1. How are each of the perspectives of selection – psychometric, best fit, interactive decision process and discourse – represented in the hiring process for (a) Managers in Training and (b) sales assistants (both ‘models’ and ‘part-time impact’ roles)? 

2. Evaluate the selection process with respect to the four criteria of psychometric quality described at the start of the chapter. Can falling short on any of these criteria, in your opinion, be justified? Design a selection process for the sales associate roles in Table 4.3 using psychometric principles (start with a job analysis). 

2. Evaluate the selection process with respect to the four criteria of psychometric quality described at the start of the chapter. Can falling short on any of these criteria, in your opinion, be justified? Design a selection process for the sales associate roles in Table 4.3 using psychometric principles (start with a job analysis). 

4. How is the ‘selection as discourse’ perspective reflected in this case? 

5. Why have the legal challenges to the company’s hiring approach not eliminated the problem? 

Abercrombie & Fitch (and another of its outlets, Hollister) is a company of which many students will have some knowledge, either as customers (‘brand advocates’ and hence potential job candidates as shown in this case) or as current part-time employees. This should help them understand the relevance of the alternative perspectives of selection presented in the chapter, especially the ‘decision interactive’ perspective from the applicants’ point of view, but also the discourse perspective, as they themselves may be part of the ‘construction’ of the Abercrombie look and realise its importance for the company and its hiring policy.