“Development of a Multinational Personnel Selection System” Discussion Questions

1204 Words Jul 2nd, 2013 5 Pages
“Development of a Multinational Personnel Selection System” Discussion Questions

1. Based on your reading of the textbook chapter what strengths and what shortcomings do you see in the newly developed multinational personnel selection system?

The newly developed multinational personnel selection system seems to be okay at first glance. It is great that the system is two-tiered, with the first tier consisting of three modules: viewing the applicants’ resume, an unstructured phone interview with the applicants, and three references from former employees. These three modules from the first tier are mostly related to background research of the applicant. Through the application documentations of the candidates, it is possible to screen
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To start with, the reference procedure may cause some unexpected problems. The staff members assumed that getting references from former employers and colleges would let them screen out cheaters and imposters. This may be true in western culture, however, considering Asian culture this may not be the case. As generally accepted, Asians tend to try to be in harmony with others and care a lot about what others will think about them. If this is true, there is possibility that the former employees will leave out negative remarks in the recommendation due to these reasons, especially if the applicants are able to see the references.

Next, although the biography-oriented in-depth interview will provide much important data about the applicant, the interview should be oriented towards job requirements. If it is too general, the information will become more of a general explanation or impression of the applicant and may not be able to provide valid data. This way it will also be possible to reduce the chance of faking.

Third of all, the simulated group interview seems to be insufficient. It is stated in the article that the candidate will have a group discussion with three other role-players. Although this may let the observers evaluate certain aspects, I believe that having role-players may diminish the applicant’s potential. Let’s say that the interviewee is good at brainstorming or developing new ideas. He/she may not be able to fully show
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