卡巴樂酒店-國際招聘

卡巴樂酒店-國際招聘
 

1.搜索條件
 

為了填補這個職位，必須建立一個好的候選人的重要標準，具備這些特點的積極和消極方面都得顯露出來，從而最終的排名就可以安排并確定這份工作最合適的人選。
 

在這個過程中主要條件就是能講幾門不同語言的能力，卡巴樂酒店是遍布全球的，員工需要能和全世界來自各國不同的人們交流，所以候選者需要有能用幾種不同的語言交流的資格。在這樣的情況下，由于卡巴樂酒店渴望占領東歐市場，于是就會把注意力更加轉向于東歐語言（布拉格和布達佩斯）。四位候選者的教育背景也起著至關重要的作用，經濟研究學習是有利的，候選者在他們的職業生涯中可以用他們的經驗加以說服。第二個標準涉及到賠償要求，最后在面試考核中重要的方面就是兼顧個人形象，它也會將申請者的態度納入考慮范圍當中。
 

Bodegas Caballé - An International Recruitment Exercise 

 

1. Search criteria 
 

In order to fill the position with one of the available candidates important criteria have to be established. With the aid of these characteristics positive and negative aspects are exposed and a final ranking can be arranged to identify the most suitable candidate for the job. 

 

One of the main criteria in this process is the ability to speak different languages. ‘Bodegas Caballé' acts global and needs employees who are able to interact with many different people all over the world.  In this case the attention is specially turned to the east-European language due to the fact that 'Bodegas Caballé' aspires to capture the east-european market (Prague and Budapest). The educational background of the four candidates plays also a major role. An economical study is advantageous but the candidates can also persuade with their experiences which they made during their career. The next criterion deals with the requirements concerning the compensation. The last important aspect gives attention to the personal appearance which the candidates made during the interview assessment. It also takes the attitude of the applicants into consideration. 

 

All these criteria combined offer a clear overview about the different candidates and their qualifications. Even though these criteria were established the selection procedure turned out to be very difficult because each applicant had convincing aspects and so the ranking is very close. 

In addition to the following estimations an evaluation based on notes can be found in the appendix. 

 

#p#分頁標題#e#2. Estimation and ranking of the applicants 

 

2.1 Maria de la Garriga 
 

Maria de la Garriga was chosen for the new position in Central Europe because of the following reasons and aspects: 

 

This applicant is a native Spaniard which implies that Mrs Garriga can identify with the values and attitudes of 'Bodegas Caballé'. It is a traditional family business and thus Mrs Garriga fits with her nationality and family status into the scheme of the company. Regarding the language qualifications she can convince with her skills in Spanish, Russian and English. However, her knowledge about the Polish language is not developed satisfactory. Mrs Garriga has a degree in Literature and Languages which indicates that she has an affinity and talent to learn new languages. So it won't be a problem for her to improve her Polish language skills immediately. During her former job, Mrs Garriga improved her organisation and planning skills and got to know Polish companies and the domestic culture. In addition she gained experiences in the wine and spirit industry while she worked for a distributer in Barcelona. Furthermore Mrs Garriga offers cognitions about finance which aid in the process of creating a marketing strategy. Her anticipated salary ranges also in line with the budget ‘Bodegas Caballé’ imagines to pay for the new position. 
 

Even though she seemed quite nervous in the interview Mrs Garriga gives the impression that she is very ambitious. She is searching for new challenges and excited to do the job. For this reason the team is confident that Mr Garriga will cope with the position and achieve the objectives arranged by ‘Bodegas
 

2.2 Stanislaw Michalski 
 

In the process of appointing a decent applicant for the job Mr Michalski was ranked on the second. The determining factor here is the linguistic knowledge. Besides French, only a little Polish and English can be spoken by him. Furthermore Mr Michalski is 51 years old and it would be difficult for him to improve his skills or even learn a complete new language. Mr Michalski has a high-school certificate which shows that his educational background is not really high. However, this applicant bribes with his experiences. While he was working as a head buyer of wines and spirits in France he gained a lot of knowledge about the industry, customers demands and also the competitors on the French market. Additionally the marriage with his Polish women familiarises him with the Polish culture and behaviour which is advantageous for the launch in the new market. The fact that he is father of a family disposes him to make a very high salary demand which is also an aspect to put him on the second position. 
 

In the interview assessment Mr Michalski makes a positive impression. He appears as a simple, easy-going man who is well schooled in business and especially in the retailing scene. Nevertheless the team decided to rank him behind Mrs Garriga because the new market needs a new fresh, ambitious person to launch the products and develop market presence. #p#分頁標題#e#

 

2.3 Boleslaw Piasecki 
 

The third place in this ranking is assigned to the applicant Mr Piasecki. He was born in Poland and thus has Polish as his native language. He also persuades with his ability to speak fluent Spanish, good Italian and Russian. So the communication with the employees of the Spanish company and of course with the potential customers in Poland and East-Europe won't cause any problems. But the fact that his English skills are miserable has a negative impact. Due to the fact that Mr Piasecki doesn't have an economical study he convinces with the experiences he made during his job as a Purchasing Manager. He has great knowledge about wines and growers in Europe and also about the market development in Poland and Central Europe. Furthermore he is the only applicant who has experience with selling and buying food. This aspect could help the company in the process of introducing a gourmet food range. One negative aspect about Mr Piasecki deals with his expected salary. He claims to earn more than $65,000 which transcends the budget of 'Bodegas Caballé'. His appearance in the interview assessment seemed to be very positive and impressing. But the information about his disappearance without explanation on former jobs can't be tolerated and leaves a bad mark. Therefore the decision is not made in favour of this applicant. The company needs a person on whom they can rely on. The position implicates a high responsibility and sense of duty. 

The team concludes that the job is out of Mr Piasecki's depth. He needs to change this attitude if he intends to create a successful cooperation with 'Bodegas Caballé'. 

 

2.4 Sergei Nikitin 
 

This applicant was chosen as fourth possibility for the position to be created in Central Europe. He convinces with his several language skills. By virtue of the fact that 'Bodegas Caballé' wants to move into the east-European market the good Hungarian language skills of Mr Nikitin have a positive impact. He is also able to provide a graduation from a business school which enabled him to work as a Sales Representative for a Prague Beer Group. This experience shows that he has knowledge about selling and the alcohol industry. However, 'Bodegas Caballé' distributes high quality wines and gourmet food which cannot be compared with beer and its target group. Mr Nikitin has salary expectation which is supported by the company as well. Even though Mr Nikitin gives the impression to be suitable for this position the crucial factor in this case is his attitude. It emerges that Mr Nikitin has a preference for the United States and intends to live there in near future. Due to the fact that 'Bodegas Caballé' avoids using any American-style management approach the collaboration between the company and Mr Nikitin would not work out. The two parties have completely different approaches and attitudes which will never be combined. So this applicant is ranked on the last.#p#分頁標題#e#