Two-Day Assessment in Order to Determine Who

¶ … two-day assessment in order to determine who will be the next marketing director. The three candidates were all expected to go through the assessment process that was designed by the human resource professionals together with senior level managers the candidates would be taken through role plays, verbal and mathematical ability tests, an interview and a personality profile in order to determine the candidate who was best suited for the position.

When it comes to the description of the position I can say that this was an easy part of the assessment which was very straight forward. With the description of the requirements of the position laid out there is no room for mistakes being made? The position requires specific set of skills and experiences which can be easily identified from the candidates according to their previous performance within their areas of jurisdiction.

Therefore this was an easy part of the selection process for those involved in the assessment process since these skills and experiences can be identified easily among the candidates and anyone who does not have these qualifications automatically does not qualify for the position ( University of North Texas Human Resources Department, 2010). The assessment process involved four senior-level managers three of who were women and one among them was a woman.

I can say that the interview was conducted fairly well however there are some mistakes that were made during Jane's interview. When it comes to any interview the person who is being interviewed should always feel comfortable and not in any way provoked by the questions the interviewers are asking.in this case Jane felt uncomfortable with the line of the questions that some of the interviewers were asking.at some point she was even caught off guard with a question she was asked.

This does not mean that she was not prepared for the interview rather it means that this particular question was completely out of hand and she could not have expected such a question during the interview. Some of the questions were outright provocative.

I view this as a mistake in the assessment process since at some point in the interview Jane felt as if she was being cornered with the questions being asked .therefore for any future assessments the interviewers should make sure that the ask appropriate questions so as to get they can best gauge if a candidate is fit for the position. Another part of the assessment that had some mistakes was the personality profile when it comes to some of the personality dimensions when it comes to men and women.

Psychologist insinuated that there existed a difference between men and women when it comes to some categories. His statement clearly insinuates that a man would have an upper hand in the position due to the upper hand they have in categories like tough-minded, controlling and competitive as compared to women. This is a mistake since each candidate should be given a level playing field regardless of their gender.

Finally when it came to the role play there was an outright indication that the person Jane was paired with was being tough on her. Jane even admits that during her career she has never met an employee who was as tough as George Montgomery. This is a clear indication that he was simply being tough on Jane .this is a mistake since one should not try and create unbearable conditions during the assessment process.

This can easily lead to the candidate being frustrated and she might just go overboard due to such provocations and not get the position for this reason. Question 2 For Jane, Joe and Matt to make the cut as director for marketing it means that they had the required skills and experience for the position. Therefore, we can say that they were all qualified for the position. However each of these candidates had specific individual qualifications that were required for the position.

Jane was well conversant with ability tests and was good in both verbal and mathematical portions. She also had managed budgets and was quite comfortable with numbers and balance sheets. Being men Mart and Joe were competitive, tough minded and controlling as compared to Jane being a woman. However if I was the hiring manager I would hire Jane.

This is because first of all she had been a marketing professional for nine years, and had handled various marketing projects with tasks such as advertising, hotel promotions, and marketing research and so on. As a marketer she had managed a team of four and thus it would not be nay problem dealing with a larger team. Further more she was good at verbal and mathematical tests with advanced math courses in University.

I can say that her personality profile is quite impressive and suits a managing director's position.to me she had played very well in the role play but George Montgomery had sabotaged her ability to demonstrate managerial skills. The fact that she is a woman would also make me want to hire her. The panel of interviewers had only one woman director therefore I would go ahead and gives her the chance to prove her anilities despite the fact that she is a woman.

I would hire her in order to prove that women can also take up equal positions to men and these positions are not meant for men only. Question 3 If I was to advise the three candidates before the interview I would tell them to make sure tat they are confident. They should answer the questions asked in the most appropriate way ensuring that they demonstrate to the panel of judges that they are best suit for the position.

If I was to advise them before the order was made to Joe would tell them to just be confident in themselves. I would also ensure that I tell them they should trust the judgment of the panel and be sure that they will choose the beast candidate among them. I will also make them note that any of them can be picked for the position. After the.