Part B Assess level of management experience and assign a rating to each candidate. Develop a rating scale to be included in Part B from 0100 to cvaluate candidate's management experiences. Based on the work experience reported in their rsums, assess the 10 applicants' level of management experience and assign a rating to each using a rating scale from 0 to 100 . Before rating any individual applicant, establish criteria (or guidelines) for assigning "management experience points." An applicant with absolutely no management-relaled experience should be given a score of 0 , and an applicant with ideal experience should be given a score of 100 . For example, "ideal experience" might be defined as five or more years of stuccessful experience in a similar managerial job, in a similar organization. Determine additional breakpoints and associated points. Some subjectivity will be inwolved in assigning points for management experience, but your goal is to try to make it as objective as possible. Include your rating scale. While you may have reservations based on your ratings, all candidates should remain in consideration for P arl C. Part C Determine which candidates pass both hurdles. Since Tanglewood is using a combination approach to identify linalists for the management position, candidales must lirst pass muliple hurdles. An applicant exam and previous management experience have been selected as hurdles. Apply these two hurdles to each applicant: - Have four-plus years of management-reladed experience clearly reflecled in hisher rsum - Score of at least 60 on the applicant exam Which of the 10 candidates failed to pass both of these hurdles and should therefore be eliminated from further consideration? Part D Assess the remaining candidates using a compensatory approach.Lse a compensatory approach 10 assess the remaining candidates (those that passed both hurdles from Part C) using two predictors: retail knowledge and conscientiousness. Applicants' scores on these predictors can be found in Appendix D, page 72, from your course pack. An overall assessment score should be calculated from the two remaining predictors using rational weighting that is based on the predictors' relative validity. For instance, if an applicant's score for retail knowledge is 60 , then the assessment score would be 18(60 score x.30 validity coefficient). The validity coefficients for each predictor are provided in the table below. INDIVIDUAL APPLICANT INFORMATION For instanee, if an applicant's score for retail knowledge is 60 , then the assessment score would be 18 ( 60 score x. 30 validity coefficient). The validity coefticients for each predictor are provided in the table below. Manage Experience 20 Retail Knowledge . 30 Conscientiousness .30 Applicant exam .50