HRM: Applicant Assessment Exercise HW1

201304193
In the assignment Best Manhattan Bank, a private banking service provider, is looking for
a new branch manager, and it has narrowed down to top five candidates. While reviewing branch
managers duties and job description I have noticed that the position requires two fundamental
qualifications; the ability and experience as financial advisor, and the people management skills.
These skills are crucial for the BMB to achieve high performance work system, and I have
graded each candidates accordingly. After reviewing brief information provided, I have ranked
the five candidates in descending orders of 2, 5, 4, 1, and 3.
I have utilized job specification sections to grade each candidates by further dividing it as
shown below (table 1). In addition the result of grading is shown in table 2. The branch manager
job duties were used to check vital skills and abilities.
Job Specifications
Banking experience (25%)
At least 2 years experience as a Branch Manager at a large
retail bank in the NYC Metropolitan area
Strong track record of increasing fees revenue over the
previous 3 years
Experience managing people in a retail bank (15%)
Minimum two years hiring and managing investment advisors
(with Series 65 license) and other branch personnel
Specific skills/knowledge (50%)
Securities: Must have current Series 65 license and 7 years
experience as an investment advisor
Customer service: at least 5 years experience working with
private banking customers
Operations management: must have at least one year of
experience managing a financial operation
Education (10%)
Minimum undergraduate degree in finance, management or
business with a 3.0 GPA. Honors graduates preferred
Table 1.
Candidate 66.33%
#1
Candidate 66.67~100%
#2
Candidate 71.67%, no Series 65 license
#3
Candidate 87.5% assuming sufficient years of experience, but no
#4
leadership potential
Candidate 77.5% but in small investment bank, with no degree
#5

12.5%
12.5%

15%

16.67
%
16.67
%
16.67
%
10%

Table 2.
To find appropriate person for the position, I used the table 2 to make a general outline.
However, I didnt solely relied on the calculations since the person who have highest/higher
scores couldnt not have critical skills, license, or degree.
Among five candidates I have ranked candidate #2 in the top since candidate #2 satisfied
both job description and job duties higher than any other candidates. This candidate not only
have successful history as a financial advisor, but also have sufficient branch manager experience
at Bank of America, one of the largest retail banks in the world, holds a Series 65 license, and
have bachelors degree in business. The two weak points of candidate #2 are that it wasnt given
whether candidate #2 had experience in managing a financial operations, or any experience with
recruitment and training staff members. However, I have assumed that candidate #2 more than
likely have had those experience, since he worked as a branch manager for 12 years.
The candidate # 5 also had great potential as branch manager however his two obvious
weaknesses made me rank him lower than candidate #2. Candidate #5, like candidate #2, have
successful history as financial advisor and have been a good team leader. On the other hand, the
candidate #5 doesnt have any experience in large retail banks, and doesnt have bachelors
degree. He might have been able to work at a small investment firm without the degree however
the BMB requires minimum bachelors degree in either business, finance, or management.
Moreover explaining this to customers and receiving approval should be burdensome enough for
the bank to exclude him. Due to these reasons I had to rank him below candidate #2.
The candidate # 4s might have graduated from top universities with outstanding GPA,
holds Series 65 license while delivering competent results to her clients. However, her ability as
team leader was in question. If she prides herself instead of being effective team member/leader
this will lower teams spirit. This will deter her team from achieving high performance work
system, and this isnt acceptable.
Despite wonderful academic degrees and exceptional results as investment advisor, due
to her lack of experience as branch manager and people management I have placed candidate #1
in the fourth rank. After all, the purpose of the job is to "direct and coordinate financial activities
of workers. Moveover, her expertise and experience in investing in developing counties are
irrelevant to the branch manager position that Best Manhattan Bank requires.
The fact that the candidate #3 doesnt hold valid Series 65 license and his doubtful ability
to deliver competitive private banking service forced me to place him in the lowest rank.
Nonetheless, Best Manhattan Bank is a private banking provider not commercial.
Based on the job description/ purpose/duties, the candidates people management skill
was as much important as his skills as financial investment advisor. To fulfill such requirements,
in my conclusion, I have ranked the best fit for the positon in descending orders as 2, 5, 4, 1, and
3 for the branch manager position of Best Manhattan Bank. The candidates who are ranked
below #2 might have better background as investor advisor, however when it is critical or even
more important for the new brand manager to motive and control his/her team members and
generate synergy effect as a team.