Deakin University MMS714: Employment Simulation Report and Analysis

This report details a student's experience with an employment simulation, focusing on the selection of a senior sports marketing officer. The simulation involved evaluating three candidates: Ryan, John, and Nick, each possessing different strengths and weaknesses. The student initially favored John due to his technological skills and ability to learn, despite group members' differing opinions. The report analyzes the challenges faced in hiring within the sports industry, including the scarcity of skilled professionals, relocation concerns, and employee motivation. It outlines the basic skills required in the hiring process, such as career orientation, experience evaluation, candidate testing, and strength identification. The report also considers the ethical and legal requirements, biases, and the importance of innovation and equal opportunities. The final decision to hire John was made after a detailed discussion with the group, highlighting the importance of technology and the ability to adapt to market changes. The report concludes with the factors that made John the best fit for the role, detailing his ability to adapt, global skills, and the importance of using technology in the current market. The report also provides a detailed analysis of the hiring process, including job analysis, candidate evaluation, and the importance of asking the right questions during the interview process.

Running Head: EMPLOYMENT SIMULATION 1
Employment simulation
Student’s name
Institutional affiliation
Date

EMPLOYMENT SIMULATION 2
Table of Contents
1.Introduction...................................................................................................................................3
2.My choice for the simulation........................................................................................................3
3.The general choice made with the group......................................................................................4
4. The basic skills required in the hiring process include;...............................................................5
I. Look for a career orientated personnel.................................................................................6
II. Focus on a particular experience..........................................................................................6
III. Testing each candidate......................................................................................................6
IV. Identifying strength...........................................................................................................6
1. Hiring in the sports department is encountered with challenges and advantages....................6
I. Few people have skills in the field of sports.........................................................................7
II. Fear for relocation and shifting.............................................................................................7
III. Motivation in their current companies..............................................................................7
IV. Some candidates fail to turn up during the interview.......................................................8
Biasness........................................................................................................................................8
I. Innovations...........................................................................................................................8
II. Talent identification..............................................................................................................9
III. Equal opportunities...........................................................................................................9

EMPLOYMENT SIMULATION 3
IV. Ethical and legal requirements..........................................................................................9
Intelligence.................................................................................................................................10
7. Conclusion..............................................................................................................................10

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1. Introduction
The process of hiring requires combined effort of officials equipped with skills in human
resource. The knowledge helps the committee to come up with the best employee among the
candidates that have applied for the job. There are many factors to consider when choosing a
person to fit for a position in a company. This paper reviews the choice I made after I was
selected to be in the committee that will come up with the best employee. Three candidates are
presented; John, Ryan and Nick. My option goes for John which is against the expectation of my
group members. Finally we all agree on picking John because of the strong advantage and less
problem he has about the job opportunity. The paper looks at the challenges a company face
during employment in the sports space. Out of these challenges, solutions are created that help
the company select the best candidate.
2. My choice for the simulation
Having worked for the company for sometimes, Ryan, John, and Nick have qualities that
are very competitive and fits the position required. They all have experience in marketing
and have worked for the company for a long time. This makes them be in a better position to
understand the rubrics of the company and the requirements of being a good marketing
officer. For instance, Ryan can fit best in the job because he has been in the client's
department recently. I believe he developed his communication skills while working in this
department. He not only knows the essence of proper customer handling but can also work
best in a global position, which in this case we are looking for. Working at the global market
is what has equipped Ryan with international skills required in the job position. More so, his

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experience in the sporting field provides the best platform for him to work with the company
as a senior sports marketing officer. Ryan has only one disadvantage which makes him not
work his best. He quickly gets upset, a dangerous effect especially in the field of marketing
that requires toleration of clients’’ behaviors.
Nick is a competitive guy thigh. I found him to be the most efficient compared to the
other two guys. The guy has a strong impacting the marketing as he can build healthy
relationship with customers. Considering the job vacancy, the skills that Nick has best fits in the
specifications and requirements of the marketing office position. The basketball skills put him in
place to be hired by the company due to the sports skills require. In addition to the basketball
skills, Nick has been mention as a volunteer in the youth soccer league as a coach. This means
the leadership skills in him are enough to be hired by the company. The only disadvantage that
Nick has is lack of patient, and marketing is a field that requires patience for one to maximize his
potential. According to the sales theory, one has to address ten people before making a single sell
to one of them.
John, who our final choice has all it takes to be hired for the position. He probably might
have low skills count when compared to Nick and Ryan. Working in the sports marketing
division does not give enough reasons to hire John as a senior sports manager, the fact that this
skill is needed for one to qualify for the job is not enough for me to hire him as marketing
manager. John is an employer who is capable of taking in what he is told, teaching him to
improve the skills can be possible. John is different from Nick and Ryan when it comes to taking
responsibility.
He can work without supervision, and global matters give him an upper hand in being
hired. Excellent skills in technology are the best skill that made me chose him for the position,

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with the current world, technology is critical. This will make the company stay updated on
anything upcoming in the market. A manager, especially with technological skills, provides
market trends to the employees. Being creative is the problem that John has, but I found the issue
enough to deny him the opportunity. He can learn from other people, and therefore he can
quickly learn innovations from his team. Employees should be given a chance to make a
suggestion and give out their best changes in the market. The weakness can be manipulated to
provide employees an opportunity to think and come up with ideas critically.
3. The general choice made with the group
After a detailed discussion with my group members, we came up with a common choice
despite having differences of options. We all agreed to employ John, and this came after the
group explained to me the advantage that John had over Nick and Ryan. I told members how
technology is required in the current market for sales. The negative side of John could be made
productive, and it was not a big issue when hired. My team had one main argumentative point
which was to consider the basic skill required in the field of marketing. Technology was not the
main skill for search in the field. They just had a glance of the skills presented to them instead of
majoring more on what the company requires.
Hiring is a process that requires the attention of everyone, not only the candidates but
also the committee involved in the hiring process. There should be an early preparation to enable
one to create an atmosphere similar to that in the hiring room. Prospective employers should
know what qualities they are looking for before picking on any candidate. Questions to be used
in an interview have to be set earlier and the answer masters. An employer is advised to look for
a variety of answers to their questions. Mastering the concept of issues to ask the candidate helps

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the employer evaluate the skills that the candidate possesses in details. There is no genius
involved in the hiring process. Interviewing candidates is the best method of selecting a
prospective worker. Before getting into the hiring process, one needs to master FindLaw’s of the
hiring process.
4. The basic skills required in the hiring process include;
Determining the need to hire a new employee- Like in this case, the company required a senior
marketing manager in charge of sports and entertainment. We expected a person who
understands sports matters and all the candidates had the qualifications, and none had less than
three years' experience in the field of marketing. At this point, everybody was in a position to be
hired by the company. After that, the simulation team has to conduct a thorough job analysis and
write a job description for the situation required. All the qualities and nature of the job had been
stated, and candidates score compared with the story. Awarding marks in each section of the
requirements gave John an upper hand in being hired as an employee (Pain, 2014). According to
studying on how one can improve the recruitment process, simulators need to look for given
specifications in the process of hiring an efficient worker. They first need to look for the
following (Need for Best practice in hiring, n.d)
I. Look for a career orientated personnel. The simulation team should remain intact to
ensure that the final person chosen is of the profession they are looking for. Employing
someone from a different career for a given job might create problems at work.
II. Focus on a particular experience. The simulation in our group liked for an employee
with experience in the marketing field with more than three years of experience. All

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candidates had experience because they had worked for this company. The sports skills
were essential, and everyone had sports achieves through participation or volunteering.
III. Testing each candidate. Testing the candidate should be a master content when looking
for a vibrant employee. In our case, we don’t require testing candidates because they have
been working in the company and their reputation is well known. Their skill is also
defined from the way they had been handling issues in the market (Gerxhani , 2017).
IV. Identifying strength. Simulation team requires identifying the strength needed for the
job. For potential employees, they need to have a past achievement record. Each
candidate had his achievements, Ryan had been recently won the award of the best
employee, and John can listen to what he is told while Nick is an active team builder
1. Hiring in the sports department is encountered with challenges and advantages.
The company is forced to pick one of the three candidates because of constraints that do
make the contestants be few. The sports department requires technical skills both in the office
and field (Jogmi, 2010). A person has to understand all the laws, rules and regulations of sports
before being in a position to be a leader. Those people with experience needed by the company
are available on rare occasions; most of them have ventured into business for fear that there is a
lack of job opportunities. There is also bias when it comes to recruiting, some members in the
panel want to employ members from their race, culture, and region (Pico & Hibberts, 2010). This
does not provide a fairground to all the contested candidates. All the problems associated with
hiring a sports manager include;
I. Few people have skills in the field of sports. Many people focus on career-related
matters and ignore their talents. This puts companies in a position of deficient sports

EMPLOYMENT SIMULATION 9
management officers. In case there are few available, most will fail to show up during the
interview because of the commitment they are engaged in. Everybody requires such
people with sports skills, not only companies but schools and homes need them to carry
out given tasks such as training them. All professionals with knowledge in sports find it
relevant to engage in games and do away with job opportunities entirely. The main
reason in such cases is that they need to perfect skills and raise talents. Most sports
activities are done because participants have passion in doing the sporting while
professionals with skills have a love for games than being employed.
II. Fear for relocation and shifting. Hiring a sports manager is challenging especially those
who are required to deal with global matters. Global affairs involve much of, and the
current generation feels it safe with their families. People do need jobs but are not ready
to relocate to new positions in case they are told to do for job reasons. Those available are
unable to deal with global matters and thus put the company at risk of employing them.
III. Motivation in their current companies. Companies have adopted a system of retaining
their employees, and no one is ready to leave their job opportunity for new ones. They are
promised of frequent promotions, salary increase at given intervals and motivations
provided to them. Potential employees are not ready to move to a new working
environment because they fear to start over under new management.
IV. Some candidates fail to turn up during the interview. During the job announcement,
many applications are submitted looking for employment in the company, but they get
lost during the meeting. There is fear of meetings by the job applicants, most of them are
employed in either one or another company. They cannot risk their job opportunities and
attend a meeting which they are not sure of securing a job.

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Biasness
Bias prevails most of the employment departments, and this cuts across all departments
including the sports departments. Members of the employing committee may develop an interest
in hiring a given individual because of the name, color or language. Corruption has also
prevailed making committees not trusted. Bias may come out naturally when it comes to sex
(Chang & Wang, 2018). Most of the sport-related employees are male with rare cases of the
female. In the fact of our company, no woman was interested in contesting for the opportunity.
There should be gender equality when conducting the hiring process. Bias will automatically
come out whenever a lady had to apply for the job; most members of the department will find it
necessary to give a chance to a woman rather than a man.
Recruitment challenges in the sports department may lead to advantages, and the attempt to
curb the issues leads to activities which might benefit the company in many ways. The
management and the recruiting department at large have to remain firm and formulate ideas that
can prevent running into such problems or letting the issues affect the company. Resources are
used in developing the solutions, and it is an essential step because without curbing the answers,
there are more resources to be wasted.
6. The advantages arising from management issues include;
I. Innovations. There are new ideas that are formulated to help prevent problems from
affecting the company. The company may be affected by hiring employees who are not
fit for the job because of the issues in the sports department. Ideas are generated in the
process of thinking thus making the company more innovative.
II. Talent identification. (Hire the Best and Maximize their talents, n.d) The few available
sports related employees can force the company to engage in promoting sports within

EMPLOYMENT SIMULATION 11
their firm. This is done by identifying talents in employees and nurturing these talents by
supporting employees conically and physically. Talent identification is an advantage that
can be created by the government in an attempt to reduce the cases of inexperience sports
employees. Whenever a company decides to identify and natural talents, there are more
opportunities created in the company both to employees and the management.
III. Equal opportunities. The bias that is experienced in most of the hiring committees can
lead to equality when the company steps up and decides to provide solutions to such
cases. The issue of gender equality is controversial when it comes to hiring. The one with
the best skills cannot be locked out for a job because another person who is of different
sex who is not qualified for the job. Equality ensures all the requirements of the company
are met by looking at the right person for the job without any bias. Be it a lady or a man,
and the best should be chosen, cases, where the department is made up of a single gender,
should not be excuses of letting n a different gender be neutralized.
IV. Ethical and legal requirements. (Hughes, 208) Appropriate office ethics should be
observed when conducting recruitment to ensure the right person is selected for the job.
This is a solution for corruption that is experienced in most companies whenever there is
the hiring of an employee in a particular field. There are those candidates who might
decide to take the short route to get them into the opportunity. What they probably do is
luring those in the employment committee to give them a job. They can do that by
providing finances to them or clearing off their bills. When an institution drafts laws and
policies to safeguard such events, there is an advantage created to the company for such
issues, and the position is bringing into the company those individuals with the required
ethics. Those employees hired through bribery and bias end up underperforming on their

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duties because they have an idea of buying the job. They don’t have enough skills and
ethics to be in the positions they are placed, (Moen & Bramming, 2010)
Intelligence
More than 60% of the time is spent during the process of recruiting (Weinstein, 208). All
this happens because of the urge to put the right person in the position required to be filled.
More data is sourced regarding participants only to find out that most of the candidates have
similar attributes and qualities. Artificial intelligence is the current trend in the market that
involves hiring. When a company adopts the mechanism of hiring using artificial
intelligence, few resources and time will be used in the process. Furthermore, the person
selected in such cases will be of the required specification with fewer errors made. What the
company does in the process of hiring using the method is a three-step method.
7. Conclusion
Simulation is a process that evaluates efforts of all candidates presented for hiring. The
process makes it possible for a company to make corrections and come up with the best idea.
The problems encountered in the field of sports management profession can be efficient in
developing merits. Innovation, fair play and ethics are some of the advantages that comes
from these problems.