SUPPLEMENTAL CASE: CHAPTER 6

NORTHWEST STATE COLLEGE CASE STUDY

JESEL TURNER
UNIVERSITY COLLEGE OF THE CAYMAN ISLANDS
1. List the reasons you would not consider a position at Northwest State if you

were a potential client.

There are many reasons why I wouldn't consider going for a position at Northwest

State.

 The time it takes for the selection process is two months for the initial

contract, application, and campus interview.

 You are paying for your travel expenses if you are not hired.

 Compensation and Benefits – The salary and benefits are lower than that

of similar colleges. Your qualifications are not taken into consideration,

being that most of the full-time instructors have MBAs.

 If the department head is not available, candidates would be interviewed

by an instructor from the business department. This shows that there is no

solid recruiting process or procedure.

 The reputation of the College does not seem professional, being that they

are understaffed and using staff to conduct the interview.

 They are not efficient – Time and cost are to be taken into consideration

when recruiting. They have three replacements needed for the fall; the

process takes two months; therefore, they will lose money when the

position is left open. And other lectures will be under pressure covering

and doing another job instead of what they are hired to do.
2. Evaluate the approval procedure for applicants.

The process for approving a candidate seems solid and reliable. However, the

waiting time still creates an issue and is not time and cost-efficient for the College.

The board does final approval. This type of interview helps to minimize the risk

of hiring the wrong person for the job, in other words, "bad hire."

At least two candidates are invited to the campus so that adequate screening can

be done. This policy can give them significant interactions with the students and current

staff, helping to make sure that confident that the group makes the best possible

selection.

In conclusion, an adequate screen is accurate and should be implemented so that

quality service is not doubtful.

3. What would be the components in a recruiting system you design?

I would go with online recruiting; it allows more candidates and better tracking

and collecting data for applicants. One professional platform I consider is LinkedIn,

which provides education, qualifications, experience on a profile. It is a broad network

for business organizations, professionals, and candidates. I can post my job vacancy

there, and after pooling applicants, my next step is to select qualified candidates and call

for a phone interview. A phone interview is a cost-effective way to screen candidates.

As we advance, I would conduct a face-to-face interview, knowing more about the

candidate and seeing their reaction to specific questions. Also, confirm if they are a

cultural fit for the company. Lastly, two or three top candidates will be sent for a final

interview with the department manager they will work under, as this manager knows

exactly what they are looking for in a candidate to perform the job.