CASE 6

TANGLEWOOD
INTERVIEW
PRESENTED BY
SAPNA KUMARI
SAHER DURANI
ANUM
RAMSHA SHAHID
QURATULLAIN SHAIKH
 CONTEN
INTRODUCTION
T

SELECTION PLAN
Current measures
Deficiencies in current measures
Selection sequence.

KSAOS MEASUREMENT

Interview Questions
Behavioral
Situational

SCORING KEY

CONCLUSION

RECOMMENDATION
INTRODUCTION
Department manager
Tests and forms increase cost
Method is similar to hiring of store
associates
 SELECTION PLAN
CURRENT MEASURES:
experience check
Education check
Marshfield applicant exam
Retail knowledge test

ADDRESSING DEFICIENCIES IN
CURRENT MEASURES
Same tests for each position
Unstructured interviews
Lack of practical/situation based
questions
Lesser number of selected KSAOs
Lack of training programs for
interviewing skills
 SELECTION SEQUENCE
INITIAL ASSESSMENT :
1. Resume and Cover letter screening. PASS
2. Application blank. PASS
3. Education and experience checks to verify the honesty and
accuracy of the information provided. PASS
4. Initial phone screen to help verify information. PASS
SUBSTANTIVE ASSESSMENT:
5. Personality Exam. PASS
6. Marshfield Applicant Exam. PASS
7. Retail Knowledge Exam. PASS
8. Structured Interview PASS
 PROPOSED
INTERVIEW

KSAOS TO BE
MEASURED Complaint Handling
Creating creative Handling Pressure
solutions Communication And
Customer Handling Emotional Stability
Taking Others Training Motivation
Responsibility And Teamwork
Meeting Deadline
Managing Team
Leadership
 QUESTIONS
BEHAVIOURAL QUESTIONS:
1. Give me an example of a time of when you showed
initiative and took the lead- (Leadership)
2. Tell me about a time when you received complaints about
one of your direct employees. How did you approach the
subject with that employee? How did the employee
respond- (complaint handling, conflict resolution)
SITUATIONAL QUESTIONS:
3. Youre working on a project with a tight deadline but you
find that youre unable to complete your section because
your coworkers and your supervisor are unavailable to
answer a few key questions. How do you deal with the
situation? ( taking others responsibility)
4. Tanglewood has a policy that states you can only give a
customer a 15% discount for damaged product. A
customer approaches you and demands they receive 30%
off and its the last of that product in stock. How would
you resolve this problem? (customer handling)
 SCORING KEY

Taking
others'
Questio Conflict Customer responsibili Managing
ns Handling Handling ty Meeting deadlines team
Q1 X
Q2 X
Q3 X
Q4 X
Q5 X
Job title Department Manager
Itemdescription Thisisabehavioral interview question requiringtheapplicant toprovidearesponse
wherethey took alead in makinganinitiative.
Performance Task: Identify job dutiesandcomparethemtothe level of leadershipinitiatedby the
dimensions candidate.
Knowledge: Knowledgeof jobduties, knowledgeof handling teamand knowledgeof
values.
Skills: Judgment anddecision making, conflict resolution, leading.
Abilities: Communication, formulatingsolutions, and conscientiousness.
Interview question Givemean exampleof atimeof when you showed initiative and took the lead
Original scoringkey 1point: Applicant failstomention any situation, in which they wereasked to leadand
takeinitiative.
2point: Applicant issufficient in identifyinga in whichthey wereaskedto leadand take
initiative.
3point: Applicant issufficient in identifyingasituation related to onein which they were
askedtoleadandtakeinitiative.
4point: Applicant fulfillsall of therequirementsof number three, but alsodoessoin a
way which showstheir knowledgeof jobduties, efficiencies, and values.

Interviewer comments
 RECOMMENDATIONS
Create new and better interview protocol, to
save cost but also time.
Provide training to all hiring managers on the
structured interview process.
The initial assessment and substantive
assessment is one of the most recommended
processes
Key and relevant questions should be asked
Broad questions should
A scoring key is an extremely important part
of the structured interview process, which
should be included.
THANK YOU.