Virtual Selection Case Study

Virtual Selection Case Study
Mukesh Shrestha
MS510: Human Resources Management
Professor Louis Lopez
January 29, 2015 Virtual Selection at National City Corporation
This case study explains the method used by National City Corporation for selecting the employees which is in this case is computerized simulation method. This computerized simulation of specific job-related task is known as "Virtual Job Tryout" to select candidates for jobs. National City Corporation is a multistate banking firm having employees around 32,000. Its main office is in Cleveland, Ohio. This company has got very good reputation. It has been named as the one of the top 100 employers by the Black Collegian magazine. It is founded in 1845 and is one of the nation 's

As its pros, it assists the company in selecting a practically competitive candidate. It can save the cost for the company in training the newly employed candidates because it only selects the well practically qualified candidates for the next selection process. It can search for the candidate globally (i.e. through internet it can look for the big pool of candidates).
As the cons of using virtual assessment for the employee selection, this may select the candidate whose attitude and behavior doesn 't fit with the company. The candidate selected through the virtual assessment process may not know the culture of the company. So it may create difficulty for both the candidate and the employer. Since the virtual assessment exam is through internet and can be taken from any part of the world, the candidate may allow others to take his test. So there is a chance of cheating by the candidate for the selection (Personnel

It describes how it helps the company in selecting the candidate and giving the example of National City Corporation, it has shown how this company became able to rank it as one of the top 100 employers by the Black Collegian magazine and how it grew as nation 's largest financial holding companies. Although the virtual selection method has some cons it has lots of advantages. The thing which is required is the proper identification of the job that requires the virtual assessment process and the job that doesn 't fit with the virtual assessment process for the selection of the candidate. If this can be addressed properly then the virtual selection process can prove as one of the best tool for selecting the best