Forum Discussion 1

Title: Kinaxis Chooses Sales Reps with Personality

Course Code: GSGM7523

Course: Strategic Human Resource Management

Section: MC-O14

Lecture: Assoc. Prof. Dr. Rudzi binti Munap

Prepared By:

KANGGADEVI A/P MURTHI

MC200912013
 1. What selection methods did Bob Dolan use for hiring salespeople? Did he go about using
these methods in the best order? What, if anything, would you change about the order of
the methods used?

Bob Dolan use personality test to hiring salespeople for Kinaxis. He first checked the
candidates who qualified the requirements. He then did an interview with all the candidates who
passed the requirements. He chose 10 candidates based on the interview. After that he did a
personality test to the 10 remaining candidates, and to make sure of reliability he and the current
sales manager toke the test. He still has 8 candidates after the test. Then, he asked each one to
give him a list of the biggest clients each one candidates has.
I think he was supposed to do the interview with other people he trusts like the current sales
manager to make sure he chose the best candidates. In addition, he did not check the biographical
sent to him by the candidates. Furthermore, I believe he was supposed to do a work sample test
before he choose the candidates to get the jobs. Finally, This would set out a freedom to short
rundown competitors with the correct character along encounters. At that point, trailed by
meeting the competitors by thinking about elements, for example, in which advertises the
applicants worked, the number of significant undertakings that they effectively endorsed in past
years, level of rivalry, and finally perform foundation and reference checks. The chance of
improving and experienced competitors is higher by this cycle and guarantee that the individuals
who have the correct characteristics are not dispensed with route prior to being broke down
appropriately.

2. What were the advantages to Kinaxis of using personality tests to help select sales
representatives? What were the disadvantages?

The Advantages of using the personality test for Kinaxis to help select sales
representatives are:
1. With personality test so the Kinaxis can estimate how if that person will become the
sales representative with personality like the result of the test.
2. The Kinaxis can result in lower turnover due if the candidates are selected for traits
that are highly correlated with employees who have high longevity within the organization.
3. The Kinaxis can reveal more information about candidate's abilities and interest, so it
make easier to make decision for who candidates will be hired.
4. The Kinaxis can identify interpersonal traits that may be needed for become sales
representative.

The Disadvantages of using the personality test for Kinaxis to help select sales
representatives are:

1. Maybe the Kinaxis is difficult to measure personality traits that may not be well
defined. Because not all candidates can show their personality well in that test.
2. Cost may be prohibitive for both the test and interpretation of results because the
personality test is more costly.
3. Sometimes it difficult to the Kinaxis because lack of evidence to support validity of
use of personality tests.
 4. Does not guarantee success simply because the candidate does well. This is especially
the case when assessing the candidate’s personality.

Bob Dolan use personality test to hiring salespeople for Kinaxis. We think he didn’t go
using this personality test in the best order. Because He use this method just when the candidates
remain 10 persons. It is not effective, it should use the personal test from the beginning the
interview process maybe when the candidates still around 20 people or more. So they can be
more effective because they will not skip the candidates who actually have a good personality
and suitable for the sales representative of Kinaxis company. But if they start the personality test
when just remain 10 people maybe they will skip the candidates with very good personality but
they didn’t pass when the first step.

3. Given the information gathered from the selection methods, what process did Dolan use
to make his selection decision? What improvements can you recommend to this process
for decisions to hire sales reps in the future?

That is the thing that Bob Dolan did when he was enrolling another salesperson group for
Kinaxis, a product producer in Ottawa, Ontario. Dolan would have liked to enlist four reps from
a heap of around 100 resumes. looking into the resumes against work necessities and chose 20
possibility for a first round of meetings. Subsequent to meeting 20 up-and-comers, he trimmed
the rundown down to 10 and tapped Opus Productivity Solutions to direct a test considered PDP
Pro Scan test.All the up-and-comers scored as exceptionally confident and outgoing. However,
contrasted and the benchmark, two up-and-comers scored too high in similarity and too low in
strength. To Dolan, that flagged they may be too anxious to even think about satisfying and
bound to surrender to an imminent client, regardless of the expense. He cut those two and
exposed the leftover contender to a protracted reference check. He had them give the names of
significant records they had shut in the previous two years. He wound up recruiting the
candidates who had the option to close at any rate three or four major records. Those were the
cycle did Dolan use to settle on his determination choice.

The other proposal is the progression after the meeting can be straightforwardly to the
test give the names of significant records from that immediate cycle the organization can see the
huge exertion and straightforwardly can see the presentation of the up-and-comer. From my
suggestion the organization can be brought the expense down to give the test or something that
cost all the more only for recruiting individuals.

Upgrades that I can prescribed to this cycle for choices to recruit salespeople later on are
the point at which the competitor gave the resumes, the person who audit the resume can be from
the individuals outside the organization. Loved creation individuals or possibly the individuals
that exceptionally thought about resume, they can look the character just from the resume. So the
competitor that make the following stride of meeting will be not exactly previously.