Group 11

Making a tough Ankit Ambesh

Hassan Ahmed
personnel decision at Kulbhushan Singh

Nova Waterfront Hotel Malvika Sawaria

Manavi Singh

Sandeep Minj

Shubham Sangwan
Introduction
Company: Nova Waterfront Hotel
• In downtown Baltimore with 733 rooms and 21 suites
• The hotel had 80,000 square feet of meeting space and a grand ballroom and was in close proximity to many other
downtown attractions and amenities
• The hotel could accommodate meetings of up to 1,200 people

Position: Senior event manager

Candidates : Shannon Smith (Internal Candidate), Matt Mayes (External Candidate)

Selection Team:

1.Laura Green - Director of Event Planning, Hiring Manager

2.Michelle Sederas - Event Manager
3.Alex Hartnett - Senior Banquet Manager
4.John Wilson - Director of Event Management
5.Senior Event manager within the department
6.General Manager
 Case Facts

The Nova Waterfront The company had

Hotel in Downtown been recognized Nova Waterfront
Usually these types
Baltimore is owned worldwide for their Hotel is hiring for
of decision take 30 The panel decided
by Nova enduring values, the position of The options
minutes but it’s to sleep on it and
International, a their spirit to serve Senior Event available to them
been 2 and a half take a decision
leading hospitality and their corporate Manager. They had are to either select
hours and still not freshly first thing
company with more commitment to only interviewed 2 one or both or none
able to decide what in the morning
than 3900 properties creating better candidates and had
to do
and 18 brands places to live and to hire one of them
around the world work
Selection Process
Hiring manager responsible for recruitment of selection team and managing the selection process for a job opening

Use of structured, behavioural approach to interviewing

Hiring manager responsible for defining the job description and qualifications

Selection criteria decided on the basis of input from the selection team

External recruitment and selection firm responsible for initial shortlisting and screening of applicants based on defined
parameters

The final interview round was based on analyzing the person-job fit through predefined criteria
Candidate 1 - Shannon Smith

• Event manager at nova waterfront hotel, with the firm since past 3 years
• A well liked consistent performer with excellent track record of event management
• Easy going and informal style
• Lacks experience and have no past record of demonstrating leadership qualities
• Lacks in financial skills
Candidate 2 - Matt Mayes

• Worked for a smaller sister hotel as a senior event manager

• Been in this position for 2 years and have received good performance evaluations
• Had a dominant and formal style
• Had some leadership skills, but not all the experience needed for this job as he does not deal with the
same level of budget, forecast and and size of the groups to be dealt in Nova Waterfront Hotel
Laura Green’s Perspective
Director of event planning Nova waterfront
Michelle Sederas’ perspective
Event Manager at Nova Waterfront
Alex Hartnett’s perspective
Senior Banquet Manager: A peer of the position in another department
John Wilson’s perspective
Director of Event Management: a peer of Green’s from another
department
Evaluation Criteria from the perspectives of
stakeholders
Laura Green
Factor Weight (Wi) Rating

Shannon Smith (Xi) Xi*Wi Matt Mayes Xi*Wi

Pre-existing skills set 0.5 9 4.5 8 4

Growth in Job 0.5 9 4.5 9 4.5

Total 9 8.5
Michelle Sederas

Factor Weight (Wi) Rating

Shannon Smith (Xi) Xi*Wi Matt Mayes Xi*Wi

Size of Hotel 0.3 10 3 8 2.4

Level of Service 0.3 9 2.7 8.5 2.55

Innovation and Leadership 0.4 8 3.2 9 3.68

Total 8.9 8.55

 Alex Hartnett

Factor Weight (Wi) Rating

Shannon Smith (Xi) Xi*Wi Matt Mayes Xi*Wi

Management Capabilities 0.4 9 3.6 8 3.2

Customer Satisfaction 0.6 10 6 9.5 5.7

Total 9.6 8.9

John Wilson

Factor Weight (Wi) Rating

Shannon Smith (Xi) Xi*Wi Matt Mayes Xi*Wi

Leadership 0.4 8 3.2 9 3.6

Mentoring 0.3 8 2.4 8.5 2.55

Willingness to help others 0.3 9 2.7 8 2.4

Total 8.6 8.55

Recommendations

Shannon lacked leadership quality but overall he was better than Matt

Behavioral Theories believe that people can become leaders through process of
teaching learning and observation. So leadership can be learned

Nova Value states: “We encourage long term growth and development of
employees”. Nova promotes from within and offers careers where employees can
increase their levels of responsibility accountability, and leadership.
Thank You