RAO'S DILEMMA: ADDRESSING ISSUES IN SELECTION PRACTICES
CASE STUDY SOLUTION
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SYNOPSIS
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Geetha Rao, the newly appointed placement officer at a prestigious business school in Bangalore,
Karnataka, found herself in an unfamiliar situation despite her extensive experience in recruiting and
placement. This scenario involved Tara Singh, a second-year master of business administration (MBA)
student who was part of the current batch Rao was responsible for placing.
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Rao had recognized Singh as an ambitious and diligent young woman and was keenly aware of the efforts
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she had invested in preparing for every placement opportunity. In March of 2023, a prominent restaurant
aggregator and food delivery firm was recruiting at Singh’s campus. She felt a strong connection to the
company and the role, and believed herself to be well prepared for the opportunity. She successfully
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navigated the initial interview stages, but the final round took an unexpected turn when the conversation
shifted into personal territory, leaving Singh feeling harassed.
So
Disturbed by the experience, Singh confided in Rao, sharing the details of the encounter. Rao was taken aback
The Case Solution Starts From page 4
,ASSIGNMENT QUESTIONS
1. Identify the selection process followed by the company in the case, and outline the relevance of the
process for the marketing executive position Singh is pursuing.
2. What might have motivated the interviewer to pose the inappropriate questions, and to what extent
could personal biases have influenced the selection of these questions?
3. Based on Singh’s description of events, do you believe the interviewer’s behaviour was ethical?
4. Do you think any other selection process could replace interviews and be more unbiased?
5. If you were Rao, how would you address the dilemma?
6. Would designing a set of ethical guidelines for recruiters and candidates help prevent future issues?
Propose a set of guidelines that could be implemented.
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ANALYSIS
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1. Identify the selection process followed by the company in the case, and outline the relevance
of the process for the marketing executive position Singh is pursuing.
So
The application form was the first step in the process. A filled-in application provides information in four
areas. Initially, the recruiter can assess essential aspects like whether the candidate possesses the necessary
qualifications and background for the role. Secondly, they can evaluate the candidate’s past achievements and
development, particularly crucial for managerial positions. Thirdly, the recruiter can infer the candidate’s
reliability from their employment history. Lastly, by analyzing application data, the recruiter may forecast
which candidates are likely to excel in the job.
The second round of the process was the aptitude test, assessing measures of specific mental abilities, such as
The Case Solution Starts From page 4
, 6. Would designing a set of ethical guidelines for recruiters and candidates help prevent future
issues? Propose a set of guidelines that could be implemented.
Ethical guidelines are important in any interview setting to ensure that both the interviewer and interviewee
are treated fairly and respectfully. Some general guidelines that can be applied are outlined below.
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Guidelines for Interviewers:
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• Respect the interviewee’s rights: The interviewer should respect the interviewee’s rights, including their
right to privacy, confidentiality, and informed consent. The interviewer should explain the purpose of the
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interview and how the information will be used, and give the interviewee the option to withdraw at any time.
• Avoid biases: Interviewers should avoid biases and personal opinions that may influence their
Sa
n
tio
lu
So
The Case Solution Starts From page 4
CASE STUDY SOLUTION
e
pl
SYNOPSIS
m
Sa
Geetha Rao, the newly appointed placement officer at a prestigious business school in Bangalore,
Karnataka, found herself in an unfamiliar situation despite her extensive experience in recruiting and
placement. This scenario involved Tara Singh, a second-year master of business administration (MBA)
student who was part of the current batch Rao was responsible for placing.
n
Rao had recognized Singh as an ambitious and diligent young woman and was keenly aware of the efforts
tio
she had invested in preparing for every placement opportunity. In March of 2023, a prominent restaurant
aggregator and food delivery firm was recruiting at Singh’s campus. She felt a strong connection to the
company and the role, and believed herself to be well prepared for the opportunity. She successfully
lu
navigated the initial interview stages, but the final round took an unexpected turn when the conversation
shifted into personal territory, leaving Singh feeling harassed.
So
Disturbed by the experience, Singh confided in Rao, sharing the details of the encounter. Rao was taken aback
The Case Solution Starts From page 4
,ASSIGNMENT QUESTIONS
1. Identify the selection process followed by the company in the case, and outline the relevance of the
process for the marketing executive position Singh is pursuing.
2. What might have motivated the interviewer to pose the inappropriate questions, and to what extent
could personal biases have influenced the selection of these questions?
3. Based on Singh’s description of events, do you believe the interviewer’s behaviour was ethical?
4. Do you think any other selection process could replace interviews and be more unbiased?
5. If you were Rao, how would you address the dilemma?
6. Would designing a set of ethical guidelines for recruiters and candidates help prevent future issues?
Propose a set of guidelines that could be implemented.
e
pl
m
Sa
n
tio
ANALYSIS
lu
1. Identify the selection process followed by the company in the case, and outline the relevance
of the process for the marketing executive position Singh is pursuing.
So
The application form was the first step in the process. A filled-in application provides information in four
areas. Initially, the recruiter can assess essential aspects like whether the candidate possesses the necessary
qualifications and background for the role. Secondly, they can evaluate the candidate’s past achievements and
development, particularly crucial for managerial positions. Thirdly, the recruiter can infer the candidate’s
reliability from their employment history. Lastly, by analyzing application data, the recruiter may forecast
which candidates are likely to excel in the job.
The second round of the process was the aptitude test, assessing measures of specific mental abilities, such as
The Case Solution Starts From page 4
, 6. Would designing a set of ethical guidelines for recruiters and candidates help prevent future
issues? Propose a set of guidelines that could be implemented.
Ethical guidelines are important in any interview setting to ensure that both the interviewer and interviewee
are treated fairly and respectfully. Some general guidelines that can be applied are outlined below.
e
Guidelines for Interviewers:
pl
• Respect the interviewee’s rights: The interviewer should respect the interviewee’s rights, including their
right to privacy, confidentiality, and informed consent. The interviewer should explain the purpose of the
m
interview and how the information will be used, and give the interviewee the option to withdraw at any time.
• Avoid biases: Interviewers should avoid biases and personal opinions that may influence their
Sa
n
tio
lu
So
The Case Solution Starts From page 4
