Reference no: EM133375651

Assume that you are the hiring supervisor for a junior management position in the city manager's office. The position would largely be responsible for special projects-both analysis ( requiring strong quantitative skills) and implementation ( mandating interpersonal and coordination skills). The three candidates interviewed, described below, all have recent MPA degrees.

a. Jill Owens: Good interpersonal skills, pleasant personality, very talkative. Sometimes did not seem to listen very well;mediocre quantitative skills; highly energetic; one internship and one summer job in another City government; the second best grades of the three; excellent references; and good appearance, manners, and understanding of city government. Former supervisors in the city were supportive of her candidacy but admitted she was not exceptional.

b. Bruce Hugh's: Mediocre interpersonal skills, pleasant personality, quiet but extremely attentive, superb quantitative skills, low energy,one internship in this city, the best grades of the group, below-average appearance, acceptable manners, and unsure about his understanding of city government. Has a rave reference from the supervisor about a program evaluation project completed in his internship that resulted in highly successful changes.

c. Mary Washington: Excellent interpersonal skills, charming personality, very good listener, weak quantitative skills, high energy, no city experience, but a year's experience in state government in a clerical function, the third- best grades among these candidates but still high, quite satisfactory references, very good manners, and little understanding of city government. Talked about her project management skills, using examples from church and volunteer work. She is the only "diversity" candidate.

1. Who are the stakeholders in this case?

2. Set up a matrix of no more than five evaluative factors, give weights to the factors, and score and rank the candidate's numerically.

3. Explain how you would customize onboarding for each candidate. What would you do for each one to help him or her be as successful as possible?

4. How important do you think quality onboarding is in a case like this? Have you experienced good and poor onboarding? What lessons might be germane?