competent and well-skilled technical staff in order to find ways to quickly go through and review the millions of applications it stored in its recruitment database.

Google Recruitment and Selection Process

The Google Inc management also decided to focus on the distinct behavioral characteristics and personality that separates Google employees from any other employees in other known companies. It shifted its focus from academic qualifications and technical experiences to the applicant’s personality , creativity , leadership capacities , innovative and non-conventional ways of thinking and the applicant’s overall exposure to the world. The academic qualifications and the intensive job experience just came in as second priorities of the company in choosing the best candidates for any open positions.

Since then, the Google Inc company not only became known for its outstanding and “luxurious” job compensation and benefits packages it offers its employees, but also in making use of some of the most powerful recruitment assessment tools capable of picking the best employees in the world that fit the standards set by Google.

The Google Recruitment Process

One of the most notable statements of Eric Schmidt , the CEO of Google Inc. is that “Google invests in people.” The main reason why people from different cultures, have been dreaming of being recruited and hired by Google is that the company offers possibly the most outstanding job compensation packages any normal employee could ever enjoy.

In order to attract the best employees, Google draws them by the promise of wealth and luxury, providing their employees with almost everything an employee could possibly need, from absurdly high compensations to extravagant and luxurious benefits like gourmet food, carwash, gym, snacks, exercise classes, dry cleaning services, car services, haircuts, oil changes, massages, checkups and many more, all for free.

Nevertheless, the recruitment process was also far beyond ordinary. Several people who have had experience in the Google recruitment process narrates that the experience was totally nerve-wracking. One applicant who underwent interviews for Google has had five to seven interviews in one day for two to three straight days. That applicant claims that the interviews were really tough with some of the brightest people in the world, conducting the interviews filled with brain teasers, algorithmic problems, and IQ tests.

Another applicant who also have had experiences in the recruitment process of Google claims that his Google experience was one of the most nerve-wracking adventures of his life. The interviewers were looking for extremely bright individuals and so the recruitment method was filled with IQ tests, brain teasers, algorithms, data structures, and a lot of mathematics involved in it.

The Google Selection Process

Google is no doubt the world’s best recruitment leader. Google is known for various unique approaches that it has utilized in order to attract the cream of the crop or the best of the bests. One way is through employment branding. Google has so successfully utilized their brand in order to attract the most talented and highly-competent individuals in the world. Because of their claim of providing the best employee-employer experience supported by the many perks, benefits and high salaries that Google employees get to enjoy, Google became the most desired companies for men and women in the world.

While the work and job responsibilities in Google are not that easy, the stock options benefit is one of the key drivers of retention and continuous acquisition of the best employees for this company. In 2007, employee turn-over at Google was reportedly less than 5% which was simply phenomenal. People didn’t want to leave the company because the amazing provisions and benefits that the company offers its employees. Moreover, the creative approaches of Google when it comes to hiring and retaining employees were simply exceptional. Employees claim that money was never an issue for Google in terms of utilizing it to take care of its employees.

One notable recruitment technique that Google utilized in 2006 was the targeted and unobtrusive approach to sending recruitment messages. Google crafted a simple technique to recruit the best students in certain schools and universities to work for them. They allowed people from these schools to access the search portal of Google wherein the students’ IP address would be identified to see from what organization the person belongs into. The technique was successfully executed using a minimalist and unobtrusive style of recruitment wherein below the search box, the Google system would know whether the targeted student is graduating or not and whether or not they intend to work for Google after graduation. The approach was definitely a successful micro-targeted approach. It was also in the same year when Google opened up to the idea of an Employee Referral Program. In putting up this program, Google made sure that it would deliver them a world-class employee whose personality, qualifications and work ethics reflect the Google standards.

A year passed by and Google’s attempts for recruitment innovations continued to improve. In 2007, Google developed a simple and effective assessment tool to screen its millions of applicants all over the world via an algorithm assessment tool. The algorithm technique effectively separated the top and the best performers from thousands of candidates vying for a position. Moreover, the assessment tool was made sure to successfully predict the best possible candidates from the least and the average and has managed to resolve the issue on the usual assessment tools being used by most companies, relying mainly on the academic qualifications and intensive industry and job experience.

Truly, what separates the Google recruitment process from the typical and the usual recruitment methodologies that other companies employ is its ability to accurately identify the best candidates for the position using a more data-based and scientific approach to the recruitment process. Also, it has significantly reduced the reliability of interviews, which for most companies, serves as the final indicator of how well an employee will perform at work. Furthermore, the algorithm approach which is a common business model that the company employs was effectively used to assess whether potential candidates can indeed perform given the high performance standards of Google.

The secret to be selected as a Google employee is that one has to think a lot like an “engineer”. Apparently, Google expects their employees to be highly quantitative and highly analytical as well as highly capable of dealing with too many data all at the same time. During the interviews, an applicant must also be able to demonstrate his skill or capacity by writing codes, intelligently analyzing case studies and brain teasers and solving algorithmic problems on the spot. Also, Google is searching for applicants who are highly practical and are capable of making something out of nothing that people can make use of.

The Google Interview Process

Since Google is known to be the ultimate recruitment and selection machine, its interview processes are also the most grueling experiences an applicant could ever have. Usually, the interviews begin using the telephone. Once the phone interviews conducted have been successful, the applicant would be scheduled by the recruitment officer and be invited for a series of five to ten interviews in one day with ten different people. For some people who have successfully undergone this process, they described it as the most excruciating employment experience of their lives as a lot of mental gymnastics were necessary to prove your skills.

There were many instances when the applicants were asked to write codes, brain storm, role play or solve mathematical equations on the spot just to prove that they are highly-skilled and competent. In other instances, the applicants are even tested of their marketing skills even though the position an applicant is applying for is highly technical. The interviewers seem to have control and power over the applicants letting them do everything just to prove that they are worthy for the position. Common questions involved computer network problems, Java programming and algorithms by which Google is known for.

Moreover, other applicants can rate and share comments on another applicant which Google can track and use as another basis for hiring or not hiring an applicant. Overall, the process was a lengthy, tedious and nerve-wracking experience which can possibly traumatize anyone whose dream is to work for one of the most prestigious companies in the world. Nevertheless, the perks and benefits are limitless and are more than enough to compensate for such a tough employment experience.

Related posts:

  • Best Practices in Recruitment and Selection
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  • Recruitment Process Outsourcing (RPO) – Definition, Benefits and Risks
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  • Selection Process in Human Resource Management

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case study related to recruitment

13+ HR Case Studies: Recruiting, Learning, Analytics, and More

Reposting a piece from the blog over at Lighthouse Research because I know not all of you subscribe over there!

case study hr

While much of the work we do at Lighthouse Research & Advisory focuses on quantitative research studies, we do a fair amount of qualitative research as well. We’ve collected case studies over time (and continue to) that highlight interesting approaches and examples of innovation within human capital management. The list below offers a wide variety of industries, examples, and flavors for you to learn from.

Want to see another topic or example not listed here? Comment below and and I will see what we can do to find that for you!

Wal-Mart, Automation, and Compassion Training

Walmart’s Fastest Growing Line of Business is Delivering Experiences

The Motley Fool: Blending Talent Management and Engagement

Motley Fool: The Coolest Talent Processes You’ve Never Heard Of

Chipotle: How Internal Mobility Reduced Turnover by 64%

Internal promotion-how Chipotle reduced turnover by 64%

Adtran: Using Hackathons for Employer Branding, Employee Development, and Retention

Using Hackathons for Branding and Retention

Stout Advisory: Performance Management, Peer Feedback, and Employee Engagement

How to Radically Change Your Performance Management Practice [Podcast]

H&R Block: Seasonal Hiring, Strategic Recruiting, and Hiring Manager Communications

Patagonia: measuring the roi of hr programs, hr strategy, employee perks and benefits.

Measuring the ROI of HR Programs is Critical: Here’s How Patagonia Does It

Hot Chicken Takeover: Employee Benefits, Corporate Culture, Leadership, and Social Responsibility

Can a Business Grow Competitively While Doing Social Good? [Podcast]

AlliedUniversal: Talent Acquisition, Employee Referrals, and High-Volume Hiring

How Does AlliedUniversal Hire 90,000 Workers a Year? Referrals and PURPOSE [Podcast]

Duie Pyle: Remote Worker Engagement, Blue Collar Challenges, and Competitive Recruiting

Talent Lessons from the Transportation Industry [Podcast]

Ohio Living: Core Values, Company Culture, and Employee Recognition

We’re Only Human 39: Ohio Living Serves 70,000 Clients Annually with Core Values

Cox Enterprises: HR Analytics, Business Impact, and Strategy

We’re Only Human 53: How to Partner with Your Talent Analytics Team

McDonald’s: Learning Measurement, Business Impact, and ROI

Southwest airlines: corporate culture, employee perks, and employee engagement.

We’re Only Human 40: How Southwest Airlines Lives and Breathes Corporate Culture

HJF: HR Technology Selection and Implementation, HR Leadership, and Modernization

We’re Only Human 55:The HR Leader’s First Year on the Job

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We Can Now Automate Hiring. Is that Good?

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  • December 12, 2013

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The Talent Needed for Social Impact

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The 10 Commitments Companies Must Make to Advance Racial Justice

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  • June 04, 2020

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3 Myths About Hiring People with Criminal Records

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  • December 13, 2023

Executive Psychopaths

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  • From the October 2004 Issue

Finding a Job When You've Been Out of Work a While

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Imagine a Hiring Process Without Resumes

  • David DeLong
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  • January 05, 2021

Are Bad Managers Holding Back Your Best Talent?

  • Alfredo Behrens
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Rethink Your Employee Value Proposition

  • Mark Mortensen
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  • From the January–February 2023 Issue

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How to Make Leadership Positions More Enticing to Primary Care Physicians

  • Amber L Stephenson
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  • June 29, 2023

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To Build Less-Biased AI, Hire a More-Diverse Team

  • October 26, 2020

How to Assess a Job Candidate Who Doesn’t Fit the Mold

  • Anna Ranieri
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Two Ways to Improve Gender Balance in Tech

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How to Write a Cover Letter

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Mr. KLM (B): Captain van Zanten

  • Ulf Schafer
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Parents Who Lead: The Leadership Approach You Need to Parent with Purpose, Fuel Your Career, and Create a Richer Life

  • Stewart D. Friedman
  • Alyssa Westring
  • March 10, 2020

Hewlett-Packard: Culture in Changing Times

  • Michael Beer
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  • James Weber
  • February 05, 2004

Hailing a New Era: Haier in Japan (A)

  • Carlos Sanchez-Runde Sanchez
  • Yih-teen Lee
  • Sebastian Reiche
  • Yen-Tung Chen
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Jennifer Gaston

  • Bethany Coates
  • October 19, 2007

Connect: The Knowledge Network (B)

  • January 01, 2004

Shivani Carriers Pvt. Ltd.: Managing Employee Motivation at the Bottom of the Pyramid

  • Kirti Sharda
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Zeynep Ton: The Good Jobs Strategy (Multimedia Case)

  • Francesca Gino
  • Frances X. Frei
  • April 01, 2021

Uria Menendez (C)

  • Robert G. Eccles
  • January 10, 2008

The On-Demand Economy

  • Cynthia A. Montgomery
  • Elizabeth Anne Watkins
  • September 15, 2015

Glass-Shattering Leaders: Michele Hooper

  • Boris Groysberg
  • Colleen Ammerman
  • April 16, 2021

Two Tough Calls (A)

  • Joseph L. Badaracco Jr.
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Workadoo: Revolutionizing the Staffing Market

  • Franziska von Braunmuhl
  • Theresa Roring
  • Willem Hulsink
  • December 31, 2019

Box: The Evolution of Management Practices in a Start-up

  • Kathryn Shaw
  • Debra Schifrin
  • June 01, 2015

Mr. KLM (C): Jaap

Development and promotion at north atlantic hospital.

  • Lisa Leffert
  • Kerry Herman
  • Libby Williams
  • January 24, 2011

Entrepreneurship Reading: Attracting Talent and Building Ecosystems

  • Lynda M. Applegate
  • Carole Carlson
  • September 01, 2014

Hailing a New Era: Haier in Japan (B)

Pravost consulting services.

  • Andrew Wasynczuk
  • Tiffany Y. Chang
  • January 30, 2018

Organizational Transformation in a Taiwanese Company

  • Anne Marie Francesco
  • Chang-I Bonnie Chen
  • March 27, 2000

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How to Lead Now (HBR Special Issue)

  • Harvard Business Review
  • May 09, 2024

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How to Think More Strategically (HBR Special Issue)

  • February 07, 2023

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7 Steps to Building a Successful Talent Acquisition Team (+Netflix Case Study)

Analytics in HR

AUGUST 8, 2023

Talent acquisition team structure Examples of organizations’ talent acquisition team structures 7 Steps for building a talent acquisition team How to measure the success of a talent acquisition team Case study : Netflix’s talent acquisition team What is a talent acquisition team?

case study related to recruitment

How to Find the Best North Carolina Manufacturing Recruiters?

Recruiters Lineup

JUNE 3, 2024

This is where manufacturing recruitment agencies NC come in. The best element about partnering with manufacturing recruiters to find talent is an improved hiring process. Plus, you get to save time and other resources that you would have used to conduct the recruitment yourself. Below are some factors.

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EmployeeConnect

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15 HR Analytics Case Studies with Business Impact

NOVEMBER 5, 2018

For this article, I have collected 15 of the best HR analytics case studies I’ve come across in the past two years. Each of these case studies are connected with a concrete business impact. For each case study , I will refer to their original publication. 15 HR Analytics Case Studies .

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Children’s Mercy Hospital Case Study

Stories Incorporated HR

APRIL 8, 2020

Want this case study as a PDF? How Children’s Mercy is Using Content to Drive Recruiting Efforts. The post Children’s Mercy Hospital Case Study appeared first on Stories Incorporated. Reading Time: 6 minutes. Find it here ! We heard powerful and moving stories from all of our CM storytellers.

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Case Study: Strategic Workforce Planning for Rail Infrastructure Managers

MARCH 30, 2020

In this case study , strategic workforce planning is applied to solve this national problem, impacting millions of commuters. The TWP process estimates the turnover in the coming 18 months to plan and execute required recruiting efforts, rigorous psychological testing, and 9 months of training periods for new employees.

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How to Identify Top Hospitality & Tourism Recruiters in Miami

JUNE 24, 2024

However, the sector experiences a challenge in talent acquisition due to current recruitment trends. The recruitment landscape is shaped by advanced technology, remote work, diversity and inclusion, all focused on improving the hiring experience. So, this article gives you a guide on how to find the best tourism recruiters in Miami.

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How to Find Aerospace Recruiters and Executive Search Firms in Seattle

MAY 14, 2024

Employees are the backbone of every company’s success, and Seattle aerospace recruiters have proven reliable in sourcing the best talent. So, if you are looking for a reliable aerospace recruiter , we are here to give you proper guidance. Here are some of the elements you should factor in when selecting an aerospace recruiter .

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A Guide to Finding Ohio Automotive Recruiters

APRIL 30, 2024

It all starts with finding the best automotive recruiting partners to help source top talent. With skilled recruiters , you are guaranteed to hire top talent who will help you achieve your business goals. Since many employers find it challenging to choose the best Ohio automotive recruiters , we have prepared this guide to help.

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Case Study: Carers Queensland

MARCH 15, 2022

We hired an extra 400 staff via manual processes; conducted recruitment with handwritten notes for interviews; sent out letters with onboarding packs in the mail, and requested the new employees to post or deliver them back. How has the ‘ Recruitment ’ Module in EmployeeConnect solved your problems?

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A Case Study in Hiring with Intentionality, Not by Accident

JANUARY 12, 2024

In this conversation between Ben and Nicole Hirsch, a senior recruiting leader, you’ll hear how to approach this with intentional focus in order to drive the best hiring results. Show Notes Thanks to Brighthire for connecting us with Nicole!

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Dell Technologies Case Study

DECEMBER 4, 2020

In our Dell Technologies case study , we share Stories Inc.’s has been working with Dell for years to create recruitment marketing content campaigns that attract women in tech, veterans, and interns. delivered a content library for all recruitment marketing stakeholders to use. Get the full case study .

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13+ HR Case Studies: Recruiting, Learning, Analytics, and More

SEPTEMBER 3, 2019

As someone who has worked in the HR profession, I know well the full value of stories, examples, and case studies . While much of the work we do at Lighthouse Research & Advisory focuses on quantitative research studies , we do a fair amount of qualitative research as well. How to Lead a Hiring Team.

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Laser-Focused on Recruiting to Hire A Players | ClearCompany

ClearCompany HRM

APRIL 21, 2022

To view more real client case studies and see their success using ClearCompany, take a look at our client page. See how Milan revamped # recruiting with ClearCompany’s ATS: A Look into Milan Laser Hair Removal. . ClearCompany Transforms Recruitment at Milan. Cleared a critical bottleneck in the recruitment process.

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Recruiting Feedback Case Study: The Recruiting Revenue Connection

MARCH 11, 2019

In our latest recruiting feedback case study , Craft Brew Alliance (CBA) demonstrates that asking the right questions at the right time can dramatically affect overall recruiting effectiveness AND uncover powerful connections between recruiting and revenue generation. Recruiting and Revenue.

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Revolutionizing Talent Recruiting With AI-Enabled Application Tracking System: Bayzat as Case Study

MARCH 28, 2024

ATS software are dedicated automation tools that simplify the recruiting process for employers and talents. The systems then naturally implement these sequences, typically screening resumes, shortlisting the best applicants, scheduling interviews, and notifying recruiters of scheduled appointments. How Does AI Enhance ATS?

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Finding the Perfect Fit: How Finance Recruiters Can Help Hiring Managers and Job Seekers

Professional Alternatives

FEBRUARY 2, 2024

[link] Finding the Perfect Fit: How Finance Recruiters Can Help Hiring Managers and Job Seekers The role of finance recruiters in the job market The job market can be a daunting place for both hiring managers and job-seeking candidates, especially in the highly competitive field of finance.

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How To Apply Design Thinking in HR (+ 3 Case Studies)

AUGUST 16, 2023

Recruitment and onboarding Consider how candidates experience the recruitment process. Diversity and inclusion Ideate and prototype strategies for attracting diverse talent and reducing biases in recruitment . Solution: The HR team mapped out each step of the recruitment process from the candidate’s perspective.

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Case Study: Donaldson

DECEMBER 24, 2020

Recruiting . Download the full case study here. User-friendly software. Paycor Onboarding saves Jeanette and her team 80 hours a year. Donaldson partners with Paycor to streamline processes, manage employees and increase productivity. Onboarding. HR & Benefits Admin. ACA Paycor Time. Want More Information?

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Recruiting Case Study: UiPath Uses Survale to Ensure Consistent, Predictable, and Repeatable Candidate Experience

AUGUST 31, 2022

In this new recruiting case study UiPath, a leading enterprise automation software vendor, details how they placed candidate experience at the center of their hiring process. UiPath also uses candidate and hiring manager feedback to improve performance and align recruiters and hiring managers around common metrics.

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Case Study: MarketGap’s Innovative Strategy for Agile Workforce Evolution

JUNE 30, 2023

Partnering with organizations and agencies that focus on promoting minority talents, such as minority professional associations and diversity-focused recruitment firms. The post Case Study : MarketGap’s Innovative Strategy for Agile Workforce Evolution appeared first on Hppy.

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What is HR Analytics? All You Need to Know to Get Started

FEBRUARY 28, 2024

This has a significant impact on organizational performance , leading to as much as a 25% rise in business productivity, a 50% decrease in attrition rates, and an 80% increase in recruiting efficiency. Example: Exploring recruitment data to discover the key attributes of an ideal candidate for a particular position.)

Using Talent Sourcing Platforms To Save Recruiter Time

Select Software Reviews

MAY 17, 2019

Talent sourcing has become an incredibly important part of any recruiting strategy. In response, recruiters have been forced to rely more and more on outbound means to engage potential hires. Full desk recruiters don’t want to source. Source cfo.com. Sourcing is all these companies do.

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ApplicantStack Featured in Case Study of Home Health Agency & Hospice

ApplicantStack

NOVEMBER 17, 2022

Integration partner Verified First featured ApplicantStack in a case study of Angels Care Home Health and Angels Care Hospice. The companies needed a new automated hiring system to replace their current manual recruiting process. About Angels Care.

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Case study: Executing a recruitment marketing video plan

MAY 19, 2021

Executing a recruitment marketing video plan sometimes requires research and buy-in. This case study is an excerpt from our new ebook, Getting Buy-In for Your Employee Story Project: The Ultimate Guide to Employer Branding and Recruitment Marketing ROI. Reading Time: 7 minutes. Contact Us. Getting buy-in.

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Predictors of Job Performance: What Drives Insurance Sales Agents [Case Study]

OCTOBER 18, 2022

As the affluent market is sophisticated in needs and wants, it is essential to recruit staff from the same market with all three predictors in mind (i.e., The post Predictors of Job Performance: What Drives Insurance Sales Agents [ Case Study ] appeared first on AIHR. A final word.

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Industry Insights: Senior Care Case study

JANUARY 25, 2022

Our business is laser-focused on employee financial wellness, and one measure of success for us is the degree to which we can improve employers’ ability to recruit , retain and engage their workforce. Get the case study : The post Industry Insights: Senior Care Case study appeared first on Payactiv.

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Product Case Study: Recruiting and Candidate Texting

DECEMBER 11, 2019

After years of manual applicant tracking and unreliable candidate communication, Paycor’s Candidate Texting allowed this commercial insurance recruiter to streamline and expedite his recruiting process. Read through the case study to discover how candidate texting can help with your Recruiting and applicant tracking.

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Case Study: Foundations Counseling

Turning the Corner

OCTOBER 14, 2022

Foundations Counseling leadership knew that standard recruiting approaches were not working. Our methodology helped them take their recruiting to the next level. Consistency and speed are an unglamorous and critical factor in recruiting that is often overlooked. FC needed several new, high-quality counselors to join their team.

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Merck Case Study

MAY 14, 2020

Personalized recruitment marketing content. Merck launched their new recruitment marketing strategy and content with a red carpet premiere party. The post Merck Case Study appeared first on Stories Incorporated. Merck engaged Stories Inc. Jen Hinkle, Director, Global Talent Acquisition. Launching the new content.

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Case Study: EVO Entertainment

JANUARY 28, 2021

Recruiting options were limited and inefficient. Recruiting and onboarding that wasn’t user friendly. EVO partners with Paycor to recruit , onboard, pay and retain their workforce. Recruiting . Learning Management Recruiting . We’ve had some really strong hires because of Recruiting . Challenges. With Paycor.

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Webhelp Case Study: Successful Job Placement with Soft Skills

DECEMBER 7, 2021

With thousands of new hires annually, streamlining the recruiting process had become a critical challenge for Webhelp. In need of a better process to identify top performers for key positions, Webhelp turned to Talentoday to help optimize the job placement process as soon as candidates passed the generic corporate recruitment phase.

Looking for Digital Recruiting Case Studies For New Book

MAY 31, 2019

The book is expected to be out Spring 2020 called Digitizing Talent: Creative Strategies for the Digital Recruiting Age. Workology is the art and science of work, HR and recruitment . I’m excited to announce that I’m working on a new book. Join the resource revolution.

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Case Study: Credit Union

OCTOBER 1, 2020

Today’s case study explains how TimeSimplicity can help a typical small credit union maintain quality customer service while controlling operating expenses through automated credit union employee scheduling. We’ve just added recruiting , onboarding, benefits enrollment, performance reviews, and employee engagement!

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Brundage Management Case Study

Extended DISC

AUGUST 13, 2020

(BMC) is a privately owned Management Consulting Company headquartered in San Antonio, TX.

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Growing Together: Finding the Right Fit for Your Multifamily Property Management Needs

JUNE 20, 2023

The Recruitment Process for Hiring Property Managers Finding the perfect property manager requires a well-structured recruitment process. This can be done through a combination of written tests, case studies , and interviews. Click here [link] to connect with our award-winning Houston recruiters now!”

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9 Digital HR Case Studies with Business Impact

Digital HR Tech

OCTOBER 23, 2019

In this article, we have collected some of the best Digital HR case studies we’ve come across. Each case study is connected to a specific business imperative. More specifically, the organization wanted to increase the number of people their recruiters engaged with. What’s in? Anchor Trust 2. Deloitte 5.

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Case Study: Buy Sod

JANUARY 14, 2020

Recruiting talent. partners with Paycor to recruit , onboard, pay and retain their workforce. Recruiting . Download the full case study here. Without access to tax experts, HR administrators spent multiple hours every pay period reviewing payruns to ensure compliance. Challenges. Lacked employee self-service.

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Case Study: Pure Dental Brands

DECEMBER 7, 2020

Recruiting . Download the full case study here. Pure Dental Brands partners with Paycor to streamline processes, manage employees and increase efficiencies. Onboarding. Time & Attendance. The transition to Paycor was seamless. Ashley Brooker, VP of HR. Want More Information?

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Case Study: Meeder Investment Management

JANUARY 17, 2020

Adding Paycor Recruiting , Onboarding and Learning Management to their HR process helped Meeder Investment Management save time and increase employee engagement. “I Meeder Investment Management, based in Dublin, Ohio, needed an automated recruiting , onboarding and LMS that integrated with their current system. Recruiting .

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The Ultimate Guide to Recruitment Marketing

FEBRUARY 12, 2024

Recruitment marketing has emerged as a powerful strategy to address this challenge by leveraging marketing principles to attract, engage, and nurture potential candidates throughout the hiring process. What is Recruitment Marketing? Key Components of Recruitment Marketing 1.

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Case Study: Urban Chestnut Brewing Company

SEPTEMBER 25, 2020

Pre-pandemic, the craft brewery and restaurant employed 110 people and used different systems to manage payroll, scheduling, recruiting and benefits. Using various systems, some paper-based, for payroll, recruiting , onboarding, scheduling and benefits wasn’t sustainable. Lack of transparency during recruiting /hiring. Recruiting .

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Case Study: The Value Of Pay Transparency And How To Implement It

HR Tech Girl

JULY 5, 2023

The data you need to bring to the table to make your case in your organization needs to come from a macro data set or from a recruiter who is telling you what the new range is for your role in other companies of the same size and stage. You’ll always be able to find a company somewhere that will pay your more.

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Case Study: AMFM

OCTOBER 28, 2019

Now, they’ve completely automated their recruiting and hiring processes while offering employees self-service to view pay stubs and update personal information. Read the case study to learn how Paycor helped AMFM improve efficiencies and reduce their average time-to-hire by 10 days.

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Talent Acquisition Tests in HR: Navigating the Path to Recruitment Triumph

FEBRUARY 9, 2024

Talent acquisition tests have become indispensable tools for HR teams aiming to enhance their recruitment strategy. Read on to learn how talent tests can drive recruitment excellence! Tests that assess critical cognitive abilities, soft skills, culture fit, and more can become pillars of an elevated recruitment blueprint.

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LHH Success Stories in Marketing Recruitment

At LHH, our expertise in the marketing sector is demonstrated through a track record of substantial success across a variety of industries. From national commercial real estate to major retail chains, our ability to provide both temporary and permanent staffing solutions helps companies achieve their creative and strategic goals. Here, we explore four key case studies that highlight our capability to address complex staffing needs and drive tangible results.

Case Studies of Recruitment Success with LHH

1. National Commercial Real Estate Company: A leading company in commercial real estate sought to outsource their creative services nationally. LHH was chosen to support the marketing and communications directors across the organization. Our contributions have ranged from developing C-level presentations for national townhalls to designing websites aimed at boosting sales efforts. Our growing partnership now extends to direct-hire and contract roles, including Creative Directors, Web Designers, and Communication Managers.

2. Major Retailer: Tasked with developing an in-house photography and video studio, a large retailer partnered with LHH to manage and payroll a dynamic team. Our sourced talent was pivotal in exceeding financial and operational targets, helping the studio scale from a core team of 30 to a peak season strength of 60 contractors. The roles filled include Photographers, Videographers, Photo Retouchers, and Marketing Coordinators.

3. Professional Services Firm: A professional services giant launched a strategic initiative to develop a scalable shared services model for marketing. As a preferred partner, LHH supplied a bench of specialized marketers to support global campaigns. Our strategy focused on retaining brand consistency and enhancing international client support, filling roles such as Global Marketing Leads and Digital Marketing Managers.

4. Fortune 50 Retail Company: A top pharmacy chain relies on LHH for freelance and direct hire talent in creative and marketing roles to support their e-commerce and creative studios. Our staffing solutions have placed key roles, from Interactive Retail Creative Directors to Senior Managers in User Experience, enhancing their marketing and creative capabilities.

These case studies showcase LHH’s breadth of expertise and our commitment to delivering recruitment solutions that empower businesses to excel in a competitive landscape. Whether you need interim support or a permanent addition to your team, our tailored approach ensures the right fit for your strategic needs.

Interested in transforming your team with expertly matched talent? Reach out today and let's craft a staffing solution that propels your business forward.

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Consulting Case Interview + Case Study Resources

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Review these firm-provided case interview preparation materials and additional case interview preparation resources to help you prepare for your upcoming consulting industry case interviews. 

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Major study reveals if multivitamins actually help you live longer

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Multivitamin supplements have become a routine addition to many Americans' diets, with as many as 1 in 3 U.S. adults consuming them regularly, but are these daily doses improving overall health and longevity?

A study from the National Institutes of Health (NIH) published Wednesday found that multivitamins won't help extend your life, with researchers reporting, "multivitamin use to improve longevity is not supported."

The study analyzed datafrom nearly 400,000 adults over 20 years. Participants had a median age of 61.5 years old and were generally healthy, with no history of chronic diseases, according to the study published in JAMA Network Open.

The study found no evidence that daily multivitamin consumption reduced the risk of death from conditions such as heart disease or cancer.

Rather than living longer, otherwise healthy people who took daily multivitamins were slightly more likely (4%) than non-users to die in the study period, according to researchers.

Researchers reported nearly 165,000 deaths occurring during the follow-up period of the study, out of the initial group of 390,000 participants.

The study, however, did not analyze data from people with pre-existing vitamin deficiencies.

"What this study shows is that, generally, multivitamins aren't going to help you live longer," Dr. Jade A Cobern, MD, MPH, board-certified physician in pediatrics and general preventive medicine, told ABC News.

"Even though the cost of many multivitamins isn't high, this is still an expense that many people can be spared from," Cobern said.

Cobern explained that, when possible, it's best to get vitamins and minerals from your diet, focusing on increasing vegetable intake and limiting red meat consumption, rather than relying solely on a supplement.

"We can all likely benefit from adding more vegetables and whole grains or legumes into our diets, reducing red meat intake, decreasing our sedentary time and reducing alcohol intake," Cobern suggested.

While taking a multivitamin supplement does not increase longevity, Cobern said it's important for people to ask their doctor to know if a multivitamin or specific vitamin supplement would be helpful in their case, based on their health history and diet.

"If a doctor prescribes a vitamin for someone, it's important to take that medication," Cobern said, adding, "I recommend everyone get routine health checkups and to talk to doctors about your dietary history and disclose any supplements you're taking in those appointments."

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GPSolo eReport

GPSolo eReport June 2024

The Legal Burnout Solution: The Business Case for Attorney Well-Being

Rebecca Howlett and Cynthia Sharp

Jun 20, 2024

  • Legal organizations that actively promote wellness initiatives will be better positioned to attract and retain top talent, especially among younger generations.
  • Recent studies show that prioritizing employee well-being benefits the firm’s bottom line by reducing costs and increasing profits.
  • An investment in employee well-being doesn’t have to cost a lot. Simple mindfulness practices can foster productivity by lowering stress and improving mental clarity.
Take care of your employees, and they’ll take care of your business. It’s as simple as that. Healthy, engaged employees are your top competitive advantage. — Richard Branson

By now, most of us are aware that the COVID-19 pandemic worsened already epidemic levels of mental health concerns and substance abuse among members of the legal profession. In response, many bar associations, law firms, and other legal organizations have pledged to establish mental health programs and services to assist employees with these sensitive issues.

Despite these efforts, according to the recently released Fifth Annual Mental Health Survey of the Legal Profession conducted by ALM Law.com Compass, lawyers and non-attorney legal staff are worse off than they were before the pandemic. The following chart compares the rates of mental health issues reported in 2019, 2023, and 2024.

 
Depression                                    31% 38% 36%
Anxiety 64% 71% 69%
Other Mental Health Issues 12% 31% 28%

Also, the percentage of lawyers and legal professionals who “hate their jobs, struggle concentrating, and feel detached” has increased. Furthermore, some have doubts about the sincerity of their organization’s commitment to their well-being.

The findings of this and other surveys demonstrate the critical need for legal organizations to continue to work on cultivating cultures that view employee well-being as a core value. Not only is this the right thing to do, but it also makes sound financial sense.

Below, we discuss how investing in well-being initiatives is essential for improving (1) recruitment, (2) retention, and (3) work performance—all of which directly impact efficiency as well as the bottom line. We also provide a few practical suggestions for simple actions that can be quickly put into practice.

Well-Being and Recruitment and Retention

Legal organizations that actively promote wellness initiatives will be better positioned to attract and retain top talent, especially among younger generations. Employers take heed: Money and prestige are no longer the most attractive features of a prospective legal gig. Spurred by the pandemic and generational shifts in priorities, the legal sector’s competitive environment now demands a more holistic approach to effective recruitment and retention.

Significantly, well-being has emerged as a priority for legal professionals when considering prospective employment. According to the 2023 Law Firm Culture Survey , 85 percent of Gen Z/Millennial attorneys cite well-being and work-life balance as their top priorities, including a desire for flexible scheduling, mental health support, and healthy work-life integration. (Notably, younger generations also heavily prioritize diversity and inclusion, with 70 percent seeking work environments that actively cultivate equity and inclusion.) This shift indicates a profound change in values, emphasizing the need for firms to adapt to attract legal talent.

Prioritizing well-being is good business. Period. According to Harvard Business Review , the Great Resignation of 2021 reflected an upward trend of employees voluntarily leaving jobs, which has been steadily rising for more than a decade. According to a 2021 report on attorney well-being by the New York State Bar Association, one in four female attorneys and one in five attorneys under 40 are considering leaving the profession entirely . Employee retention is a paramount business concern, as the cost of replacing a junior attorney is, on average, one and a half to two times more than the employee’s annual salary (not including the strain on service delivery, including lost institutional knowledge and lack of continuity on client matters).

Enhancing Organization-Wide Performance

Because of the emphasis on profits in the legal industry, leaders, particularly in the law firm setting, have historically placed their primary focus on numerical metrics while neglecting the personal welfare of employees. By doing so, they have missed opportunities that would ultimately enhance long-term profitability. After all, well-being directly correlates with performance across all job roles within the law firm. Lawyers and staff facing mental health challenges are less productive and more prone to errors, which can significantly impact a firm’s operations and reputation.

Recent studies show that prioritizing employee well-being benefits the firm’s bottom line in two major ways: (1) reducing costs and (2) increasing profits.

For example, according to the “Report and Recommendations of the NYSBA Task Force on Attorney Well-Being ,” for every dollar spent on wellness programs, medical costs decrease by $3.27, absenteeism-related costs drop by $2.73, and productivity increases by $4. Furthermore, those with untreated mental health concerns take twice as many sick days and have four times as much unproductive time at work, averaging five days a month of lost productivity. These statistics underscore the dual financial benefits of reducing costs and generating more profits through enhanced productivity.

According to the study “ People, Professionals, and Profit Centers: The Connection Between Lawyer Well-Being and Employer Values ,” spending money is not the only viable approach. The study found that attorneys who perceive that leadership prioritizes their skills and professionalism enjoy stronger mental health than professionals who believe that they are valued primarily for their financial contributions or receive no feedback whatsoever from their employers. Suggestions for creating a workplace culture that values professionalism and individual skills over financial performance are found below.

Implementation Strategies for Legal Well-Being

A reminder to our generally slow-to-change profession: Change is the only constant in life. Resistance to the ever-evolving state of play will likely lead to undue pain, including an inability to attract and retain top talent and, as a result, lost profits. We recommend that leadership in our legal institutions view this moment as an opportunity to consciously create work environments that align with the evolving priorities of legal professionals of all generations.

Ultimately, fostering a legal culture that prioritizes holistic well-being, inclusion, and collaboration, as well as professional mentorship opportunities, will lead to a happier, healthier, and more effective legal profession for us all. Based on 2023 survey data , among lawyers, below are targeted strategies to attract and retain lawyers of all ages:

  • Create a culture of well-being. To be clear, if you’re going to talk the talk on attorney wellness, you gotta walk the walk. (Indeed, simply playing lip service to well-being without actual organizational buy-in may contribute to more employee burnout!) A true culture shift requires our leaders and decision-makers to embody their stated values around well-being and work-life balance. Prioritize well-being year round—not as a one-off presentation during Well-Being in Law Week. For example, many law firms and law schools are establishing permanent roles and resources dedicated to promoting well-being in their institutions, such as providing on-site counselors and law school curriculum on well-being (including the role of mindfulness).
  • Build sustainable work environments. We have known for years that mental health and burnout rates are plaguing our profession. Again, we see examining the status quo as an intrinsic opportunity to consciously create workplace cultures that are good both for people and for the financial bottom line. For example, remote and hybrid work options are in high demand by younger generations, and they also support working parents. Providing flexible work arrangements can lead to increased employee satisfaction and productivity. We recommend balancing this flexibility with continued emphasis on professional mentorship and leadership training to ensure the next generation is effectively equipped with the requisite knowledge and skills to thrive as our future leaders. The data trends also indicate that diversity and inclusion are top priorities for younger generations. Seek to actively recruit diverse candidates and prioritize implicit or unconscious bias trainings .
  • Foster transparent, open communication. One of the biggest contributors to burnout is feeling underappreciated. Establish and maintain clear channels of communication with employees, including attorneys and support staff. For example, regularly sharing organizational performance data with our team members fosters a sense of ownership and inclusion—which is something Gen X, Millennials, and Gen Z all want. Consistently solicit employee feedback and incorporate concerns and suggestions into decision-making processes. An often overlooked piece of this equation is being transparent and taking the time to explain such decisions. Understanding how organizational decisions were ultimately reached further promotes a culture of trust and goodwill. Even if you don’t implement every suggestion proffered by your employees, there is significant value when they know their voices and concerns are heard and taken seriously by upper management.

Keep in mind that an investment in employee well-being doesn’t have to cost a lot. We issue a personal and professional challenge to our legal leaders: Consistently incorporate mindfulness into your daily law practice—together! Imagine the power of beginning each Monday morning staff meeting with everyone closing their eyes and taking three deep breaths together. Yes, really. If you are data hounds like us, you may even consider monitoring results through a short survey. For context, we recently did this exercise with several hundred attorneys through an ABA CLE program, and 80 percent reported immediate positive effects mentally or physically.

Such a simple mindfulness practice not only can foster productivity by lowering stress and improving mental clarity, but it also can build group synergy and connection. This sends the clear message that well-being is a recognized value of the organization and an active priority of leadership. Get creative and explore mindfulness practices that resonate with your organization—the world is your oyster!

Also, keep in mind that the positive effects of mindfulness are cumulative, which can offer short- and long-term benefits not only to individuals and our workplaces but also for the legal profession as a whole. Indeed, a rising tide lifts all boats. If you accept our challenge, let us know how it goes!

An Investment in the Future

Fortunately, legal organizations are finally acknowledging that the well-being of legal professionals is integral to continued growth and prosperity. Building an internal culture that prioritizes mental health and investing in well-being initiatives yields tangible improvements in the areas of recruitment, retention, and overall performance. The resulting boost in productivity and reduced absenteeism contributes directly to an organization’s financial health. Moreover, shifting the mindset of our profession to one that values well-being not only benefits individuals but also improves the legal profession overall.

Rebecca Howlett

Becky Howlett is an attorney, legal educator, and certified contemplative practices teacher committed to promoting well-being in the legal field and beyond. Becky’s attorney-wellness advocacy began after struggling with...

View Bio →

Cynthia Sharp

Veteran attorney Cynthia Sharp (CEO of The Sharper Lawyer) works with motivated lawyers seeking to generate additional revenue for their law firms. She practiced law from 1982 - 2009 and then embarked on a professional...

Retraction Watch

Tracking retractions as a window into the scientific process

Journal retracts redundant case study of same patient from different authors

case study related to recruitment

Cureus has retracted a 2024 case study after learning it had published a piece about the identical patient, by authors from the same institution, just months earlier.  

The paper, “Lipoma Growing on the Back for 26 Years: A Bizarre Case Report,” was published March 26 and retracted June 17. Three of the four authors are affiliated with Datta Meghe Institute of Higher Education and Research, in Wardha, India. The corresponding author, Samiksha V. Gupta , was a medical student at the institution but has since received his degree. 

The notice states: 

This article has been retracted by the Editor-in-Chief after it has been discovered that this case was already presented and published in Kher C, Chakole S (January 26, 2024) Giant Lipoma: A Case Report. Cureus 16(1): e53000. doi:10.7759/cureus.53000 .

“It was discovered” is doing a lot of work here. 

We asked Springer Nature, which now owns Cureus , how the editors of the journal managed to publish the case study twice, given the distinctive topic and the fact the authors came from the same institution – Datta Meghe Institute of Medical Sciences. 

Graham Parker-Finger, director of publishing and customer success for Cureus, told us:

We understand that the assistant surgeon on the case shared details with physicians who cared for the patient post-op without realizing that the attending physicians were going to publish this case. As a result, the case was submitted and published twice. Both papers went through the review process and the overlap was not identified at the time as the case was written up by two different groups and thus there was no text overlap/duplication flagged by ithenticate.  Additionally, although of the same subject, the photos are different. As soon as we became aware of the issue, we investigated, leading to the retraction of the later report.

In fact, the photos of the tumor, which are available online, are not so very different after all. The only apparent difference is that the colors are more vivid in the retracted image, which also is rotated 90 degrees counter-clockwise. (The caption on one of the images reads: “A swelling of 10 cm × 12 cm x 7 cm was present over the left scapula;” the other “depicts a giant lipoma over the right suprascapular region” – which clearly is incorrect.) The articles also show the tumors after removal, and again, they are obviously identical. 

We asked Parker-Finger if the episode has prompted any changes in process at the publication. He told us: 

The articles were submitted 12 weeks apart with different authors and, as they were written independently, did not contain textual similarities that would be picked up by ithenticate, so identifying the overlap was not possible. It may be worth noting that we receive more than a thousand submissions each week.

We asked Gupta about the duplicate submission, and why he and his colleagues chose Cureus as a home for the paper: 

I sincerely apologize for any confusion caused by the submission of the case. To clarify, I was not aware that my colleagues at Datta Meghe had already submitted the case for publication.  Regarding your question about why Cureus was chosen over other journals, our decision was based on several factors. Cureus was selected because we believed it offered a suitable platform for the dissemination of our research findings, aligning well with the scope and objectives of our work. I understand the importance of addressing this issue promptly.

We were, well, curious how Gupta’s group got the image for their paper. He said: 

I actually reached out to my senior for assistance, and he provided me with all the information and pictures related to that particular case.

Like Retraction Watch? You can make a  tax-deductible contribution to support our work , subscribe to our free  daily digest   or  paid weekly update ,  follow us  on Twitter , like us  on Facebook , or add us to your  RSS reader . If you find a retraction that’s  not in The Retraction Watch Database , you can  let us know here . For comments or feedback, email us at [email protected] .

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Simple paper-strip test might spot flu, identify strain

A simple and inexpensive paper strip test could help diagnose a case of the flu, and even identify the influenza strain that caused it, a new study finds. Photo by Adobe Stock/HealthDay News

A simple and inexpensive paper strip test could help diagnose a case of the flu, and even identify the influenza strain that caused it, a new study finds.

The test can distinguish between influenza A and B -- the two main types of seasonal flu -- as well as identifying more virulent strains like H1N1 and H3N2, according to results published in the July issue of the Journal of Molecular Diagnostics . Advertisement

The goal is to create a fast, accurate and cheap test that can improve outbreak response and infection care around the world, researchers said.

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The test uses genetically engineered enzymes to identify specific sequences of viral RNA in samples, researchers said.

The technology was first used to test for the COVID coronavirus, and later to distinguish between the Delta and Omicron variants, researchers said.

In 2022, the team began adapting the test to detect the influenza virus, with the aim of creating a screening tool that could be used in the field or in clinics rather than hospitals or high-tech diagnostic labs. Advertisement

"Using a paper strip readout instead of expensive fluorescence machinery is a big advancement, not only in terms of clinical care but also for epidemiological surveillance purposes," said co-lead researcher Ben Zhang , a medical student at Harvard Medical School.

The test can be conducted at room temperature in about 90 minutes, but researchers hope to have it eventually produce results in as little as 15 minutes.

The test also can distinguish between different flu strains. This could help doctors identify strains that resist antiviral treatments like the drug oseltamivir (Tamiflu).

"Being able to tease apart what strain or subtype of influenza is infecting a patient has repercussions both for treating them and public health interventions," co-lead study author Jon Arizti-Sanz , a postdoctoral researcher at the Broad Institute of Harvard and MIT, said in a institute news release.

The researchers now are working to adapt the test so it can track avian and swine flu strains that are threatening to cross over into humans, Arizti-Sanz said.

More information

The U.S. Centers for Disease Control and Prevention has more about influenza .

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HHS Publishes First Round of Inflation Reduction Act Case Studies on Health Sector Climate Investments

The HHS Office of Climate Change and Health Equity highlights safety net health care providers using Inflation Reduction Act funds and tax credits to decarbonize their communities and protect patients

The HHS Office of Climate Change and Health Equity (OCCHE) published two case studies today highlighting how Boston Medical Center and OhioHealth, a pair of nonprofit safety net health care providers, are using the Inflation Reduction Act (IRA) to reduce carbon emissions. The case studies are meant to offer health organizations in similar situations a roadmap to use the IRA to serve their core mission, reduce climate-related health impacts and advance health equity.

One case study explains Boston Medical Center’s creation of a pilot program providing solar energy credits to patients. The other highlights OhioHealth’s decision to use IRA tax incentives to fund electric vehicle charging stations that offer free charging to residents in a rural area.

The case studies are part of OCCHE’s Catalytic Program on Utilizing the IRA, an ongoing effort to connect safety net health care providers to the billions of dollars the IRA makes available for energy efficiency, sustainability, and environmental justice. IRA funding opportunities help providers make investments that allow them to stay open before, during, and after emergencies and reduce their own pollution levels.

The case studies explore Boston Medical Center’s Clean Power Prescription and OhioHealth’s charging station infrastructure to help providers consider how they might successfully plan a project leveraging IRA funding to support their community. Both providers also share key lessons learned from their processes and advice for pitching a similar project to organizational leadership.

In addition to the new case studies, the Catalytic Program features more than two dozen hours of rewatchable, free-to-access webinars with experts from across the federal government and health sector, as well as a Quickfinder tool summarizing key IRA programs and policies.

“Boston Medical Center and OhioHealth are showing their peers the power of the Inflation Reduction Act to save hospitals money and reduce environmental health burdens at the same time,” said ADM Rachel L. Levine, MD, Assistant Secretary for Health. “The law offers unprecedented opportunities for health care providers and other nonprofits to make long-term investments that reduce their climate impact and protect public health. OCCHE’s work to educate safety net health care providers is vital to meeting our overall climate goals, and I look forward to seeing many more success stories in the months and years ahead.”

“The IRA is the most significant climate legislation in our country’s history, but it didn’t come with a roadmap telling the health sector where to plug in,” said John M. Balbus, MD, MPH, Deputy Assistant Secretary for Climate Change and Health Equity. “The health sector offers crucial support for frontline communities and also contributes about 8.5 percent of US carbon emissions, which is why it needs to reduce its own impacts as much as possible. The Catalytic Program is crucial to promoting health equity and a green energy economy, and I hope more health care providers take advantage of these opportunities.”

Many providers, including Boston Medical Center and OhioHealth, presented on their plans to use the IRA as part of the Catalytic Program’s webinar series over the summer. All previous sessions are recorded and available online. OCCHE will roll out new case studies over the course of this year.

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Fantastic beasts and where not to find them —

The mythical griffin was not inspired by a horned dinosaur, study concludes, the mythological creatures are instead "chimeras of big cats and raptorial birds.".

Jennifer Ouellette - Jun 25, 2024 7:42 pm UTC

Painting of a griffin, a lion-raptor chimaera

The gryphon, or griffin , is a legendary creature dating back to classical antiquity, sporting the body, legs, and tail of a lion and the wings, head, and front talons of an eagle. Since the 1980s, a popular "geomyth" has spread that the griffin's unique appearance was inspired by the fossilized skeleton of a horned dinosaur known as Protoceratops . It's a fascinating and colorful story, but according to the authors of a new paper published in the journal Interdisciplinary Science Reviews, there is no hard evidence to support such a connection.

"Everything about griffin origins is consistent with their traditional interpretation as imaginary beasts, just as their appearance is entirely explained by them being [mythological] chimeras of big cats and raptorial birds," said co-author Mark Witton , a paleontologist at the University of Portsmouth. "Invoking a role for dinosaurs in griffin lore, especially species from distant lands like Protoceratops , not only introduces unnecessary complexity and inconsistencies to their origins, but also relies on interpretations and proposals that don’t withstand scrutiny.”

There are representations of griffin-like creatures in ancient Egyptian art dated to before 3000 BCE, while in ancient Greek and Roman texts the creatures were associated with gold deposits in Central Asia. By the Middle Ages, griffins were common figures in medieval iconography and in heraldry. The hippogriff named Buckbeak in Harry Potter and the Prisoner of Azkaban is a related mythical creature, the product of a griffin and a mare.

It was the legendary link to Central Asian gold deposits that intrigued classical folklorist Adrienne Mayor in the 1980s. Drawing on Greek and Latin texts and related artworks, she suggested (beginning with a 1989 paper in Cryptozoology) that nomadic prospectors stumbled across fossilized skeletons of Protoceratops and brought tales of strange beaked quadrupeds to other regions as they traveled southeast along ancient trade routes. The dinosaur's bony neck frill might have been interpreted in early illustrations as mammal-like external ears, with its beak indicating a creature that was part-bird, leading to the eventual addition of wings.

This 9th century BCE relief depicts a griffin-like monster being pursued by a deity.

Over the last 30 years, Mayor's hypothesis has gained traction in the popular media and within certain academic circles; it's now one of the most famous and widely touted examples of geomythology. It's not an entirely crazy idea, even if its origins lie in the pseudoscientific field of cryptozoology . After all, people as far back as Paleolithic times certainly used fossils as decorative ornaments or talismans, and there are bona fide cases of such "geomyths": For example, British ammonites were modified into "snake stones"; shark teeth were interpreted as snake tongues; and "winged" brachiopods became "stone swallows" in historic China.

The case for skepticism

But Witton and fellow Portsmouth paleontologist Richard Hing were skeptical because of the lack of any material evidence to support the connection between the griffin and Protoceratops . And they weren't alone. Paleontologist Paul Sereno once dismissed Mayor's claims as "sophomoric" and questioned her understanding of how fossils are found, identified, and interpreted, per the authors. So they set out to conduct the first detailed assessment of Mayor's claims, re-examining historical fossil records—including the distribution of sites where Protoceratops fossils have been found—and classical sources, as well as consulting with historians and archaeologists about the supposed link.

“It is important to distinguish between fossil folklore with a factual basis—that is, connections between fossils and myth evidenced by archaeological discoveries or compelling references in literature and artwork—and speculated connections based on intuition," said Hing . "There is nothing inherently wrong with the idea that ancient peoples found dinosaur bones and incorporated them into their mythology, but we need to root such proposals in realities of history, geography, and palaeontology. Otherwise, they are just speculation.”

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  1. 10 recruiting case studies

    3 recruiting case studies by industry. We've heard plenty of people say "skills-based hiring doesn't work in my industry." But that's just yet another myth we've debunked. Let's take a look at a handful of case studies about how companies within certain industries have succeeded with skills-based recruitment initiatives.

  2. Case Study, Examples and Recruitment

    Case study: Executing a recruitment marketing video plan. Stories Incorporated HR. MAY 19, 2021. Executing a recruitment marketing video plan sometimes requires research and buy-in. This case study is an excerpt from our new ebook, Getting Buy-In for Your Employee Story Project: The Ultimate Guide to Employer Branding and Recruitment Marketing ...

  3. Case Studies in the Recruitment Process

    Case studies and management consulting companies . Big 4 accounting firms and strategy consulting houses like McKinsey and Bain consistently use case studies in their recruitment process, for example: PWC. PWC appears to only use case studies in relation to taxation and when hiring recent graduates.

  4. Reengineering the Recruitment Process

    Reengineering the Recruitment Process. The Covid-19 pandemic has upended many traditional business practices. When it comes to recruiting, the crisis has not so much disrupted as accelerated ...

  5. Case Study: Google's Recruitment and Selection Process

    The Google Selection Process. Google is no doubt the world's best recruitment leader. Google is known for various unique approaches that it has utilized in order to attract the cream of the crop or the best of the bests. One way is through employment branding. Google has so successfully utilized their brand in order to attract the most ...

  6. Recruitment: Articles, Research, & Case Studies on Recruitment- HBS

    by Rachel Layne. Tech companies and programs turn to recruiters to find top-notch candidates, but gender bias can creep in long before women even apply, according to research by Jacqueline Ng Lane and colleagues. She highlights several tactics to make the process more equitable. 18 Apr 2023.

  7. Twenty strategies that recruitment should focus on with case studies

    Case Study: The success story of Company XYZ's head of recruitment, who leveraged networking and industry events to identify and hire exceptional talent. 16. Employer Reviews and Reputation Management

  8. 13+ HR Case Studies: Recruiting, Learning, Analytics, and More

    Internal promotion-how Chipotle reduced turnover by 64%. Internal promotion is a valuable, yet underutilized, tool to engage employees and managers in the recruiting process, provide career growth, and save on costs associated with bringing in external talent. As I alluded yesterday, the content covered at Hire Minds was astonishing.

  9. 7 Awesome Resources for Finding HR & Recruiting Case Studies

    Industry Journals. There are a number of professional and academic journals that exist in the HR and talent acquisition industry that you can access with publish case studies and resources. One of my favorites is Wiley's HR Journal which you can access by clicking here. HRPS, which is a now owned by SHRM also offers a robust journal resource.

  10. PDF Resourcing and talent planning 2022: case studies

    London: Chartered Institute of Personnel and Development. 2. Resourcing and talent planning report 2022: case studies. 1Sky - A data-driven model for leadership. Sky is Europe's leading media and entertainment company. The company operates in multiple markets and serves 23 million customers.

  11. Strategic Staffing Success: A Case Study on Transforming Recruitment

    This case study delves into the success story of iStaffit , shedding light on the transformative journey that revitalized our approach to staffing and recruitment. Through a strategic blend of ...

  12. Selection & Staffing: Articles, Research, & Case Studies on Selection

    The pandemic has been hard on food suppliers. A case study by David Bell looks at the innovative thinking that helped one of the industry's biggest companies stabilize staffing—and grow. 07 Jul 2019; HBS Case Walmart's Workforce of the Future. by Julia Hanna. A case study by William Kerr explores Walmart's plans for future workforce makeup ...

  13. Hiring and recruitment

    Hiring and recruitment. ... Related Topics: Business management; Human resource management ... This three-part case-study illustrates key concepts and lessons about leading adaptive change in ...

  14. Case Study, Recruitment and Trends

    AUGUST 16, 2023. In fact, a Global Human Capital Trends report compiled by Deloitte showed that the companies where HR conveys the most value are 5 times more likely to practice design thinking. Recruitment and onboarding Consider how candidates experience the recruitment process. Case Study 79.

  15. Ten ways to optimise recruitment with technology with case studies

    A case study by Company X demonstrated a 50% reduction in the time-to-fill vacancies and a 40% increase in the number of quality hires after implementing an ATS. 2. Leverage Artificial ...

  16. Case Study and Recruitment

    Case study: Executing a recruitment marketing video plan. Stories Incorporated HR. MAY 19, 2021. Executing a recruitment marketing video plan sometimes requires research and buy-in. This case study is an excerpt from our new ebook, Getting Buy-In for Your Employee Story Project: The Ultimate Guide to Employer Branding and Recruitment Marketing ...

  17. PDF Southwood School: A Case Study in Recruitment and Selection

    Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA ...

  18. Human Resource Articles, Research, & Case Studies

    However, not all of the positive changes forced by the crisis and remote work have stuck, says research by Kathleen McGinn and Alexandra Feldberg. New research on human resources from HBS faculty on issues including organizational design, compensation, incentive plans, hiring practices, and recruitment.

  19. (PDF) A Case Study on Recruitment & Selection

    Bandra Reclamation, Mumbai - 400050. ABSTRACT: The Indian retail market is of enormous s ize about US$ 401 billion. But organized retail is not so. huge and it is at only US$ 24.1 billion. H ...

  20. LHH Success Stories in Marketing Recruitment

    Here, we explore four key case studies that highlight our capability to address complex staffing needs and drive tangible results. Case Studies of Recruitment Success with LHH . 1. National Commercial Real Estate Company: A leading company in commercial real estate sought to outsource their creative services nationally. LHH was chosen to ...

  21. Consulting Case Interview + Case Study Resources

    Study.com's Guide for LGBTQ Students; The Center's Career Services; Trans People of Color Coalition; Transgender Workplace Rights; The LGBTQ+ Entrepreneur Toolkit: 100+ Free Resources & Digital Marketing Tips; American Indian Science & Engineering Society: Advancing Indigenous People in STEM; Native American Journalists Association; Study ...

  22. Major study reveals if multivitamins actually help you live longer

    The study analyzed datafrom nearly 400,000 adults over 20 years. Participants had a median age of 61.5 years old and were generally healthy, with no history of chronic diseases, according to the ...

  23. A Case Study of a Successful Recruitment Campaign: Overcoming

    Introduction: Recruitment campaigns play a crucial role in attracting and hiring top talent for organizations. In this case study, we delve into the story of on of our clients remarkable ...

  24. The Legal Burnout Solution: The Business Case for Attorney Well-Being

    For example, according to the "Report and Recommendations of the NYSBA Task Force on Attorney Well-Being," for every dollar spent on wellness programs, medical costs decrease by $3.27, absenteeism-related costs drop by $2.73, and productivity increases by $4. Furthermore, those with untreated mental health concerns take twice as many sick ...

  25. Flood-risk mitigation in Slovenia: A case study

    In August 2023, Slovenia suffered some of the worst flooding in its history. Approximately 85% of its municipalities 1 endured severe floods and landslides, exacerbated by the country's mountainous topography. According to the government's estimates, the direct cost of the damages was as high as €9.9 billion, 2 or 16% of the country's 2023 gross domestic product (GDP). 3 That's the ...

  26. Journal retracts redundant case study of same patient from different

    Retracted paper version First paper version Cureus has retracted a 2024 case study after learning it had published a piece about the identical patient, by authors from the same institution, just months earlier. The paper, "Lipoma Growing on the Back for 26 Years: A Bizarre Case Report," was published March 26 and retracted June 17.…

  27. Simple paper-strip test might spot flu, identify strain

    A simple and inexpensive paper strip test could help diagnose a case of the flu, and even identify the influenza strain that caused it, a new study finds. Photo by Adobe Stock/HealthDay News

  28. HHS Publishes First Round of Inflation Reduction Act Case Studies on

    The case studies are meant to offer health organizations in similar situations a roadmap to use the IRA to serve their core mission, reduce climate-related health impacts and advance health equity. One case study explains Boston Medical Center's creation of a pilot program providing solar energy credits to patients.

  29. How recruitment can benefit from analytics with case studies

    8. Reducing Bias in Hiring: Analytics can play a crucial role in reducing unconscious biases in the recruitment process. By analysing hiring data, organisations can identify potential biases and ...

  30. The mythical griffin was not inspired by a horned dinosaur, study

    The gryphon, or griffin, is a legendary creature dating back to classical antiquity, sporting the body, legs, and tail of a lion and the wings, head, and front talons of an eagle. Since the 1980s ...