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DECISION MAKING IN SELECTION AND PERFORMANCE (Content must be in sync with atta

by | Jun 26, 2022 | English | 0 comments

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DECISION MAKING IN SELECTION AND PERFORMANCE (Content must be in sync with attached ppt slides)
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Question:
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Place yourself in the position of CHRO at a medium to large-sized consulting firm in the US. At present, when the company is looking to hire new consultants, they advertise the positions on their website and through their social media accounts.
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When a candidate does apply, their CV is screened for relevant consulting experience (minimum 10 years) and education (minimum is MBA from a Top 10 graduate program). Those that meet these qualifications are then assessed using True Colors Personality Assessment (TCPA) (https://truecolorsintl.com/personality-assessment/). The applicants with the preferred color profiles are then flown in for an interview where managers assess intelligence and creativity with questions such as, “How many golf balls would fit inside a 747?” Lastly, before a final hiring decision is made, applicants interact with potential teammates. These potential teammates then report back to the manager their recommendations and the manager makes the final decision. The CEO believes that (a) the applicant pool is too shallow (i.e., not enough qualified candidates) and (b) the hiring process is inefficient. Using course content, detail and justify which recruiting strategies and selection tools you would want to retain, remove, add, and/or revise. Once you’ve completed your HR overhaul, consider whether there are any unintended consequences to your revised recruiting and selection and what steps you will take to mitigate them.

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