This case study is related with the selection process- the process of selection is about choosing the right people for the right job. I n this case we assume that we have already chosen interview as an appropriate et instrument to measure candidate’s performance in selection criteria. Our t ask will be to prepare right questions for the candidates that let us predict the most adequate candidate for the job. Bitterest is a software company that has identified an opportunity to develop p and market a new product. The company develops digitized type fonts for display type font for display screens and technology.
Their revenues come fro m retail sales and MEMO sales. Jim Sole, the brand new president was hired in 1 992 to substitute the former president, the founder of the company. Jim was a very successful professional and had much great experience in this area. Jim found the organization needing some changes, like a reorganization of the e structure, a clear clarification of the short/ term goals and a need to enhance the teamwork within the company. These p robbers would be solved with reorganization of the bonus plan they have, an d to delegate decisions to the employees, to make them have the need to have responsibilities and decision making power.
This company had grown at a r ate of 25% and had a forecast of future growth at 15%. The regular growth, Pl us a 15% nominal turnover in the company shows that almost 40% of people f room one year to another are new. They come up with the idea of developing a network print manager, related t o the work they do in the printing environment. This new product would hand el printing times, printing queues or even different specifications of the work t o be printed. It requires already market- existing technology but also innovation made by the company.
There is a new reject in the hand of the company and is a great eager to the appearance of this product in this market, and is known that there is a market segment to the is product easily identifiable. To complete this task correctly, Jim Sole started coking for the right person to fill the gap of the new project manager. He talk deed with his friend Peter Dromedaries, an executive recruiter (“Head Hunter) and gave him some indications concerning the job. Peter then come up with 4 names that we are going to analyze in the following.
CRITERIA FOR FILLING THE POSITION: There are some aspects of selection criteria like checking the individual’s resonantly cross match with the requirement so for this Jim Sole can do following things. Conduct a test for job with ARQ aired specifications Job requirement can be objectively evaluated in matrix/tabulated formed and personalities of each individual could be assessed based on test interview and questionnaires. Primary task would then confine to select the test for candidate. This test should be planned with industrial psychologist and may contain test interview or test questionnaire.
Requirement for job has been 1 . Candidate should be able to imbibe the culture Of organization and in BITTEREST there was problem that due to talented employee it became a political place and sometime became difficult to align them to organization goals. 2. Since it is mentioned in case that for sales and marketing jobs it had been a hard task to verify their qualities to handle the organization with new plans and achieve set target for sales. 3. Before going to further selection procedure Jim can reject individuals by having evaluated some preliminary criteria.
E. G. Salary expected after negotiation, would they like to work with emerging companies. 4. Jim can formulate a questionnaire specifically evaluating the requirement f job; he wanted to be in employee. This includes better decision maker, better understanding of existing network, aggressive in strategies etc. 5. Content of questionnaire and test interview should be to evaluate how individual will react to particular situation, analytical questions related to human relationship management, related to target achievement in sales, new product launch.
This would help to assess their individual qualification and experience with respect to their requirement much better. To ensure that the interview will be valid we first review job specification and develop “checklist” with relevant criteria for the job. According to the C.v. we have received we can then register our assessment relative to each of the imp orator job dimensions. Trough the reading of this case, we are given a series o f indications that show the key criteria to fill the position.