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Doctoral Thesis on the Recruitment Selection Of The Recruitment and Selection of Young Managers by British Business 1930-2000 Mike Hicks St. Johns College, Oxford D.Phil. Hilary 2004 Acknowledgements This project benefited from the goodwill of many people. Carl Gilleard and staff from AGR, various individuals at CSU, Tony Watts from CRAC, John Stuart and staff from ISCO, Tony Butler at OUCS, Anne-Marie Martin at ULCS, David Crofts and staff at Unilever, all were kind enough to provide me access to their institutional archives. About fifty interviewees, listed individually in the bibliography, gave me their time and hospitality, and often also provided written input and documents. Michael Day and Jim Platt-Higgins were especially tireless in their support. Librarians from the Bodleian, the Cambridge University Archives and at other repositories facilitated access to large collections of materials. Geoff Jones and his colleagues from the Unilever History Project were most collegial in extending their access to resources to me. Andrew Jenkins from IOE shared initial drafts of his work on psychological testing. My friends Mark Fraga from Philadelphia, Professor Heinz Hartmann from Münster and Dr Daniel Rutz from Munich helped me hunt down German and American materials and fielded many questions. Professor Avner Offer sustained this enterprise from before it began and my wife Diana supported it until the end. All deserve more thanks than can be expressed here. 2 THE RECRUITMENT AND SELECTION OF YOUNG MANAGERS BY BRITISH BUSINESS 1930- 2000 .................................................................................................................................................................... 1 ACKNOWLEDGEMENTS ............................................................................................................................. 2 ABBREVIATIONS .......................................................................................................................................... 5 CHAPTER 1: INTRODUCTION ................................................................................................................... 6 1.1 THE CRITIQUE OF BUSINESS RECRUITMENT ............................................................................................. 8 1.2 CRITICISMS OF THE CRITIQUE ................................................................................................................. 10 1.3 LIMITS AND APPROACH .......................................................................................................................... 19 1.4 SOURCES................................................................................................................................................. 22 CHAPTER 2: PRIMARY ATTRIBUTES ................................................................................................... 26 2.1 CORE ATTRIBUTES ................................................................................................................................. 31 2.1.1 Intelligence ..................................................................................................................................... 32 2.1.2 Personal Qualities ......................................................................................................................... 36 2.1.3 Character ....................................................................................................................................... 40 2.1.4 Useful Knowledge .......................................................................................................................... 43 2.2 PRIORITISING AMONGST CORE ATTRIBUTES .......................................................................................... 43 2.3 WAS THERE CHANGE OVER TIME? ......................................................................................................... 47 2.4 A PECULIARLY BRITISH APPROACH? ...................................................................................................... 49 CHAPTER 3: INTELLIGENCE AND QUALIFICATIONS ..................................................................... 52 3.1 EDUCATIONAL QUALIFICATIONS AS A SORTING MECHANISM ................................................................ 54 3.2 THE SORTING EFFICIENCY OF THE BRITISH EDUCATIONAL SYSTEM ....................................................... 58 3.3 HOW DID BUSINESS REACT TO QUALIFICATIONS? ................................................................................. 63 3.4 THE LIMITS OF QUALIFICATIONS ............................................................................................................ 72 3.5 UK SPECIFICITY? .................................................................................................................................... 76 CHAPTER 4: THE RELEVANCE OF ‘RELEVANCE’ ............................................................................ 80 4.1 BRITISH VOCATIONALISM....................................................................................................................... 83 4.2 FOREIGN NON-VOCATIONALISM ............................................................................................................. 86 4.3 LOCATING THE DIFFERENCE ................................................................................................................... 90 4.4 THE RISE OF GENERALISM ...................................................................................................................... 94 4.5 EXPLAINING THE GENERALIST TREND .................................................................................................... 99 4.6 CONCLUSION ........................................................................................................................................ 103 CHAPTER 5: PERSONAL PROXIES – GOOD, BAD AND UGLY ...................................................... 104 5.1 UK SPECIFICITY? .................................................................................................................................. 114 CHAPTER 6: THE CREATION OF A RECRUITMENT MARKET .................................................... 116 6.1 RECRUITMENT GROWTH AND STRAINS ON PATRONAGE ....................................................................... 117 6.2 COMPANY ORGANISATION AND PRACTICES: BECOMING PROFICIENT RECRUITERS .............................. 120 6.3 INSTITUTIONALISED SUPPORT FOR CANDIDATES: BECOMING COMPREHENSIVE INTERMEDIARIES ....... 126 6.4 CREATING MARKET INFRASTRUCTURE TOGETHER ............................................................................... 132 6.5 THE RISE OF THE MILKROUND .............................................................................................................. 136 6.6 THE ARRIVAL OF PRE-SELECTION ........................................................................................................ 138 6.7 THE DECLINE OF THE MILKROUND ....................................................................................................... 143 6.8 UK SPECIFICITY? .................................................................................................................................. 147 CHAPTER 7: TOOLS OF SELECTION ................................................................................................... 155 7.1. SPECIFIC TOOLS AND PRACTICE .......................................................................................................... 158 7.2 PSYCHOLOGICAL TESTING AND ASSESSMENT CENTRES ....................................................................... 164 CHAPTER 8: THE STREAMING AND DEVELOPMENT OF TALENT ............................................ 176 3 8.1 STREAMING OF ENTRANTS .................................................................................................................... 178 8.2 SOLVING THE TRAINING PROBLEM ....................................................................................................... 185 8.3 INTEGRATING NEWCOMERS INTO THE PROMOTION SYSTEM ................................................................. 186 8.4 RETENTION ........................................................................................................................................... 187 CHAPTER 9: MANAGERIAL RECRUITMENT AND BUSINESS PERFORMANCE ...................... 191 9.1 WORK DESTINATIONS........................................................................................................................... 197 9.2 SENIOR MANAGEMENT COMPOSITION AND QUALITY ........................................................................... 206 CONCLUSIONS ........................................................................................................................................... 215 APPENDIX 1: DATABASES ........................................................................................................................ 221 MAIN DATABASE ........................................................................................................................................ 221 SECOND INTERVIEW DATABASE .................................................................................................................. 225 BIBLIOGRAPHY ........................................................................................................................................ 226 4 Abbreviations To avoid additional complexity the names of some organisations that have borne multiple names have been reduced to a single abbreviation within the text and footnotes.
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