Question

Not so much a question but I was wondering what would be a list of 2-3 questions to ask after reading this case analysis that would be good to ask. Meaning, after reading this case analysis what questions would you want to ask for the writer?

Thanks, Alex -

Industry Scenario
The tech industry is highly volatile at the point of time with people changing jobs every eighteen months on average. Compensation is getting higher and people are becoming tough negotiators. It seems that pay is the main motivating factor. Also, hiring is becoming expensive day by day. People-street is at least saving on hiring cost since it is a member to incubator and incur only $5000 as compared to $50000.
Keeping all this in view People-street needs a person who is stable in himself, is a team player and could keep entire organization intact. Also, the person should be visionary and have long term goals and plans
Right Job Description
The market of People-street is both B2B and B2C, B2B being the main source of revenue. A person high on sales capabilities is required who could not only utilize his resources in creating a robust sales pool but also identify or build a strategy for developing an efficient business model. A target of $5 million sales was set for 2001
Caglayan and Brogan start with right approach of prioritizing the criteria’s for selecting job competencies and make a description out of it. This helps them to identify the right set of competencies that are required to be VP of Business Development. Based on these competencies they could further plan their hiring process i.e. what could be channels of advertisement, interviewing techniques etc.
Since the position is of a very senior official, having right set of experience is critical but more than that the persons “People Skills” is valued on the top. This job not only requires performing well individually but also influencing employee performance and overall team performance. This could be achieved by setting right goals, right delegation of tasks and activities and always monitor the overall workings.
Candidate pool and channels for attracting talent
Dunphy is solely responsible for building the candidate pool. She approaches broad channels like job portals (monsterboard.com and hotjobs.com), CI executive team resources and her own personal network. She identifies a target list of companies to approach candidates and starts contacting them.
This could be an effective technique to contact people but the process is very generic in nature. This is a normal trend to hire for any position. The case doesn’t specify how efficiently she utilizes her personal network or how effective were people in referring others. From which process the 3 candidates were selected should be specified. Mark Pitt selection for interview via referral from CI’s General Counsel provides insightful information. Usually for ‘High Profile’ openings referral is the most effective way of identifying candidates.
Interview Process
The interview panel consisting of Dunphy, Mornell and Kulfan could be an appropriate way to interview Mark Pitt. All three come from different background and are specialist in their areas. This will help to assess the interviewee from different point of view. The overall picture in the end will provide a clear picture of his personality traits and competencies.
Lynn Dunphy – Behavioral Based interviewing provides an insight on candidates assertiveness, decision making, problem solving, oral communication, organization planning and view on critical success factors.
Pierre Mornell Hiring Strategies provides a psychological approach in interviewing. With the help of multiple demonstrations candidate’s talents and behaviors are observed. The segregation of pre, during and post interview provides a detailed insight on candidates thought process, curiosity, understanding, adaptability, perseverance and alertness.
Stan Kulfan Predictive Selection provides a measurable tool for analyzing the candidate’s personality, competencies, people skills, leadership, vision/goals and organization management. This is a very detailed approach and judges candidates on four dimensions – dominance, extroversion, patience and formality. This provides an overall picture of candidate’s portfolio and behavioral traits.
Most Effective Interview Technique
Stan Kulfan Predictive Selection and Interviewing is the most effective way interviewing technique in this case since it provides all information on candidate and is also measurable. The other two techniques are also required for overall assessment and surety check but these are set on certain criteria’s only. The predictive index survey has following advantages –
 Client Centered
 Structured process to judge performance, longer job retention and satisfaction
 Identify right people for right job
 Detailed job definition provides clear picture of what we are looking for in the candidate
o Key objectives and goals
o Critical connection or key players
o Required behavior in terms of communication, decision making etc.
o Organizational values and culture
o Essential knowledge, experience and skills
Further, scoring the candidate on four dimensions based on the PI survey provides a measurable insight on the candidate’s performance making the hiring or rejection more appropriate.

Answer 1

answer-

The list of questions that would be good to ask from the writer are-

What are the factors needed to consider for recruitment and selection of candidate for higher position and lower position in a company?

What are the trends in the market related to recruitment and selection and how those trends improve selection process?

What are the different types of interviews recruiter conduct to hire top level executive and which one is the most effective?

What is the role of technology to find the right person for the right job for a compny?