Human Resources: Analysis of AT & T Company

Human Resources: Analysis of AT & T

            The company AT & T was originally known as SBC Corporations in the year 1883. It was incorporated under the laws of Delaware wherein it was organized as one of the various regional holding companies made to hold AT & T Corporation’s local telephone companies (“AT & T”). The company offers its products and services to people around the United States as well as to companies that needs its services involving telecommunications. The company also offers telecommunications services world wide. The specific products and services of the company include local exchange services, wireless communications, long-distance services, data/broadband and internet services, telecommunications equipment, managed networking, and wholesale transport services and directory advertising and publishing (“AT & T”). The AT & T company is composed of 310, 000 employees and is currently located at San Antonio, Texas.

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Human Resources Planning of AT & T

There are two departments of AT & T that need to be analyzed in terms of recruitment plan. These departments include the Computer Operations Systems Technician and the AT&T training manager of customer services. The plan includes internal and external strategies, recruiting metrics, and selection criteria. There is also an identification of the metrics used in selection of employees as well as identifying the current calculation for the metric to be used. As final analysis, the targeted result once the recruiting plan is implemented will also be discussed.

In connection, it is proper to discuss both the concepts of selection and recruitment planning in this paper to have a better grasp of the subject. Selection meant both internal and external candidates, as well as includes initial, substantive, discretionary, and contingent assessment methods (“Regis University”, 2009, p. 4). The first thing to consider is that the applicant pool is lessened down by preliminary selection methods. Next, a mixture of substantive, discretionary, and contingent assessments is utilized to decide finalists for a job (“Regis University”, 2009, p. 4). On the other hand, recruitment planning is the procedure of generating an adequately huge group of applicants from which to select qualified individuals for accessible jobs (“Regis University”, 2009, p. 5). Not carrying these processes means that businesses may not be able to choose a qualified staff (“Regis University”, 2009, p. 5). In that case it may happen that there may be no selection at all. As a result, business establishment may be compelled to hire those people who are simply available or allow jobs to go unoccupied (“Regis University”, 2009, p. 5).

Many employers like to use pre-employment tests as a way to screen out applicants who are not suitable for the job (“Regis University”, 2009, p. 5). To avoid liability, an employer should use tests as one part of the decision-making process. A hiring decision should not be based solely on the results of one employment test. Validity and reliability are two terms that go hand in hand in any discussion of employment testing (“Regis University”, 2009, p. 5). It is important to understand the difference between the two terms. Validity refers to research providing evidence that a test actually measures what it is supposed to measure (“Regis University”, 2009, p. 5). Reliability is a measure of consistency (“Regis University”, 2009, p. 5). A test is reliable if it produces a consistent set of scores. We can test some or all of the following: ability, motivation, intelligence, conscientiousness, appropriate risk for the employer (i.e., does job fit exist), and appropriate permanence of the candidate’s commitment to the position.

Moreover, we must remember that staffing planning and recruitment becomes effective when internal data like head count reports, turnover statistics, days to hire numbers, training results, employee opinion surveys, and exit interviews are used to understand impacts on the staffing process. On the other hand, external influences like industry reports, salary and benefit surveys, local unemployment rates, and business closures and openings are also proper factors to be analyzed in order to know how these factors affect staffing planning of AT & T. Recently, AT & T and its subsidiaries are dedicated to equal employment opportunity. Basically, the company adheres to staffing requirements on legal matters like protection of its employees from harassment and unlawful discrimination on the basis of race, religion, color, gender, sexual orientation and other factors (Martin, 2005, p. 2). It continues to hire career options under any of these divisions such as occupational and hourly, professional and management, and wireless division.

In case of Computer Operations Systems Technician department of AT & T, the selection process must be based on an effective recruitment model. But the primary consideration is the selection and recruitment process. In the selection process, the company must attract potential employees by opening job vacancies. For sure, numerous applicants would sign up on the job hunting program and be placed in an applicant pool. The applicants of computer technicians for the department that are placed in the applicant pool will be considered. After careful considerations, the applicant pool will be lessened down. As a result, few applicants will be short listed for the next hiring process. At this juncture, the preliminary selection is already done and the mixture of substantive, discretionary, and contingent assessments has been utilized to decide finalists for a job. The next process is an extensive recruitment process wherein pre-employment tests will be utilized as a way to screen out applicants who are not suitable for the department. The applicants who passed the pre-employment test will be interviewed and accepted in the company upon satisfactory results of all interviews. Orientation and company training schedules will also be given to the newly-accepted employee.

With respect to AT&T training manager of customer services department, the selection process must also be based on an effective recruitment model. The same model is used, and that is the funnel metaphor. Since training managers are relevant for the customer services department, there should be a more extensive selection and recruitment processes applied. This time, the requirement per applicant should include five to ten years experience as a training manager knowing the competitive nature of the market nowadays.

The applicant pool is also lessened down by preliminary selection, in a way that various applicants that reached the minimum requirements must be accommodated. The next thing is the application of a mixture of substantive, discretionary, and contingent assessments which is utilized to decide finalists for a job. This process is related to the recruitment process which is generating an adequately huge group of applicants from which to select qualified.  After having a short list of highly-qualified applicants, the pre-employment tests as a way to screen out applicants who are not suitable for the job is being applied. After the test, extensive interviews will be done for those who passed the pre-employment examination. The newly-hired training managers must also be oriented of the company’s organizational structure, mission and vision, the current market conditions and as well as commitments to the clients worldwide. These processes will help AT & T in facing the present economic condition of the country wherein business competitions are stiff.

Lastly, the recruitment model that is applicable to both departments is akin to the funnel metaphor. In this case, at the top of the funnel is the potential pool, the next is applicant pool, the third is candidate pool, and interview pool is placed at the bottom of the funnel. This model is just a simple recruitment method but effective for companies or business organizations that are beset by myriad external factors like economic downturn.


            The AT & T Company is one of the most successful business organizations in the country. Despite its competitiveness in the market, it has also its own share of trials as business venture. The best way to solve these problems is to apply effective means of recruitment program in order to employ only the best potential employees in the job market. The selection and recruitment process is the basic recruitment program of the company wherein an updated applicant pool must be maintained. From the applicant pool, highly qualified applicants will be chosen to participate in the pre-employments test to be given by the company. The next part is the interview process which is a tool to determine the best of all highly-qualified employees. These processes are applicable to both Computer Operations Systems Technician and the AT&T training manager of customer services departments. Finally, all newly-hired employees must undergo orientation of the company’s basic profile and as well as extensive training


AT & T Website. 2008. AT & T. Retrieved March 22, 2008, from http://www.

Regis University Library. 2009. Retrieved April 4, 2009, from http://worldclass.regis.


Martin, D. (2005). Tough Calls: AT and T and the Hard Lessons Learned from the

             Telecom Wars. New York: AMACOM.


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