\begin{tabular}{|l|l|l|l|l|l|} \hline \begin{tabular}{l} Applicant's \\ name \end{tabular} & GMA & \begin{tabular}{l} Conscientiousness \\ personality \end{tabular} & \begin{tabular}{l} Work sample \\ test \end{tabular} & \begin{tabular}{l} Reference \\ checking \end{tabular} & \begin{tabular}{l} Structured \\ interview \end{tabular} \\ \hline Amanda & 27 & 23 & 21 & 23 & 25 \\ \hline Dave & 35 & 20 & 28 & 25 & 24 \\ \hline Carl & 22 & 28 & 28 & 28 & 20 \\ \hline Rebecca & 41 & 20 & 18 & 19 & 20 \\ \hline Cyndy & 20 & 23 & 28 & 20 & 24 \\ \hline Julie & 23 & 28 & 19 & 28 & 16 \\ \hline \end{tabular} Question 1). If Company A decided to use the predictor weighting approach to making the final selection decision, and if the weight for the five selection methods is 1 for GMA, 0.8 for conscientious personality test, 0.7 for work sample test, 0.6 for reference checking, and .5 for structured interview, which applicant would be hired? (Note: the applicant who had the highest total score would be hired). Question 2). If Company A used the multiple hurdles approach to making its final selection decision, which applicant would be hired? (Note: the cutoff scores for GMA, conscientiousness personality test, work sample test, reference checking, and structured interview are 26,22,20,22, and 19 respectively). Company A had a job opening. It received six applications. It used five selection methods: general mental ability test (GMA), conscientiousness personality test, work sample test, reference checking, and structured interview. All of the six applicants were allowed to go through all of the five selection procedures. The table below shows the scores that the six applicants received for each of the five selection procedures (higher scores mean better performance)