Case Analysis Mark Pitts

Case Analysis Mark PittsGroup 6Industry ScenarioHighly volatile People changing jobs every eighteen months on averageCompensation is getting higher and people are becoming tough negotiatorsHigh cost of HiringPeople-street needs a person who is stable in himself, is a team player and could keep entire organization intact. Also, the person should be visionary and have long term goals and plansRight Job Description market of People-street is both B2B and B2C, B2B being the main source of revenue.A person high on sales capabilities is required who could not only utilize his resources in creating a robust sales pool but also identify or build a strategy for developing an efficient business model. Caglayan and Brogan start with right approach of prioritizing the criterias for selecting job competencies and make a description out of it.Based on these competencies they could further plan their hiring processRight set of experience is critical but more than that the persons People Skills is valued on the top. Candidate pool and channels for attracting talentBroad channels like job portals (monsterboard.com and hotjobs.com),CI executive team resources and Personal networkA target list of companies to approach candidatesprocess is very generic in natureMark Pitt selection for interview via referral from CIs General Counsel provides insightful informationInterview ProcessThe interview panel consisting of Dunphy, Mornell and Kulfan could be an appropriate way to interview Mark Pitt. All three come from different background and are specialist in their areas. Lynn Dunphy Behavioral Based interviewing provides an insight on candidates assertiveness, decision making, problem solving, oral communication, organization planning and view on critical success factors.Pierre Mornell Hiring Strategies provides a psychological approach in interviewing. With the help of multiple demonstrations candidates talents and behaviors are observed. The segregation of pre, during and post interview provides a detailed insight on candidates thought process, curiosity, understanding, adaptability, perseverance and alertness. Stan Kulfan Predictive Selection provides a measurable tool for analyzing the candidates personality, competencies, people skills, leadership, vision/goals and organization management. This is a very detailed approach and judges candidates on four dimensions dominance, extroversion, patience and formality. This provides an overall picture of candidates portfolio and behavioral traits.

Most Effective Interview TechniqueStan Kulfan Predictive Selection and Interviewing is the most effective way interviewing techniqueCovers behavioral, personal traits and competenciesIs mesurable Provides assessment on 5 criteriasKey objectives and goalsCritical connection or key playersRequired behavior in terms of communication, decision making etc.Organizational values and culture Essential knowledge, experience and skillsFurther, scoring the candidate on four dimensions based on the PI survey provides a measurable insight on the candidates performance making the hiring or rejection more appropriate.Client CenteredStructured process to judge performance, longer job retention and satisfactionIdentify right people for right job

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