Discussion Board #2 – Determining Scores
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Consider the position you are looking at in the Job Analysis Project. State the position and describe how you might go about determining scores for applicants’ responses to (a) interview questions, (b) letters of recommendation, and (c) questions about previous work experience.
The position that I am analyzing is the Store Manager. “Given that 70% of operating budget is spent on workforce expenses, using quantitative interview scorecards to evaluate the qualifications and suitability of job candidates…it’s possible to boost your interview hit rate and your organization’s return on human capital investment over time” (Dattner, 2017). After reading this article, it definitely makes sense to use a scoring method.
I would use the compensatory model to determine scores for the applicant’s responses. Using the compensatory model “scores on one predictor simply added to scores on another predictor to yield a total score” (Judge & Kammeyer-Mueller, 2022, P. 582). So the score of the interview questions, the letters of recommendation and the questions about previous work experience would all be added together. This gives applicants with a low score on one score and a high score on another a change to still get the job. One advantage of this model is that is “recognizes that people have multiple talents and that many different constellations of talents may produce success on the job” (Judge & Kammeyer-Mueller, 2022, P. 582). There are four procedures may be followed when using this method. They are: clinical prediction, unit weighting, rational weighting and multiple regression. I would choose to use the unit weighting method which takes all three predictors weighted the same at a value of 1.00 and adds them together to get a totals score. This is a simple and easy to use process. “This allows candidates to overcome a shortcoming in one critical area by possessing other positive qualities to compensate for or make up for the qualities they lack” (Chandwani, 2019). On the job training would be available to make up for weaker skills. This strengthens their ability to perform their job more efficiently.
One of the benefits of compensatory model testing is that it has high validity levels and reduces disparate impact. The reason is that this method balances out the distribution of the scores. This gives the greater chance of satisfying the EEOC’s 4/5 rule which contributes to more hiring of a diverse population. “The Lord detests dishonest scales, but accurate weights find favor with him” (Proverbs 11:1).
References
Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. (2021). Staffing Organizations. McGraw-Hill
Education.
Chandwani, A. (2019, July 15). Human Resource. Iosolutions.Com. https://www.perfmanhr.com/different-employee-selection-processes/
Dattner, B. (2017, February 4). A Scorecard for Making Better Hiring Decisions. Hbr.Org. https://hbr.org/2016/02/a-scorecard-for-making-better-hiring-decisions
The Comprehensive and Compensatory System Testing Philosophy. (n.d.). Iosolutions.Com. Retrieved September 2, 2021, from https://iosolutions.com/compensatory-system-testing/
Bible. (1997). Tyndale House Publishers.
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