Questions and Answers of Staffing Organizations

Are there any lurking legal problems?
What are the costs of this turnover; might there be any benefits?
What additional data should we try to gather to learn more about our managerial turnover?
Is the loss of 30 managers out of 120 in one year cause for concern?
What would you recommend that Dexter do differently in the future to improve his evaluation of the staffing process?
What are possible reasons for the fact that the three sources differ in their relative effectiveness?
What is the relative effectiveness of the three sources in terms of yield ratios, cycle times, and retention rates?
What are examples of staffing tasks and activities that cannot or should not be simply delegated to a staffing information system for their conduct?
Determine the yield ratios (offer receivers/applicants, new hires/applicants), time lapse or cycle times (days-to-offer, days-to-start), and retention rates associated with each recruitment source.
What changes would you make in the HVP program, and why?
What issues and problems will the HVP plan create for HR? For the hiring manager?
How will current associates react to the HVP program, and why?
Will the HVP program likely reduce turnover? Why or why not?
Will the HVP program likely increase the job offer acceptance rate? Why or why not?
If you were an applicant, would the HVP program be attractive to you? Why or why not? If you were going to be an offer receiver, which of the three plans would you choose and why?
Draft a proposed job offer letter to Jane, incorporating your recommendations in points 1 and 2 above, as well as other desired features that should be part of a job offer letter.
Recommend other inducements beyond salary, health insurance, vacation and hours schedule that might be addressed in the job offer and why.
An organization has a staffing strategy in which it over-hires by 10% the number of employees it will actually need in any job category in order to ensure it meets its hiring needs. It reasons that
Recommend whether Jane should receive a best shot, market-matching or lowball offer? Why?
Although the data provided in the exhibit reveals that all selection measures were given to all 11 candidates, would you advise “Come as You Are” to use a sequence for future selection decisions?
Using the decision making process from the previous question, who would you select into the training program? Explain your decisions.
How would you go about the process of making decisions about who to select for the openings? In other words, without providing your decisions for the individual candidates, describe how you would
What limitations are inherent in the estimates you have made?
If the number of applicants increases dramatically (more applications are coming in than Randy expected), how would your answers to questions 1 and 2 change?
If Randy can only use one method, which should he use?
Is clinical prediction the fairest way to combine assessment information about job applicants, or are the other methods (unit weighting, rational weighting, multiple regression) more fair? Why?
What parts of this information seem most important for choice of selection measures? How does each piece of information fit with the “choice of assessment method” discussion?
Citrus Hill considered expanding their operations into the Caribbean and Latin America One of Mandy's concerns is how to staff such positions. If Citrus Hill does expand its operations to different
Construct a scenario in which you think Mandy should continue her business relationship with SSI. On the other hand, if Mandy decides on an alternative assessment process, what would that process be?
How might CSD, and Bioglass more generally, make better promotion decisions in the future? Be specific.
What is the likely cause of CSD’s problems?
For each finalist, you are to decide whether or not you would be willing to hire the person and why.
In the past, BSS has used the following initial assessment methods: application blank, interviews with Stanley and other BSS managers, and a follow-up with the applicant's former employer. Beyond
How can BSS know that its background testing programs are effective?
Is there any information BSS should avoid obtaining for legal or EEO reasons?
What sort of background testing should BSS conduct on its applicants?
One employee has raised questions regarding whether the performance ratings themselves are biased. This employee has not made a formal legal complaint against Yellow Blaze yet, but the organization
Would you recommend YellowBlaze now actually use the PS for making promotion decisions? Why or why not?
What are the limitations of the study? Do you think that the conclusions you would reach based on this sample of individuals who were promoted to store manager would generalize to the population of
With a cut score of 7 on the PS, would its use lead to adverse impact against women? Minorities? If there is adverse impact, does the validity evidence justify the use of the PS anyway?
Using the same example as in question four, how would you go about investigating the content validity of the test?
Is the PS assessment a valid predictor of performance as a store manager? Would you recommend the PS be used in the future to select sales people for promotion to store manager?
Assume you gave a general ability test, measuring both verbal and computational skills, to a group of applicants for a specific job. Also assume that because of severe hiring pressures, you hired all
What limitations in the above study should be kept in mind when interpreting the results and deciding whether or not to use the clerical test and work sample?
How do you interpret the validity results for the clerical test and work sample? Are they favorable enough for the company to consider using them “for keeps” in selecting new job applicants?
How do you interpret the reliability results for the clerical test and work sample? Are they favorable enough for the company to consider using them “for keeps” in selecting job applicants?
Outline of a process that will yield a set of thorough, current job descriptions.
Is it wrong to pad one’s résumé with information that, while not an outright lie, is an enhancement? For example, would it be wrong to term one’s job “maintenance coordinator” when in fact
A selection plan describes which predictor(s) will be used to assess the KSAOs required to perform the job. Describe the three steps to follow in establishing a selection plan.
In what ways are the following three initial assessment methods similar and in what ways are they different: Application blanks, biographical information, and reference and background checks?
Do you think employers have a right to check into applicants’ backgrounds? Even if there is no suspicion of misbehavior? Even if the job poses no security or sensitive risks? Even if the background
Describe the criteria by which initial assessment methods are evaluated. Are some of these criteria more important than others?
Some methods of initial assessment appear to be more useful than others. If you were starting your own business, which initial assessment methods would you use and why?
How can organizations avoid legal difficulties in the use of pre-employment inquiries in initial selection decisions?
Describe the similarities and differences between personality tests and integrity tests. When are each warranted in selection?
Do you think it’s ethical for employers to select applicants on the basis of questions such as, “Dislike loud music” and “Enjoy wild flights of fantasy,” even if the scales that such items
How would you advise an organization considering adopting a cognitive ability test in selection.
Cognitive ability tests are one of the best predictors of job performance, yet they have substantial adverse impact against minorities. Do you think it’s fair to use such tests? Why or why not?
Describe the structured interview, noting characteristics that improve upon the shortcomings of unstructured interviews.
What are the most common discretionary and contingent assessment methods? What are the similarities and differences between the use of these two methods?
What is the best way to collect and use drug-testing data in selection decisions?
Describe how organizations should apply the general principles of the Uniform Guidelines on Employee Selection Procedures to practical selection decisions.
Explain how internal selection decisions differ from external selection decisions.
Given that seniority is not a particularly valid predictor of job performance, do you think it’s unethical for a company to use it as a basis for promotion? Why or why not?
What are the differences between peer ratings, peer nominations, and peer rankings?
Vincent and Peter are both sales associates, and are up for promotion to sales manager. In the last five years, on a 1=poor to 5 = excellent scale, Vincent’s average performance rating was 4.7 and
Explain the theory behind assessment centers.
In general, what role should performance appraisals play in internal selection decisions? Are there some cases in which they are more relevant than others? Explain.
Describe the three different types of interview simulations.
Drawing from concepts presented in the measurement chapter, how could Mandy more formally evaluate SSI's assessment process, as well as the alternative presented to her by Vin?
Evaluate the effectiveness of seniority, assessment centers, and job knowledge as substantive internal selection procedures.
What steps should be taken by an organization that is committed to shattering the glass ceiling?
Your boss is considering the use of a new predictor. The base rate is high, the selection ratio is low, and the validity coefficient is high for the current predictor. What would you advise your boss
Do you think companies should use banding in selection decisions? Defend your position.
What are the positive consequences associated with a high predictor cutoff score? What are the negative consequences?
What are the advantages of ranking as a method of final choices over random selection?
What roles should human resource professionals play in staffing decisions? Why?
If you were the HR staffing manager for an organization, what guidelines might you recommend regarding oral and written communication with the job applicants by members of the organization?
A large financial services organization is thinking of adopting a new staffing strategy for entry into its management training program. The program will provide the trainees all the knowledge and
If the same job offer content is to be given to all offer receivers for a job, is there any need to use the strategic approach to job offers?
What are the advantages and disadvantages to the sales approach in the presentation of the job offer?
What are examples of orientation experiences you have had as a new hire that have been particularly effective (or ineffective) in helping to make the person/job match happen?
What are the steps an employer should take to develop and implement its policy regarding employment-at-will?
What are the advantages of having a centralized staffing function, as opposed to letting each manager be totally responsible for all staffing activities in his or her unit?
It has been suggested that the use of staffing technology and software is wrong because it dehumanizes the staffing experience, making it nothing but a mechanical process that treats applicants like
Since there are no standard ways of creating staffing process results and cost metrics, is there a need for some sort of oversight of how these data are calculated, reported, and used within an
What would be the advantages and disadvantages of outsourcing the entire staffing system to a vendor?
In developing a report on the effectiveness of the staffing process being conducted for entry-level jobs, what factors would you address in such a report and why?
How would you try to get individual managers to be more aware of the legal requirements of staffing systems and to take steps to ensure that they themselves engage in legal staffing actions?
For the three primary causes of voluntary turnover (desirability of leaving, ease of leaving, alternatives), might their relative importance depend on the type of employee or type of job? Explain.
Imagine your organization is doing exit interviews and has promised confidentiality to all who respond. Your supervisor has asked you to give the name of each respondent so she can assess the
Which of the costs and benefits of voluntary turnover are most likely to vary according to type of job? Give examples.
Firing an employee has numerous potential negative organizational consequences, including the discomfort of the supervisor who delivers the termination information, conflict or sabotage from the
If a person says to you - "It's easy to reduce turnover, just pay people more money" - what is your response?
Why should an organization seek to retain employees with performance or discipline problems - why not just fire them?
Give examples of when you would want the following for a written job knowledge test:a. A low coefficient alpha (e.g., alpha = .35), andb. A low test-retest reliability.
Is it unethical for an employer to use a selection measure that has high empirical validity but lacks content validity? Explain.
Describe how you might go about determining scores for applicants’ responses to: a. Interview questions,b. Letters of recommendation, andc. Question about previous work experience.
Do individuals making staffing decisions have an ethical responsibility to know measurement issues? Why or why not?
Imagine and describe a staffing system for a job in which there was no measurement used.

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