lo TI i Normal I No Spac... Heading 1 He Paragraph Styles Remember to write your report so that the various measurements you learned about in these chapters will be understandable to the firm's store managers and department managers. These employees do not have a staffing or statistics background. Consequently, many of the concepts you discuss in the report will be unfamiliar to them. Be sure you thoroughly explain the concepts and their importance. This will be particularly important when completing the next part of the assignment, which spans Chapters 8 through 11. Chem's is in the middle of hiring two sales associates for its flagship store and has reduced the initial applicant pool to eight candidates. Because it is the company's flagship store, it is important that all sales associates who work at the store excel at customer service and embody the company's values, and they need the new people to get up to speed quickly. Although Chem's often invests in the training and development of new employees, in this case they would like the two new hires to arrive with the knowledge, skills, abilities, competencies, and other characteristics required to be immediately successful. They also would like the newly hired sales associates to be strong candidates for future management positions. Ryan and Ann ask you to become involved in the assessment and hiring process. Nearly eighty percent of Chern's sales associates are considered successful. However, Chern's would like the percentage to be at least 85 percent. Ryan and Ann feel that improving the company's assessment and selection system will help it accomplish this goal. Use this opportunity to help Chern's develop a new sales associate assessment and selection system. This is a pilot project to determine how well you can improve Chern's staffing process. All eight candidates are already scheduled to participate in one structured and one unstructured interview that you are asked to view and score. After deducting the costs of the initial applicant screening and the two scheduled interviews for each candidate from the initial budget, the store has $4,000 left to apply to this staffing initiative. It's up to you to decide how to spend the money What other assessment methods should you use? (The costs of the two interviews are not to be included in your $4,000 budget.) The assignment for Chapter 8 is to read the case assignment spanning Chapters 8 through 11 and review the eight candidates rsums at the end of the appendix. You then need to develop an assessment plan that does not exceed your $4,000 budget. Vine anale in datelnia hur sales associate assessment system are threefold: ASSESSMENT METHOD SCALE OF ASSESSMENT COST Cognitive Ability Test (measures a Typical scores range from 85 to $70 per candidate $100 per candidate range from 0 to $30 per candidate candidate's ability to learn, 130 (mean and standard process, and apply information deviation for this sample are rapidly, verbal, spatial, and 112.5 and 8.02, respectively). mathematical abilities) Conscientiousness (measures a Possible scores range from 1 to candidate's persistence, 6 (mean 4.38, std. dev dutifulness, order, attention to 1.06) detail, and achievement motivation) Openness (measures a candidate's Possible scor openness to new ideas and 60 (mean = 42.50, std. dev. - situations and intellectual | 7.07) curiosity) Sales Interest (measures a Possible scores range from 1 to candidate's interest in sales as a 5 (mean = 3.63, std. dev. = 92). career, vocational interest inventory) Desire to Avold Failure (measures Possible scores range from 1 to a candidate's need to avoid failure 4(mean = 2.88, std devi .83). and desire to avoid taking risk) Toe onning Shlle Tortmaster Possible es for the text $50 per candidate $30 per candidate 7 na candidata Styles $30 per candidate $70 per candidate $150 per candidate Desire to Avoid Failure (measures Possible scores range from 1 to a candidate's need to avoid failure 4 (mean -2.88, std. dev. - .83). and desire to avoid taking risk) Technology Skills Test (measures Possible scores for this test a candidate's ability to become range from 0 to 80 (mean = proficient with the company's 58.13, std. dev. = 7.99). various technology tools) Job Knowledge Test (measures a Possible scores for this test candidate's knowledge of sales range from 0 to 50 (mean techniques, understanding of 36.88, std. dev. = 7.04). effective customer service practices, and awareness of related issues in the retail industry) Simulation (measures a Possible scores for the candidate's leadership, sales, simulation range from 0 to 70 judgment, and customer service (mean = 43.75, std. devi = skills using a work simulation) 10.61). Integrity Test (measures a Possible scores for this test candidate's trustworthiness, range from 1 to 5 (mean = 3.50, integrity, and honesty) std. dev. = 0.93). Fashion Knowledge Tesi Possible scores for this test (measures a candidate's range from 0 to 60 (mean = knowledge of fashion trends. 38.75, std. dev. = 8.76). styles, and fabrics as they apply to a variety of customers) $250 per candidate $70 per candidate $50 per candidate What would you suggest the team do to sell them? If you plan to use the unstructured interviews to assess candidates (optional), create a scoring key for the unstructured interview based on your expected determinants of success at Chera's. The scoring keys for both types of interviews should reflect the KSAOs or competencies assessed by the questions or interview, not the answers to the questions themselves. Then view the eight structured and eight unstructured interviews available on the book's website or if your instructor prefers, view them as a part of the class (Chapter 9). 3. Before or during your next class, submit your assessment plan to your instructor. Your instructor will then give you the candidates' scores on the assessments you choose to utilize (Chapter 9). If your instructor agrees, you can use a multiple hurdles compensatory, or combined approach for your assessment plan (Chapter 11). 4. Using your interview score results, candidate rsums, and scores on the assessment methods you included in your assessment plan, determine which two candidates should receive an offer and submit this information along with the rationale for your choice to your instructor. Write a job offer letter to your top chosen candidate, who is currently considering two other job offers from competitors (Chapter 11). Be sure to reinforce Chern's brand in the letter. 5. Write a job rejection letter to a candidate of your choosing (Chapter 11). Again reinforce Chern's brand in the letter and try to minimize negative candidate reactions to the rejection Develop an assessment plan and scoring keys for each of the three structured interview questions. Submit your assessment score request to the instructor by the deadline the instructor gives you to receive candidates scores on the assessments you choose to utilize. Your instructor needs to know which scores you would like and which candidates you would like to assess. You can assess candidates in one round before making a hiring decision or in multiple rounds, depending on your assessment plan. Be sure to stay within your $4,000 budget the interviews are free). When you submit the names of your two hires to your instructor, your instructor will give you feedback on the job success of your two new hires. CHAPTER 8 ASSIGNMENT a. Read the next few parts then evaluate the eight candidates rsums. h rastering for an af the heroad internet contine Tast and Styles CHAPTER 8 ASSIGNMENT: a. Read the next few parts then evaluate the eight candidates' rsums. b. Create a scoring key for each of the three structured interview questions. Test and practice using the scoring keys on possible good and poor responses to calibrate your scoring across your project gronp mernbers. CHAPTER 9 ASSIGNMENT: a. Develop an assessment plan that does not exceed the remaining $4,000 budget. This assessment plan should link directly to your job requirements matrix and outline how the top applicant characteristics will be assessed, how the scores on different assessments will be combined into both applicant characteristic scores, and how the different characteristic scores will be combined into an overall candidate predicted job success score that will be compared across candidates to determine which two candidates to hire. You can assess all eight candidates on every assessment you choose (within your budget), or you may use a multiple hurdles approach (see Chapter 11) and use one or more assessment methods to screen out some candidates before spending additional money to assess the candidates who pass the early assessment round with additional measures. Only the assessment methods that you actually use to evaluate candidats count against your budget. b. Explain your proposed assessment plan in your report in language understandable to non-HR leaders of Chern's. c. Use the scoring keys you developed for the structured interviews to view and score the structured interviews. Also view the eight unstructured interviews and score them if vou included them in your assessment plan. Because the unstructured interview amestions and content differs across candidates this is ontional The interims are different characteristic scores will be combined into an overall candidate predicted job success score that will be compared across candidates to determine which two candidates to bire. You can assess all eight candidates on every assessment you choose (within your budget), or you may use a multiple burdles approach (see Chapter 11) and use one or more assessment methods to screen out some candidates before spending additional money to assess the candidates who pass the early assessment round with additional measures. Only the assessment methods that you actually use to evaluate candidates count against your budget. b. Explain your proposed assessment plan in your report in language understandable to non-HR leaders of Chern's. c. Use the scoring keys you developed for the structured interviews to view and score the structured interviews. Also view the eight unstructured interviews and score them if you included them in your assessment plan. Because the unstructured interview questions and content differs across candidates, this is optional. The interviews are free, and do not count against your $4,000 assessment budget (Chapter 11). d. Submit the names of the candidates you would like assessed and the names of the assessment methods for which you would like the scores to your instructor and receive the scores. CHAPTER 9 ASSIGNMENT: a. Develop an assessment plan that does not exceed the remaining $4,000 budget. This assessment plan should link directly to your job requirements matrix and cutline how the top applicant characteristics will be assessed, how the scores on different assessments will be combined into both applicant characteristic scores, and how the different characteristic scores will be combined into an overall candidate predicted job success score that will be compared across candidates to determine which two candidates to hire. You can assess all eight candidates on every assessment you choose (within your budget), or you may use a multiple hurdles approach (see Chapter 11) and use one or more assessment methods to screen out some candidates before spending additional money to assess the candidates who pass the early assessment round with additional measures. Only the assessment methods that you actvally use to evaluate candidates count against your budget. b. Explain your proposed assessment plan in your report in language understandable to non-HR leaders of Chern's. c. Use the scoring keys you developed for the structured interviews to view and score the structured interviews. Also view the eight unstructured interviews and score them if you included them in your assessment plan. Because the unstructured interview questions and content differs across candidates, this is optional The interviews are free, and do not count against your $4,000 assessment budget (Chapter 11). d. Submit the names of the candidates you would like assessed and the names of the assessment methods for which you would like the scores to your instructor and recente the scores