Business: Tanglewood Case 6

Business: Tanglewood Case 6

1. Selection Plan

The current methods of assessments are education, experience, Marshfield Applicant Exam, and knowledge of the retail test. Therefore, the knowledge of Tanglewood organizational policies and practices is not a crucial factor for a candidate to succeed on the job. A right external candidate will the right abilities and skills can learn Tanglewood policies and practices (York, 2019.

2. Selection Process

a). Initial Selection

To narrow down the applicants’ list to the pool that will be used for further examination during the next step:

• Resume and Cover Letter
• Biographical Data
• Education and Experience
• Application bank

The initial selection criteria will facilitate narrowing down applicants based on the minimum required education and experience background. Since the various listed KSAOs need levels of experience, including retail principle knowledge, biographical data as well as people management, it can help in eliminating the candidates who do not meet the minimum requirement.

b). Substantive Assessment

To further narrow down the list of finalists, a Retail Knowledge Test and Marshfield Applicant Exam should be administered to the candidates that pass the initial selection test. The test should be completed online to facilitate data capture for future review of the test validity.

c). Interviewing Finalist

After Substantive Assessment, the final selection process is interviewing the finalists.

d). KSAOs Not Measured in the Current System

The following KSAOs are not measured in the current system

• Abilities – Perform duties under minimum supervision
• Skills – Project management
• Other – relationships, situational leadership, big picture vision

3. Initial Interview Questions

a). Behavioral Questions:

i). Tell us about a situation where you had to a decision beneficial to a company but ethically and legally questionable as well as against your personal values? How did you manage it? Please be specific.

Knowledge – Personal Values and Legal Issues

Skill – Decision Making

Scoring Key:

1 point – The candidate says he/she has never been in such a situation or fails to explain the specific example. The answer is incomplete and vague.

2 points – The candidates provide an example with insufficient specifics that fail to give a clear explanation if the issue legal, ethical, or against personal values.

3 points – The candidate provides a specific example and explains the issue fall in which category. The candidate explains the handling of the issue.

4 points – The candidate provides a specific example and explains in detail which category the issue falls in and why. Explain how it was addressed, why it was resolved that way, and the outcomes. Lessons learned from the process also explained.

b). Situational Questions:

i). How would you prioritize addressing the need of upset customer on the phone, waiting customer, and worker in need of your assistance?

Ability – Perform under stress

Skill – Customer service

Scoring Key:

I point – The candidate fails to explain in detail if he/she will handle first the upset customer on call or the waiting customer and fails to address the worker or fails to address one of the three.

2 points – The candidate leaves the waiting customer wait while addressing upset customer and, after that, helps the worker and fails to ask for assistance.

3 points – The candidate asks the worker in need of assistance to help the waiting customer while he/she helps the upset customer on the phone and later assists the worker.

4 points – The candidate asks the worker in need of assistance to help the waiting customer as He/she attends the upset customer on the phone and later assists the worker. The candidate explains how the situation was evaluated and also calls for assistance from the intercommunication services.

References

York, J. M. (2019). Strategic interviewing frameworks for entrepreneurs to optimize customer discovery. Archives of Business Administration and Management.