Development of a Multinational Personnel Selection System Discussion Questions

“Development of a Multinational Personnel Selection System” Discussion Questions

1. Based on your reading of the textbook chapter what strengths and what shortcomings do you see in the newly developed multinational personnel selection system?

The newly developed multinational personnel selection system seems to be okay at first glance. It is great that the system is two-tiered, with the first tier consisting of three modules: viewing the applicants’ resume, an unstructured phone interview with the applicants, and three references from former employees. These three modules from the first tier are mostly related to background research of the applicant. Through the application documentations of the candidates, it is possible to screen out candidates with obvious mismatches related to the job and also screen through some important aspects like past experience and related skills. Next, by doing a phone interview, interviewers would be able to figure out some basic characteristics and impressions about the applicant. The last procedure of the first tier, references, will be very important because it would be to best source of information about the applicant. As stated in the textbook, references can provide “(1) education and employment history, (2) character and interpersonal competence, (3) ability to perform the job, and (4) the willingness of the past or current employer to rehire the applicant.”

The second of the selection process consists of a panel interview, a biography oriented in-depth interview, a simulated group exercise, and a test. These modules will allow the interviewees to figure out competencies of the applicants and the validity of those skills and also some in-depth information. The in-depth biography oriented interview will most likely provide valid data about the candidates. The testing procedures will the test the candidate for “general intelligence” and the “big five.” Overall, the new procedure seems like it is able to take in to account most of the information that is mentioned in the textbook. However, there still are some blind spots to be used on a global level.

To start with, the reference procedure may cause some unexpected problems. The staff members assumed that getting references from former employers and colleges would let them screen out cheaters and imposters. This may be true in western culture, however, considering Asian culture this may not be the case. As generally accepted, Asians tend to try to be in harmony with others and care a lot about what others will think about them. If this is true, there is possibility that the former employees will leave out negative remarks in the recommendation due to these reasons, especially if the applicants are able to see the references.

Next, although the biography-oriented in-depth interview will provide much important data about the applicant, the interview should be

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