Bolthouse Farms Selection Process

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Bolthouse Farms Selection Process

• Management 610
• Measurement Project
• Brian ConnerJason Higbee
• Sarah Xu

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Overview

• Company Description
• Selection Process Flow
• Selection Process Analysis
• Potential Legal Issues
• Strategic Goal Fit
• Recommendations

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Company Description

• Bolthouse Farms
• Farming/Food Processor
• Headquarters in Bakersfield, California
• 2,400 employees
• 150 A level (salaried professional/manager)
• 750 B level (hourly semi-skilled)
• 1,500 C level (hourly plant worker)

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Interview

• Interviewed Mr. Tom Selim, HR Director
• Quotes
• Other companies tend to over engineer the
  selection process
• Dont want to sacrifice talent for money
• Human resources tries to find what the person is
  like, how he or she fits with the company versus
  the manager who is often concerned with the
  technical

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Selection Process Flow
Personnel Requisition (unless A)
Internal Competencies Assessed
Internal Job Posting Form
External Open Position Form
Outside Recruitment Firm
Post Ad In Newspaper
Resume/ Application turned in
Preliminary Interview
Interview/ Testing/ Ref Checks
Offer Letter
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Selection Process AnalysisCost

• Cost per Hire (B employee) 1,100
• Labor 675
• Competencies Assessment 50
• Recruitment 25
• Decision 500
• Offer 75
• Screening 25
• Charges Fees 425
• Newspaper Posting 75
• Testing Materials 50
• Drug Screen 175
• Physical Exam 125

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Selection Process AnalysisTime

• Time to Hire
• A Employee 2 months
• B Employee 1 month
• C Employee 2 weeks

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Selection Process AnalysisErrors

• Wrong Hire
• Selection of a job candidate who does not work
  out at that particular position
• Administrative/Clerical
• Oversight/Poor Evaluation
• Interview Mistakes
• General Correspondence

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Selection Process AnalysisMeasurement

• Informal
• Extremely Low Turnover
• High Internal Advancement
• Operational Efficiency
• Overall Company Success

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Potential Legal Issues

• Be cautious on open-ended questions
• in interview
• Pay equity
• Not all jobs have a job description

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Strategic Goal Fit

• Emphasizes organizational culture fit
• Vice President must sign off on A personnel
  requisition
• Keep hiring process simple to support
  flexible/fast management style
• Internal focus supports organizations goal of
  hiring/retaining high quality employees

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Recommendations

• Require budget approval on personnel requisition
  form
• Have inter-departmental initial evaluation before
  personnel requisition is submitted
• Develop skills database of existing employees
• Lack of job descriptions
• Increase new employee training
• Take more proactive approach to staffing

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• Any Questions?