Evaluating Selection Methods

Discussion One:

Assume you are employed as an HR manager for a large retail clothing  store. You are tasked with hiring a sales clerk for an open position.   The ideal candidate for this position will possess the following  factors:

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1. Have at least a high school education (bachelor’s or associate’s degree desirable).

2. Have experience as a sales clerk or in a related field (such as customer service).

3.  Ability to work with currency and balance a cash drawer correctly.

4. Have good communication skills (for example, speak clearly, make good eye contact)

5: Have good interpersonal skills (for example, demonstrate patience and flexibility and develop rapport easily).

6: Have good selling skills (for example, ability to influence, persuasiveness).

7. Be motivated to work.

Part A: Evaluating Selection Methods

Identify which selection method (e.g., résumé, interview, test,  role-play exercise, reference check or personality inventory) you would  recommend for each of the six factors listed below. You can use the same  selection method more than once if you believe it is appropriate for  more than one factor.

1. Education – selection method:  _________________________________________

Justification:

2. Work experience – selection method:  _________________________________________

Justification:

3 Ability to work with currency – selection method: _____________________________

Justification:

4.Communication skills – selection method:  ___________________________________

Justification:

5. Interpersonal skills – selection method:  _______________________________________

Justification:

6.  Selling skills – Selection Method  ____________________________________

Justification:

7.  Work motivation – selection method:  _________________________________________

Justification:

2007 SHRM. Marc C. Marchese, Ph.D.

Part B: Evaluating a Selection System 

There are different ways to ensure that a selection system is  working. One important method focuses on legal compliance.  As indicated  in the reading material, there are two types of discrimination:  disparate treatment and disparate impact (also known as adverse  impact).

Disparate treatment discrimination refers to treating applicants  differently based on a protected characteristic (for example, age, sex,  national origin, religion). Disparate impact discrimination may be  unintentional because the intention was for all applicants to be treated  equally; however, this equal treatment had an unequal effect related to  a protected characteristic. The most common approach to identify  adverse impact is to apply the four-fifths rule. The four-fifths rule  states that adverse impact exists if the selection ratio of the minority  group is less than four-fifths (or 80 percent) of the selection ratio  of the majority group. The simplest way to calculate adverse impact is  to divide the selection ratio of the minority group by the selection  ratio of the majority group. If the result is less than 80%, then  adverse impact exists.

The retail clothing store collected the following hiring data over the past seven years for Department Manager positions:

Males applied:  75; Males hired: 15

Females applied: 115; Females hired: 20

Caucasians applied: 150; Caucasians hired: 30

Minorities applied: 40; Minorities hired: 5

Calculate the selection ratios for the two groups:

Males: —————-

Females: ————–

Minorities: —————-

Non-Minorities: ___________

Does adverse impact exist when you compare the minority applicant  pool with the non-minority applicant pool?  Does adverse impact exist  when you compare the female applicant pool with the male applicant pool?  Show your calculation for both questions.

2007 SHRM. Marc C. Marchese, Ph.D.

Part C: Evaluating a Selection Process

Think about the concepts of reliability and validity in the context  of the selection process. Describe what each one means, why it is  important, and provide an example.  How are reliability and validity  related to each other and why is important for a selection process to be  both valid and reliable?

You may use a word document if you like or provide your answers in the content of your response window.

Be sure to provide the references for the sources of the information  you used to inform your analysis including the material provided in the  classroom.

Discussion Two: Application

Read the Module 3 Case and in-depth scenario 1. Draft a 1 – 2 page  memo to the founders of HSS to address the issues with the selection  practices. Specifically, include a) a discussion of the reasons why a  selection strategy is necessary to hire the best candidates; b) an  explanation to the founders regarding how the selection process should  be based on valid and reliable selection criteria, including some  examples; and c) a discussion of the selection criteria and methods that  could have been used to avoid hiring the wrong candidate for the  marketing manager position.  You may use a word document if you like or  provide your proposal in the content of your response window.  Be sure  to provide the references for the sources of the information you used  including the material provided in the classroom.

Required Readings/ References (attached)

Additional References may be used

APA Format Required

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