Internal Assessment and Selection Strategy:

¶ … Internal assessment and selection strategy: Management/Executive position for Finance Sales Manager at MarineMax Internally, the company should circulate the notice that it wishes to fill this new position. It should use email and publicize the position on its corporate Intranet for employees. Requiring employees to make an overture for employment insures that ambitious employees, looking for a new challenge will apply. For a sales-driven position, initiative is critical, so showing the initiative to look for a position should be seen as a qualification for the job.

It is critical, however, that the position be widely advertised, to avoid even the appearance of discrimination. Employees should have to submit a current resume and cover letter explaining why they want/are the ideal candidate for the job. This cover letter will also reduce the chance that employees who are only half-serious about the position will simply 'point and click' to send their resume.

It should be specified that employees should be required to demonstrate have experience in finance and sales, either in their current or in earlier positions at the company, given that this is a management-level position. This stipulation will reduce irrelevant applications. Candidates' qualifications should be reviewed for initial screening. In terms of the experience desired for the position: "exceptional sales dynamics with a proven track record in loan processing, service contract sales, and insurance sales," are the key features of the position, according to Marine Max's website.

The fact that this is an internal position should mean that the amount of applications are not so extensive that this cannot be done manually, however: only in extreme circumstances should a computer search engine be used to search for the relevant 'keywords' on an employee's resume and cover letter, given this could eliminate qualified employees who simply do not use these buzzwords. Reviewing the performance reviews and qualifications of the applicants is the next step.

Performance within company positions, particularly positions involving leadership skills, sales and finance should be evaluated. This demonstrates the quality of the employee and level service for the company, as well as his or her experience and expertise. Applicants should also have the ability to make their own case for the position: once the initial applications are pre-screened, applicants should be asked to write a short essay about what they have done for the company and what value they could bring to the company, if selected to fill the position.

Applicants should be able to show demonstrable value to the company with hard sales figures. They should also seem literate about company objectives and philosophy. Candidates should be interviewed. Since this is a sales position and strong interpersonal skills are required, candidates should be interviewed by a panel of different supervisors who would then discuss their findings after each candidate, and rank the candidates. Interview results will be reviewed, along with candidate's supporting materials.

The number of candidates should be reduced to 1-3, and if further interviews are necessary, these should be conducted in a panel format, with perhaps one or two new supervisors, who will also participate in the final decision-making process. External assessment and selection strategy: Non-management/operator position of a Marine Technician The position should be posted on the corporate website. Additionally, notifications about the open position should be posted in trade publications which marine technicians are likely to read.

Given the likely profile of a technician, who may not be computer-literate, it is necessary to use online and non-online sources to secure the most qualified personnel. Solicitations can also be made at vocational institutions that train marine technicians. Advertisements should note the starting salary, information about the company, and benefits that are part of the position.

Other positions may not offer as high-quality benefits as MarineMax, so candidates should be made aware of this, which will increase their desire to apply to the company or change their current place of work. An application.