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Application Case: The Insider
6-10: We want you to design an employee selection program for hiring stock traders. We already know what to look for as far as technical skills are concerned – accounting courses, economics, and so on. What we want is a program for screening out potential bad apples. To that end, please let us know the following: What screening tests would you suggest, and why? What questions should we add to our application form? Specifically, how should we check candidates’ backgrounds, and what questions should we ask previous employers and references?
6-11: What else (if anything) would you suggest?
Continuing Case: Carter Cleaning Company – Honesty Testing
6-12: What would be the advantages and disadvantages to Jennifer’s company of routinely administering honesty tests to all its employees?
6-13: Specifically, what other screening techniques could the company use to screen out theft-prone and turnover-prone employees, and how exactly could these be used?
6-14: How should her company terminate employees caught stealing, and what kind of procedure should be set up for handling reference calls about these employees when they go to other companies looking for jobs?
Application Case: The Out-of-Control Interview
7-17: How would you explain the nature of the panel interview Maria had to endure? Specifically, do you think it reflected a well-thought-out interviewing strategy on the part of the firm, or carelessness on the part of the firm's management? If it was carelessness, what would you do to improve the interview process at Apex Environmental?
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