For this assignment, you will assess an organization's recruiting and hiring practices to evaluate validity and overall effectiveness. The company background is provided in the file below, entitled Everyday Wholesale

. Please read all of the instructions to ensure accurate submission in accordance with the questions. Instructions:In Memo format (pdf document),answer the following questions about this case. Structure your Memo (addressed to me) as though I am the management team at Everyday Wholesale and you are providing an evaluation of recruiting and selection practices. See my notes below for structuring a professional Memo, not be to written in a Q&A format.

• Evaluate the validity of the selection processesused by Everyday Wholesale.Be specific in addressing the validity ofeachcomponent of the selection process by providing a supporting rationale for your answer, which includes the numerical score of validity. You must assess each step (and tool used) and provide the validity (e.g., numerical value) from the PowerPoint notes.
• Identify the possible problems with discrimination in this selection system. Explain to explicitly support your answer by addressing the type of discrimination and where may be represented in the company's selection system.
• What suggestions would you provide to the management of Everyday Wholesale to improve theirhiringprocess? Be specific in your answer to address both recruiting and selection strategies.

Note: A memo is a professional document that serves an internal communication within an organization. You can Google examples of Memos and there are several templates built into MS Word. At a minimum, a memo is a single-spaced document (with spacing between paragraphs) organized to communicate important information. It should have a brief opening paragraph that provides an overview of the content and organization of the memo. Many find it helpful to use headers to organize the memo (e.g., Evaluating Validity, Potential for Discrimination, Recommendations for Improvement).

This link provides guidance of writing a professional, business memo:https://owl.purdue.edu/owl/subject_specific_writing/professional_technical_writing/memos/sample_memo.html

Everyday Wholesale

For this assignment, you need to adequately assess validity based on objective data using the validity data provided in the PowerPoint for Staffing in Organizations (slide is entitled, Determining Validity). Recall from the notes that validity is a measure of performance and supports the use of any assessment in selection. Reference checks are different from background checks. This is not based on your opinions or what seems to make sense but rather using validity data to assess the selection system.

My example of the initial step in the selection system - I will assess all aspects of selection based on two characteristics: (1) validity must exceed .20 and (2) if not valid, then I will assess for business necessity to avoid negligent hiring.The first stage is a job application and initial interview. The job application is standard to capture applicant information but it doesn't have an associated validity. It may provide useful information such as confirming age eligibility to work or any degree requirements for business necessity. The initial interview does not state that it is structured so I will assume the lesser and considered it unstructured, so I can assess validity at .38. This level of validity is acceptable as it exceeds the .20 minimum standard.

You should then continue assessing the validity of the remaining items to include the honesty/integrity test, computerized structured interview, face-to-face interviews, reference checks, and other background checks.

The second requirement is to address potential areas for discrimination, mainly adverse impact or disparate treatment. You should be able to identify at least three (3) areas where applicants may be affected (intentional and unintentional). Please don't say "no areas of discrimination" were noted , so give some thought to it based on what you have already learned about adverse impact (unintentional discrimination) and disparate treatment (intentional discrimination).