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Case Study - Innoscripta

The document discusses two job openings - for a Technical Project Manager and a B2B-Sales Manager. It lists the qualifications required for both roles. It also discusses strategies for generating job applications, reaching target candidate groups, and addressing inconsistencies during interviews.

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Cansel Mesut
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478 views3 pages

Case Study - Innoscripta

The document discusses two job openings - for a Technical Project Manager and a B2B-Sales Manager. It lists the qualifications required for both roles. It also discusses strategies for generating job applications, reaching target candidate groups, and addressing inconsistencies during interviews.

Uploaded by

Cansel Mesut
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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TASK ONE

Technical Project Manager

Qualifications:

 Holding a BA or MA degree in IT (information systems, information technology,


business informatics, or a related field),
 Excellent communication skills and command of written and spoken German (C2 level),
 Experience in project management,
 Familiarity with project management tools and techniques,
 Showing interest in innovation-related services, innovation management, and methods,
 Exhibiting excellent organizational and problem-solving skills,
 Being capable of collaborating with cross-functional teams,
 Possessing strong negotiation and follow-up skills,
 A commitment to continuous learning

B2B-Sales Manager

Qualifications:

 Bachelor's or master's degree in business administration, Marketing, or related field


 Excellent communications skills and command of written and spoken German (C2),
 Sales experience within a tech company,
 Proven ability to independently conduct market analysis and assess strategic customer
potentials,
 Understanding customer requirements and preferences,
 A robust interest in innovation-related services, innovation management, and methods,
 Strong organizational and team management skills,
 Motivated to achieve ambitious personal goals, and a commitment to continuous
learning.

TASK 2

Generating 500 applications within a month requires implementing a diverse recruitment


approach. Firstly, it's crucial to post job advertisements on popular platforms such as LinkedIn,
Glassdoor, and Indeed, leveraging their extensive user base to reach a large pool of potential
candidates swiftly. Secondly, optimizing the company website for search engines and ensuring a
user-friendly application process is essential. Thirdly, harnessing the power of social media
platforms like Facebook, Instagram, and Twitter, and considering sponsored job postings to
maximize application outreach. Finally, collaborating with recruitment agencies presents an
opportunity to tap into their network and identify well-suited candidates.

Which target groups can be reached best and how?

Utilizing LinkedIn to connect with professionals in my industry is vital. It is also crucial to share
job openings on our company page. In cases where the positions are suitable for recent graduates
and individuals with limited work experience, establishing connections with universities and
colleges is important. Depending on the nature of the open positions and the industry, active
participation in industry-specific associations and forums is key to reaching professionals with
relevant skills and experiences.

Task 4

How do you deal with this?

During the interview, if I observe discrepancies between the candidate's actual skills and
qualifications and what is indicated in their CV, I would gently bring this to their attention. For
instance, if the candidate claims strong communication skills but struggles to grasp and respond
effectively to interview questions, or if they mention prior experience in a tech company but
cannot articulate their specific role and align with the company's goals and vision, I would
address these inconsistencies during the interview. I would seek clarification through detailed
questions to ensure mutual understanding. Following the interview, I would communicate with
the candidate via email, addressing my concerns that may have arisen during the interview
process. Furthermore, I would provide the candidate with a rejection email similar to the
following:

"Thank you for participating in the interview process with us. After thorough consideration and
assessment, it has been determined that the required skills and experiences for this position may
not align as strongly as we initially perceived based on your resume. We appreciate your interest
in the role and wish you success in your ongoing job search. Your dedication and time are
acknowledged, and we encourage you to consider applying for future opportunities that may
better suit your qualifications."

TASK 4:
In your opinion, what are the important
aspects of employee retention and what measures would you implement to increase it?
In my opinion, maintaining a positive workplace culture is crucial for retaining employees. To
ensure employee retention, it is essential to foster an inclusive and positive environment where
employees feel valued, secure, and part of an inclusive community. If I experience unfriendly
behaviors from my colleagues, these behaviors could potentially affect my job satisfaction, work
commitment and intention to stay in the company. Secondly, considering the diverse
opportunities for career growth available today, the company should actively offer avenues for
career advancement to retain its current workforce. This can be achieved through diverse career
opportunities, including training programs and mentorships. While the majority tends to
prioritize financial incentives and equitable compensation packages, my personal emphasis
places financial incentives lower in priority, with workplace culture and career advancement
opportunities taking precedence for me.

Firms employ various strategies such as offering competitive salaries, empowerment initiatives,
stock options, and flexible work hours to retain their staff. Agarwal and Ferratt (2002) conducted
research within the IT industry, revealing various retention practices. Among these were
additional financial incentives, more frequent performance appraisals, and increased
opportunities for training and development. To reduce stress related to work and clarify job roles,
it is advisable to ensure an equitable distribution of the workforce among relevant departments.
Additionally, companies should offer enjoyable activities to address job-related stress. Providing
incentives, such as encouraging employees to engage in hobbies or sports, can be exemplified by
offering gift cards for gym memberships or bookstores.

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