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Application Case: Chap 6: The Insider Page 206

The document provides suggestions for screening stock trader applicants. It recommends using intelligence tests to assess analytical abilities, situational tests to evaluate problem-solving under pressure, and personality tests to identify conscientious and emotionally stable candidates. The application should include criminal background checks, references from at least three sources including one personal reference, and links to online profiles. Reference checks should ask about the candidate's strengths and weaknesses, tenure, interpersonal skills, eligibility for rehire, and any conduct issues. Background checks should verify criminal, credit, and reference information to evaluate integrity and responsibility.

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81 views10 pages

Application Case: Chap 6: The Insider Page 206

The document provides suggestions for screening stock trader applicants. It recommends using intelligence tests to assess analytical abilities, situational tests to evaluate problem-solving under pressure, and personality tests to identify conscientious and emotionally stable candidates. The application should include criminal background checks, references from at least three sources including one personal reference, and links to online profiles. Reference checks should ask about the candidate's strengths and weaknesses, tenure, interpersonal skills, eligibility for rehire, and any conduct issues. Background checks should verify criminal, credit, and reference information to evaluate integrity and responsibility.

Uploaded by

Zunaira
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Application Case N CASE

Chap 6 : The Insider Page 206


Introduction
HR Concepts
• Ethical Issue
• Screening Process Applicants
• We want you to design an employee selection program
for hiring stock traders. We already know what to look
for as far as technical skills are concerned accounting
courses, economics, and so on. What we want is a
program for screening out potential bad apples. To that
end, please let us know the following: What screening
test(s) would you suggest, and why? What questions
should we add to our application form? Specifically, how
should we check candidates backgrounds, and what
questions should we ask previous employers and
references?
Who is a stock trader ?
• The Stock traders advise shareholders and manage clients’ portfolios.
They engage in buying and selling bonds, stocks, shares and
commodities. They develop new business by contacting potential
clients to discuss the financial services they offer. Conducting
extensive research concerning the performance of financial markets
and individual securities are also part of the job.
What screening test(s) would you
suggest, and why?
• Intelligence tests
Intelligence tests are tests of general intellectual abilities. They measure
not a single trait but rather a range of abilities, including memory, verbal
frequency and numerical ability. These will help to consider those
candidates who are intelligent enough to identify those stocks or shares
that are profitable in both short and long run.
• Situational test in form of Self Reported Survey
The most important way of screening an employees by situational
testing, where the candidates have to face a real time problem.
Contd.
• Personality Tests
Big Five‘s three dimensions of Agreeableness, Conscientiousness and 
Emotional Stability for example, if high, decrease the chance of negative
behaviors.
• Online Projective Personality Tests
https://psycho-tests.com/category/projective-tests
• Video based situational testing
A video of real time can be shown to screened candidates and ask prompt response
of candidates.
What questions should we add to our
application form?
• Criminal Record = Mandatory with clearance from Police
Station
• References = At least 3. Two could be professional one could
be personal.
• Link to profiles like LinkedIn and other social networking
sites.
Specifically, how should we check candidates
backgrounds, and what questions should we ask
previous employers and references?
• Must check the criminal, credit records and references ,moreover, if
necessary hire a commercial credit rating company for detail analysis.
Personal credit history
• A personal credit rating is essentially your personal track record of
paying agreed debt — in other words, how creditworthy you are as an
individual. It details information about you from a variety of sources
such as the criminal records, court records, and accounts you have
with banks and utility companies.
Contd.
• What are the candidate’s biggest strengths and weaknesses?
• How do you know the job candidate?
• What advice can you give me to successfully manage the job candidate?
• Did the candidate get along with their co-workers and management?
• Is there any reason that I should be speaking to another reference? For example, if
there was a personal conflict that took place between you and the candidate?
Best Reference Check Questions know candidate Behavior and Ethics
• Why did the candidate leave the company?
• Were there any workplace conduct or ethical incidents caused by this candidate when
they worked for your company?
• Is the candidate eligible to be re-hired and would you re-hire them? Why or why not?

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