Description of the interview and selection process

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Reference no: EM132222192

1. When you consider my description of the interview and selection process used at Nestle, keep in mind that it was for hourly paid positions. Was it overkill? If so why and if not why not. Have you experienced an interview and selection process as extensive as this?

2. In the lecture, I stated, "To simplify placement, you are predicting future behavior from past behavior. That's fine if people stay the same but they do change. Thus another complication," What do I mean by that? Are there other instances, either in our personal lives or business lives, where we predict future performance from past performance? Give some examples. is that good or bad? Is there another, the better way to predict future behavior or performance?

3. Speaking of selection, the topic of this session, we are getting ready to complete, perhaps, the most important selection process of our lives. Every few years we select the new leaders of our nation, states, and communities. Have you ever thought of our election process as a selection tool? In the interest of being somewhat controversial, what change would you make to improve our election process (particularly federal) and why? What is the greatest strength or greatest attribute in our current election and selection process and why?

Reference no: EM132222192

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