Recruitment & Selection MBA 4 Evening

Assignment #: (II)
Bit stream Case study Solution
Name: Haris Hafeez
Enrollment #: 01-222152-049

Submitted To: Sir Nasir Mehmood

Date: (02/05/17)

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 Bit Stream Case Study
Q1: Develop the job description and job specification?

a. Job description:

Job title: Vice President

Job ID: 123

Division: Network Products

Summary:

As an experienced executive, the Vice President would oversee the tail end of the development process; make
sure that the product prepared is exactly the one that our customer wants. This requires a fair amount of work
with our existing organization. We want someone who would walk in and leverage the developed resources in
the company to make the product as solid as possible.

Responsibilities & Duties:

Ensures that the products manufactured are what our customers wanted.
Understands companies in this industry market through VARs.
Leverages the available resources to make the product solid as possible.
Manages the business efficiently and effectively.
Utilizes lead time which is our biggest advantage.
Expertize in recruitment of direct sales force to sell networking products.
Expertize in marketing of products: advertising, positioning and so forth.
Contains enthusiasm, energy and motivation to build an organization.

b. Job Specification:

Experience:

Worked 6+ years as Vice President marketing or senior marketing executive in organizations who deal with
networking products.

Education:

BA preferably in Marketing.

Knowledge, Skills, Abilities and Others:

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 Decision maker.
Successful in making their previous company great.
Cooperative.
Communicative.
Good leadership skills.
Team player.
Hard working.
Result oriented desk pounder.

Reports to: President.

Responsible for: All Networking Productions division subordinates.

Q2: Why he is relying on headhunter? Give reason, should he have used him or not?

Yes it was a good decision, the reasons are listed below:

Jim did not have any experience in the VAR of networking products there for the head hunter (peter) had
relevant experience in hiring such individuals so this gave them better chance of hiring the right person for
the job.
Head hunters have extended reach in the market as there were not many subject matter experts in VAR of
networking products in the market.
Jim did not wanted to waste time by letting a lot of applicants apply therefore relied on Peter (head hunter)
who knew the right candidates and only contacted them instead of letting a lot of irrelevant people apply
for the job and waste time and resource on it.
Saved budget as recruitment for the organization was costly and head hunters know ways to save
recruitment costs.

Q3: Shortlist further two candidates and call them for interview. Give reasons for short
listing them?

Short list:

Fred Fallon.
Reasons:
o Hard working.
o Success and goal oriented.
o Creative
o Flexible
o Team player
o Customer driven approach
o Marketing experience.
o 9+ years experience
Mitchell Madison:
Reasons:
o Relevant education i.e. BSBA.

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 o Marketing experience of networking products as VP.
o Over achiever
o Success and goal oriented.
o Hard working.
o 17+ years experience.
o Jim could offer more pay as this candidate has the most relevant experience.

Q4: Prepare interview questions for the two shortlisted candidates?

The interview questions are made according to the KSAOs identified in the Job Specification of the VP
job.

I. Describe the process you typically follow to make a decision about a plan of action?

II. Think about an occasion when you needed to choose between two or three seemingly equally
viable paths to accomplish a goal. How did you make your decision about the path to follow?

III. When you are working with a coworker or reporting staff member, how do you decide upon and
communicate the points at which you need feedback and progress reports?

IV. How do you plan to reach your professional goals?

V. Do you find you make better decisions alone or with a group?
VI. Are you a goal oriented person?
VII. Are you a team player?
VIII. Give an example of when your team failed?
IX. What can you do for this company?
X. What experience do you have that would help you in this role?
XI. What were your responsibilities at your current (or last) position?
XII. Why should we hire you?
XIII. Why are you the best person for the job?
XIV. What were your biggest accomplishments and failures in this position?
XV. What are the key ingredients for a senior position?
XVI. Give me an example of a time you have been very successful.

XVII. Why do you think people aren't successful?

XVIII. Give me an example of a time you were not successful. Why do you think this happened?

XIX. In a past job, did you have to alter your standards to meet your company's? When? Why?

XX. If we hired you, what could we count on you for without fail?

XXI. Describe the most rewarding experience you have had dealing with customers?

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 XXII. In what ways do you interact differently with customers at hectic times? Can you give an example
when you have done this?

XXIII. Tell me about a time when you had to handle an unreasonable request from a customer. What did
you do?

XXIV. We have all dealt with difficult customers. Can you describe a situation where a customer tested
your patience?

XXV. Tell me about a time when you improved the way things were typically done on the job?

XXVI. Describe something you have done to improve the performance of your work unit.

XXVII. Describe something you have done to maximize or improve the use of resources beyond your own
work unit to achieve improved results.

XXVIII. What projects were accomplished in your last job? How were these accomplished? What was your
involvement?

XXIX. What are some of the things that you feel you have done particularly well?

XXX. Tell me about some of your achievements that were recognized by your superiors?

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