HRM530-Strategic Recruiting

 
Imagine you are head of the HR department and you have been asked to review five applicants for the sales clerk position at your company. During the interview process, you learn the following about each applicant:
The Applicants
Alice
Alice has 10 years of experience in sales but can be distracted easily. She will not work on commission and cannot work weekends. She can be a little obstinate but has an excellent job history. She also requires ADA accommodations due to an injury sustained during military service.
Mary
Mary has just one year’s experience, but she is very congenial and loves working with people. Her work schedule is very flexible but she can become a little stressed at times and periodically needs to leave quietly and regroup for a short time. Mary also considers herself a human rights advocate with an emphasis on race relations, and is known to voice her opinions related to racial injustice to others.
James
James has seven years’ experience, a master’s degree in business, and aspirations of owning a company in the near future. James is a devout Christian. He is known to make biblical references often, encourages others to attend his church, and has requested 80 hours in advance to attend religious conferences within the next six months.
Sam
Sam has six years’ experience and is willing to work all shifts. Sam is transgender, prefers gender-neutral pronouns (they/them), and is looking for a new job due to bullying at a previous workplace.
Justin
Justin has five years’ experience, is hardworking, flexible, and has a great job history. Justin is also someone you met in college, dated briefly, and have not seen in a few years.
Candidate Selection
Decide which candidate would be the right fit for the sales clerk position.

Describe the thought process that led to your decision and your reasons for not selecting one or more of the other candidates.
Justify your choice, including all of the considerations or factors that influenced your selection.

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