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Application Case: The Insider

6-10: We want you to design an employee selection program for hiring stock traders. We already know what to look for as far as technical skills are concerned – accounting courses, economics, and so on. What we want is a program for screening out potential bad apples. To that end, please let us know the following: What screening tests would you suggest, and why? What questions should we add to our application form? Specifically, how should we check candidates’ backgrounds, and what questions should we ask previous employers and references?

6-11: What else (if anything) would you suggest?

Continuing Case: Carter Cleaning Company – Honesty Testing

6-12: What would be the advantages and disadvantages to Jennifer’s company of routinely administering honesty tests to all its employees?

6-13: Specifically, what other screening techniques could the company use to screen out theft-prone and turnover-prone employees, and how exactly could these be used?

6-14: How should her company terminate employees caught stealing, and what kind of procedure should be set up for handling reference calls about these employees when they go to other companies looking for jobs?

Application Case: The Out-of-Control Interview

7-17: How would you explain the nature of the panel interview Maria had to endure? Specifically, do you think it reflected a well-thought-out interviewing strategy on the part of the firm, or carelessness on the part of the firm’s management? If it was carelessness, what would you do to improve the interview process at Apex Environmental?

7-18: Would you take the job offer if you were Maria? If you’re not sure, what additional information would help you make your decision?

7-19: The job of applications engineer for which Maria was applying requires: (a) excellent technical skills with respect to mechanical engineering; (b) a commitment to working in the area of pollution control; (c) the ability to deal well and confidently with customers who have engineering problems; (d) a willingness to travel worldwide; and (e) a very intelligent and well-balanced personality. List 10 questions you would ask when interviewing applicants for the job.

Continuing Case: Carter Cleaning Company – The Better Interview

7-20: In general, what can Jennifer do to improve her employee interviewing practices? Should she develop interview forms that list questions for management and non-management jobs. If so, how should these look, and what questions should be included? Should she initiate a computer-based interview approach? If so, why and how?

7-21: Should she implement a training program for her managers, and if so, specifically what should be the content of such a training program? In other words, if she did decide to start training her management people to be better interviewers, what should she tell them and how should she tell it to them?