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Staffing Plan for Financial Branch Manager
- 1. Financial Branch Manager Staffing Plan California Bank Whitney Bachino Lina Chu Erika Ilanan Shannon Nishimura Eric Schmidt March 10, 2008 BUS 475
- 14. Step 5: Phone Interview • Brief interview with few scripted questions • Questions kept concise and job related • Subjects covered: experience, qualifications, knowledge, and communication • Subjects rated on a 1-5 scale and summed for a total score • Top 5 scoring applicants move on to the substantive selection processes
- 16. Interview Scoring Total Score x 10 x 9 x 8 x 7 x 6 x 5 x 4 x 3 x 2 x 1 = Score Weight (1-3) x Rating (1-5) Notes Question Question #
- 18. In-Basket Examples PHONE MESSAGE : While you were out: Mr. Aquino called And would like you to return his call RE: Mr. Aquino is thinking of opening another location for his business and wanted set up an appointment to discuss loan options with you. He said this would be his biggest location yet, so he was looking at a sizeable loan.
- 19. In-Basket Examples EMAIL To: Pat Banker, Branch Manager, San Luis Obispo From: Alice Bankee, Branch Manger, Atascadero Subject: New Accounts Pat, I just got the numbers from last month. My new accounts are up 4%, many of them in the 35-49 age range. I think Community Bank’s new fee policy is driving people away from them and to our branch. I know that you have one of those banks in your neighborhood, so I thought I’d let you know of this potential. Alice
Editor's Notes
- The first step to commence the hiring process will be to submit a resume and cover letter to the Human Resources Department of California Bank. The resume is a broad starting point, but the general skills, knowledge and abilities will have to be inferred from the candidate’s listed experience and education. For our selection process, we seek candidates that have previous banking experience (2-5 years), specifically in the field of management and financial analysis. Preferably, the ideal applicant will also have a Bachelor of Science in Finance or a similar course, or specific financial training and certification from a trade school.
- It requests information such as personal information, employment history, felony/arrest conviction, references, legalization to work in the United States. It is mostly used to screen out applicants that apply for the job knowing they possess little to no qualifications that match the job description.
- We are including an optional EEOC sheet that will be kept private and anonymous. We are including a disclaimer requiring a signature stating they provided true information to the best of their knowledge. We are not including the lowest acceptable salary or past salary. Instead we are asking, “will you accept the starting salary for this position?”
- The biographical information survey for the financial branch manager will focus on past job experiences including accomplishments and failures, previous problems, education background, opinions, attitudes, values, beliefs, and interests. In turn, the information is taken to match the identified skills with the skills that the job being applied for requires. For our bank manager position, they will be evaluated by the empirical keying method, which is the most common (Ramsay, 2002). ). With this method, biodata items are selected and weighted based on their ability to discriminate between applicants who measure high on a certain criterion to applicants who measure low. Statistical analysis of how well the item responses predict the criterion justifies the relationship.
- However, it also can predict the likelihood that individuals will commit deviant workplace behavior that is unfavorable. This is much needed at a bank where theft is highly likely and must be prevented from the start. Presently, integrity tests can measure many criterions such as dependability, reliability, absenteeism, turnover, and overall performance (Jones & Terris, 1983). For our financial branch manager position, a veiled test will be utilized, specifically the Employee Reliability Index (ERI). It is a personality-based integrity test scored from the Hogan Personality Inventory (HPI) which contains 18 true/false questions and takes approximately only 15-20 minutes (Green, 1996).
- displays a sample applicant’s graphical representation of the results correlated with the frequency of unreliable behavior, which stem from 1) Freedom from Disrupted Job Performance, 2) Courtesy, 3) Emotional Maturity, 4) Conscientiousness, 5) Trustworthiness, 6) Long Term Job Commitment, and 7) Safety (Bay State Psychological Associates, 1990). As illustrated, the candidate will not be disrupted easily by absence, negligence, or incompletion of assignments. The customer relations attribute is strongly emphasized by a high level of courtesy. Emotional maturity shows that this candidate will not be distracted if unable to work with others and does not score high on poor judgment and irresponsibility. The applicant’s consciousness measure predicts that he/she will be productive and will not be fired in the first month of employment. He/she also is perceived to be honest and trustworthy, committed, and safe (Bay State Psychological Associates, 1990).