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:
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).
5: Have good selling skills (for example, ability to influence, persuasiveness).
6. 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: _________________________________________
2. Work experience – selection method: _________________________________________
3 Ability to work with currency – selection method: _____________________________
4.Communication skills – selection method: ___________________________________
5. Interpersonal skills – selection method: _______________________________________
Work motivation – selection method: _________________________________________
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:
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?