MGT521 People Practices and Decision Making

Topic- Assignment 1

Submission Date: 24th October, 2023

Submitted To: Prof. Miti Randeri

Submitted By: Group 7

Name Enrollment No.

Ruchi Jain AU2314025
Meghna Mistry AU2314043
Sakshi Singh AU2314066
Prachi Savjani AU2314070
Disha Chelani AU2314075
Muskan Manjiani AU2314085
Nishi Mishra AU2314106
Muskan Mandot AU2314112
To reduce the number of applications from 500 to 50, Indian International Bank Ltd. can
screen the applications in the following steps:

Review resumes for minimum qualifications: The company should first review all resumes
to ensure that all applicants meet the minimum qualifications of a management degree and 10
years of experience in a bank or financial institution. This can be done by using an applicant
tracking system (ATS) to scan resumes for keywords and phrases that indicate that the
applicant meets the minimum qualifications. For example, the ATS can scan for keywords
such as "MBA," "BBA," "management," "banking," "finance," and "10 years of experience."

Assess functional skills: Once the company has identified all applicants who meet the
minimum qualifications, it should assess their functional skills in banking. This can be done
by reviewing their resumes for relevant experience, such as experience in managing teams,
developing and implementing new products and services, and risk management. The
company can also use online assessments to test applicants' knowledge of banking concepts
and practices. Review resumes for relevant experience, such as experience in managing
teams, developing and implementing new products and services, and risk management. For
example, the company can look for resumes that mention experience in managing teams of
10 or more people, developing and launching new banking products, or managing financial
risks. The company can also use online assessments to test applicants' knowledge of banking
concepts and practices. For example, the company can use assessments to test applicants'
knowledge of lending, risk management, and customer service.

Evaluate desire to stay with the company: The company should also evaluate applicants'
desire to stay with the company. This can be done by reviewing their cover letters for
statements that indicate their interest in the company's mission, values, and culture. The
company can also ask applicants screening questions about their long-term career goals. After
completing these steps, the company should have a list of 50 or fewer applicants who meet
the minimum qualifications, have the necessary functional skills, and have a desire to stay
with the company. These applicants should then be invited for a final selection interview.
Review cover letters for statements that indicate the applicant's interest in the company's
mission, values, and culture. For example, the company can look for cover letters that
mention the company's focus on customer service, its commitment to innovation, or its strong
corporate culture. The company can also ask applicants screening questions about their long-
term career goals. For example, the company can ask applicants what they hope to achieve in
their careers and why they are interested in working for Indian International Bank Ltd.

Should the company conduct the selection interview and why?

Yes, the company should conduct a selection interview with the 50 or fewer applicants who
have been shortlisted. The interview will give the company the opportunity to learn more
about the applicants' skills, experience, and motivations. It will also give the company the
opportunity to assess the applicants' fit with the company's culture and values.

During the interview, the company can ask the applicants questions about their banking
experience, their knowledge of the company, and their career goals. The company can also
ask the applicants behavioural questions to assess their soft skills, such as communication,
teamwork, and problem-solving.

The selection interview is an important part of the hiring process for middle-level managers.
It is an opportunity for the company to:

Learn more about the applicants' skills, experience, and motivations.

Assess the applicants' fit with the company's culture and values.
Confirm that the applicants are interested in the job and the company.
Ask follow-up questions about the applicants' resumes and cover letters.
Observe the applicants' interpersonal skills and communication style.
The selection interview is an essential part of the hiring process for middle-level managers
because it helps the company to identify the best candidates for the job.