Application 1 & 2

However, a correlation between two variables does not necessarily imply causation but for a causal relationship to exist between two variables there must be a correlation between the variables (Solomon W. Golomb, 2005). When predicting the Grade Point Averages, correlation might not be a good test for its prediction. This is because there is no GPA is not only influenced by intelligent quotient but it is also influenced by other external factors like Education background, family background, social and political environment among other factors. Other statistical tests may include the use of rating scales to rate qualities that cannot be directly rated through correlation by use of variables like good, fair, and excellent among others. Coefficient of correlation might also be used as a technique of predicting the Grade Point Averages. This refers to the main result of a correlation whereby it predicts significant and smaller changes among variables by use of scale r that ranges from +1.0 to -1.0.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

5. In conclusion, this started out being a confusing but interesting assignment; however, after completing the assignment I found that the test became easier to read and understand. Also, after researching and reviewing the various types of test it brought more incite to which test a Human Resource Manager might need to use according to the jobs and the hiring needs. I also realized that many of the tests are not given necessarily to weed out a candidate, or a certain type of candidate, but instead the test makes it easier to help fit the right person for the right job.

A competent criterion-related validation study should be based on a sample that is reasonably representative of the work and candidate pool. Some example of tests that Tanglewood can to conduct and used for employment

The same customer service skills that are needed when dealing with customers face to face are needed when dealing with customers on the telephone (Lucas, 2015). Arthur W. Page, the first vice

Benchmarking jobs was a critical step in developing grades and ranges. Some of the job descriptions in the survey data did not clearly relate to the jobs in FastCat, which caused us to avoid those particular survey jobs. Due to these discrepancies among the job descriptions, we decided to evaluate the descriptions that most clearly matched the FastCat jobs. For example, in the Business and Marketing pay structure, the Administrative Aide requires very basic qualifications, such as a high school diploma and competencies in basic skills, such as word processing and simple administrative tasks. We felt that this most closely identified with the Office Support 1 position because its description involved simple word processing tasks as well

Due to complaints from store managers regarding the quality of employees a thorough assessment of Tanglewood’s hiring practices was instigated. It was determined that a organization-wide shift to a more detailed selection system was needed. A search for good predictors of sales associate performance that would create minimal additional administrative burdens for managers was initiated. (#2)The proposed alternatives to the current system are the Retail Marketing Knowledge Exam, the

This assessment is evaluated and analyzed by trained professionals so the room for error is very limited. These professionals analyze the job requirements, test results and advise whether the applicant will be an acceptable candidate for the job opening. They will help find the appropriate fit for the job, department, and

One question asked is if the PS score is a valid predictor. To determine the answer to that question, a correlation coefficient was determined between the PS score and the performance score. The correlation coefficient between the PS score and the performance score was 0.41. Assuming a p<0.5 and r=.37, the value of .41 is statistically significant. This means that the PS score can be a valid predictor

Assess the practical and statistical significance of a proposed set of hiring tools, and make recommendations regarding how adopting these new hiring methods might benefit stores.

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

Using statistical analysis and data to recruit high-quality workers who will perform well and stay with a company for a long time required skilled individuals who are trained and knowledgeable at selecting the most qualified candidates (Mathis,

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.