Case 1

IKEA Human Resources’ teams lead the work of attracting and inspiring co-workers and
creating a stimulating and enjoyable work environment. They are keenly aware that the
continued success of IKEA businesses depends on the continual development of IKEA co-
workers. Human Resources is also responsible for safeguarding and strengthening the IKEA
culture, which is based on a specific set of values – values that help us develop together and
transform the IKEA vision into reality.
At IKEA, no matter where you work in the world, you’ll most likely rub shoulders with a diverse
group of people – with different backgrounds, skills, and with positive attitudes. We provide
equal opportunities in recruitment and development to all people – regardless of race, religious
creed, color, age, sex, gender identity, genetic information, sexual orientation, national origin,
religion, marital status, medical condition, physical or mental disability, military service,
pregnancy, childbirth and related medical conditions, or any other classification protected by
federal, state, and local laws and ordinances.
IKEA’s recruitment process runs like following. First of all if anybody is interested in working in
IKEA, he/she has to go through a list of open positions. If there is no open position interesting
for a person but want to work in IKEA, send the CV to IKEA. IKEA will give an e-mail answer
about receiving the request or CV in both cases. Then IKEA management will assess delivered
applications then and choose from applicants several most suitable candidates for the particular
job position.
Selection process usually consists of three rounds. First of them is assessment center, second one
is a personal interview with a future manager and third one is a personal interview with a boss of
this manager. Selection process runs using:
1) Assessment center, which is a way to know more about their future colleagues when they are
solving different tasks and discuss with others. There are about 10 applicants participating. Both
group tasks which a person will solve together with other participants and individual tasks are
included. The great advantage is that candidate can get a feedback from one of the assessors if
he/she wants to. They can know about their own strengths and weaknesses important for the
career, where the advantage lies for a candidate and where they can improve.
2) Second round: Two or three candidates who pass to the second round are chosen based on the
assessment center results. The second round is a personal interview with a future manager.
Usually IKEA personnel do not ask tricky questions. They appreciate the most candidates’
honesty. They could ask to fill in a personal test as a part of the interview. If you want to ask
anything about the future job, this is the right time to ask.
3) Personal interview, the third round is a personal interview between the most suitable candidate
and the boss of the person’s future manager, so called grandparent principle. IKEA are also
interested in a candidate’s motivation to work in IKEA in this phase and what expectation he/she
has.
1. Discuss the work force diversity?

Work force diversity mean a similarities and differences among employees in terms of age,
cultural background, physical abilities and disabilities, race, religion, gender, and sexual
orientation. People are different no one of us think and act like the other. Everyone has his one
culture background and a way of expression and creativity.
In addition the society had discriminated on these aspects for centuries. Diversity makes the
work force heterogeneous. In current scenario, employing diversified workforce is a necessity for
every organization but to manage such diversified workforce is also a big challenge for
management.
Diversity is a key to success; diversity comes in all shapes and sizes.
Like the Gender equality is also about creating an inclusive culture where women and men are
valued for their unique contributions and impact the culture of the organization in their unique
and complementing ways. Because when people have the same opportunities to grow everyone
wins.
Diverse organization where you have a balance not only between genders but also other
dimensions will deliver better, will work better, and will be more productive and more successful
among sharing ideas creativity from different culture and society background.

IKEA considered various values in the incorporation of their supply chain as part of their process
in learning. The group managed to work closely with their suppliers to ensure that all are set to
produce a quality and strong environmental and social standards of products.

2. Discuss the recruitment process at IKEA?

IKEA has strong values which are used to recruit individuals. Togetherness, respect and
simplicity are few of those values that lead the IKEA culture.
Also from my own research I found that The HR Section of IKEA gets about 7 CVs every day,
and 200 every month, almost all of them sent by e-mail through the IKEA recruitment website,
which evidently facilitated the process for applicants.
According to that IKEA create 3 steps for recruitment is committed to give its employees the
chance to grow and develop its professional skills in a fun environment during the process by
working into groups which is one of many values and culture of this organization. Human
Resources in IKEA are given a lot of freedom by letting the candidate ask questions about the
future job and to be honest about their answers.
Using this process they choose the more and the perfect candidate for the job offer.
They are keenly aware that the continued success of IKEA businesses depends on the continual
development of IKEA co-workers and the way of choosing candidates.
They look to streamline every stage and find innovative solutions to find the best talent available.
Going forward, consider taking a more targeted but quick approach to your recruitment drive.
However, don’t compromise the quality of the candidate. Just use every tool available to narrow
your search and cut the fluff.

3. Discuss the different steps in the selection process at IKEA?

The assessment center is an important for IKEA to obtain a better-rounded profile of all
participants in regard to their suitability for the position, as well as their compatibility with the
company’s standards and how they capable to learn and adapt in the workplace. Also pack is an
essential element of the IKEA as it will give you tips on how to compose yourself while
participating in the assessment center, as well as simulations of the sorts of activities you will be
engaging in while there.

Second round: after passing the first step they will be informed and more flexible to ask
questions about their future job and composing themselves with the workplace and preparing for
the last round which its count on their personality.

Personality: Companies like IKEA, which are looking to fill positions such as sales, engineering,
and HR, want to know that you have what it takes to deal with the pressures and complexities of
a given job. Your personality will look to uncover your attitude towards work, communication
skills, motivation and your values that make you successful.
The IKEA personality test is used to measure and understand your workplace persona. These
tests will give insight into your ability to learn new information, adapt to changes, as well as
cooperate with your co-workers.
There are technically no rights or wrong answers to these tests, however, certain answers can
make or break your ability to obtain the job you are after due to their effect on your overall
personality profile. This can help them to find the more honest and motivated candidate

4. Do you think the selection process of IKEA is effective? Develop your answer

Every plan or process has advantages and disadvantages.

But in this case advantages are the most tyrants they think about the outsourcing and the
offshoring by facilitating the way off applying the job offering online via email
They describe the layout of work and equipment within different types of operation process like
honest workgroup and many of this values that the IKEA create
They site criteria for candidate by being narrow choosing candidate with some specific that the
IKEA choose
They use the diversity which is the key of success.