Case Analysis Mark Pitts

Group 6

Industry Scenario
Highly volatile

People changing jobs every eighteen months on

average Compensation is getting higher and people are becoming tough negotiators High cost of Hiring People-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 plans

Right 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 process Right set of experience is critical but more than that the persons People Skills is valued on the top.

Candidate pool and channels for attracting talent

Broad channels like job portals

(monsterboard.com and hotjobs.com), CI executive team resources and Personal network A target list of companies to approach candidates process is very generic in nature Mark Pitt selection for interview via referral from CIs General Counsel provides insightful information

Interview Process
The 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 Technique

Stan Kulfan Predictive Selection and Interviewing is the most

effective way interviewing technique

Covers behavioral, personal traits and competencies Is mesurable Provides assessment on 5 criterias Key objectives and goals Critical connection or key players Required behavior in terms of communication, decision making etc. Organizational values and culture Essential knowledge, experience and skills Further, 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 Centered Structured process to judge performance, longer job retention

and satisfaction Identify right people for right job