Additional Case 5.1
About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.
Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.
This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.
-Refer to Additional Case 5.1.Which of the following is most likely true given the problems associated with Jeff?
A) HR should have administered a personality test as part of the selection process.
B) Line personnel should have been more involved in the final selection decision.
C) HR should have conducted more thorough reference and background checks.
D) The firm should have taken an applicant-centered approach to recruiting.

Question

Quizplus · Accepted Answer

The problems associated with Jeff suggest that line personnel, in this case the editors, should have been more involved in the final selection decision. This would have allowed for a better understanding of what the key requirements for the position were, and how well the candidate would fit in with the team. HR screening and reference checks are important, but involving the people who will be working closely with the candidate is also crucial for a successful hiring decision. A personality test may not have necessarily revealed the issues with Jeff's management style, and an applicant-centered approach may not have been feasible given the limited recruiting funds.

Additional Case 5.1 About a Year Ago, Powley Publishing Began Looking for a Looking