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Zara Process Flow

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In my analysis of the Zara case, I selected the values of: Effectiveness, Integrity, Simplicity, Structure, and Trust. So the selection system for an interviewer would obviously be to ascertain from a system of questions, if they align with the values of the Zara business model.
First order of business in selection of a new-hire is to review their resumes and make sure that they have the basic set of skills to perform the functions of the job being applied for. I also like to take a look at their length of employment with an organization, and if they skip around from job to job alot. I offer that as a general statement being that it is, in practice, a part of the overall process. Additionally, I agree with her suggestion of selling the job. I think that it gets the juices flowing within the applicant’s head as to what they will be involving themselves in. If they are excited about what they hear then it is viable that this will reveal itself in the interview process. Conversely, if they realize they don’t really want this type of position, then they will reveal their disinterest during the interview.
In Ms. Quinn's book "Don't hire without me" she stresses that the true benefit of interviewing is when you can get useful and actionable information about the applicant so that you can make a more informed decision. So I would first develop questions that will help define the applicants "Locus of control".
Compiling a list of responses throughout the entire interview process would assess the Locus of control. If done correctly, applicants should reveal their perception of control without even realizing it.
According to the readings, the majority of the interview questions should focus on gathering information in two areas: skills and interest level. Additionally, there is a focus on the “Oh Say” method. Basically, putting the format of questions to a

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