Selection devices that would identify the best candidates

Extracted Content from Question Files:

I’ve answered the questions bellow but would also like to have a
different response to them, id like them both to be answered in a
simple manner compared to my lengthy responses. Thank You!

Scenario:
You are the Sales Manager for Technocrat Gizmos, and your department is
in desperate need of new Sales Associates. You post a job description in a
local newspaper:

Sales job, experience preferred but not required.
Candidates must be professional, clean-cut, and highly
personable. Ability to troubleshoot and solve
Technocrat Gizmo technical issues. Some training
required. Commission based, but our most successful
employees use a no-pressure sales approach. Call 555-
5555.

Question:
Make suggestions for one or more selection devices that would identify the
best candidates for the job.

My Answer:
I think the interview would be the best selection. The first reason I would
select that is because the ad says experience not required. They would
prefer an experienced salesperson but would settle for the best person for
the job even if he/she didn't have experience. Another reason is because
sometimes people with a lot of experience are too polished, might demand a
higher salary, and might not be the right person for the job. Perhaps they
would prefer to train the person selected themselves. It sounds like they
prefer someone that would use a no-pressure sales approach, in other words
someone who comes across as honest and natural, not pushy.

Question:
What challenges could arise from standardizing employee selection programs
in a multinational organization? How are those management challenges similar

MGT 340
to challenges encountered by organizations that accommodate employee
diversity? Provide examples.

My Answer:
The selection process requires management to adjust to the different
countries and cultures. Not every country thinks alike, and employees may
respond to screening processes differently. To determine what the company
needs research is imminent before the screening process. Without proper
planning, applicants may not respond. When a job posting requires a person
to be able to lift and carry, or drive a forklift, a high-level aptitude test may
not be necessary. Studies have shown that implementing standardized
selection practices can have managers fighting back.

MGT 340