Posted: July 18th, 2022

According to the application status, the bank teller is tasked with the responsibility of running everyday transactions of the bank

2

Employee Selection Process

PART A

According to the application status, the bank teller is tasked with the responsibility of running everyday transactions of the bank. Bank tellers are required to possess basic mathematical skills, customer service skills, and verification skills (Hoyles, 2010). An eligible applicant should also have a high school diploma or bachelor’s degree. Previous work experience as a teller or any other related occupancy would be desired. Moreover, the applicant should possess exemplary verification knowledge, interpersonal skills, and should be motivated to work. In order to determine the appropriate candidate for this position, various selection criteria and tools will be employed. The human resource consultant should employ a transparent, coherent, and practical Assessment procedure to evaluate the applicants and learn more about them. Various tools such as resumes, questionnaires, interviews, analytical problem-solving tests, role-play exercises, reference checks or personality inventory will be employed to examine the applicants (Saad, 1999). With regards to the applicants’ education and work background, the applicants will be required to hand in their resume and application form detailing the same. A resume will provide detailed information about the educational background and work experience of the applicants. It will provide clear information about the roles and responsibilities the applicants performed in their previous works. This information may however require additional verification through the provision of school certificates and recommendation letters.

Since basic math skills are essential in the running of day-to-day transactions, the applicants will be assessed through analytical problem-solving tests that will determine their math skills and reasoning capability. Verification knowledge of the applicants will be tested through questionnaires that will provide information about their background knowledge on the subject matter. Applicants’ interpersonal skills will be tested through interviews. Their ability to communicate positively and work efficiently/effectively with others will be checked. Finally, applicants’ work motivation will be tested through personal inventory. This is the most appropriate method as it will help the HR consultant learn more about the applicants’ personality types. This method will help reveal information about the individual’s social traits, weaknesses, strengths, and attitudes. This method will also test the ability of the applicants to be committed to their work.

PART B

When reviewing the resumes to determine the applicants’ educational background, a rating will be provided. A rate of 3 points will be for a high school diploma, 6 points for an associate degree, 10 points for a bachelor’s level or higher, and reject for less than a high school diploma. Previous work experience as detailed in the resume will be weighted. 5 years and above work experience will receive 10 points, 2 years to 5 years margin will have 6 points, 1 to 2 years will receive 3 points, and no work experience will be rejected. Both math skills and interpersonal skills will have similar weights. Very strong skills will have 10 points, good skills 6 points, satisfactory 3 points, and marginal skills will be rejected. Verification of knowledge and work motivation will follow the same pattern. Strong knowledge and motivation will be awarded 10points, a good rating will have 6points, satisfactory rating 3 points, and marginal rating will be rejected. The rates will be compiled and the applicant with the highest score will be preferred to the position.

PART C

According to the following applicants’ information, an Assessment matrix based on the rating scale was established.

Maria

Lori

Steve

Jenna

Education

Associate’s degree

H.S. diploma

G.E.D.

Bachelor’s degree

Work experience

4 years as a cashier

1 year as a teller

5 years as a sales clerk at a national retail clothing store chain

Completed a semester internship at a bank

Math skills

Very strong

Marginal

Satisfactory

Good

Verification knowledge

Marginal

Strong

Satisfactory

Strong

Interpersonal skills

Very strong

Good

Good

Good

Work motivation

Good

Good

Marginal

Strong

The applicants had the following scores.

Maria

Lori

Steve

Jenna

Education

6

3

3

10

Work experience

6

3

10

Reject

Math skills

10

Reject

3

6

Verification knowledge

Reject

10

3

10

Interpersonal skills

10

6

6

6

Work motivation

6

6

Reject

10

Among the four applicants, Jenna had the most scores making her the best candidate for the position. However, it was not easy to determine the eligibility of the applicants based only on the scoring system. If given the chance, I would make one change to the scoring rubrics. I would eliminate ‘reject’ as a scoring rate in the rubric and replace it with zero making it easier to calculate the total score for the applicants.

References

Hoyles, C., Noss, R., Kent, P., & Bakker, A. (2010). Improving mathematics at work: The need for techno-mathematical literacies. Routledge.

Saad, S., Carter, G. W., Rothenberg, M., & Israelson, E. (1999). Testing and Assessment: An Employer’s Guide to Good Practices.

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