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1. Making Selection Decisions for a Bookstore You will be staffing a bookstore with 1 manager and 1 salesclerk. The first table tells you the cutoff scores required for each predictor, which should be used to make your selection decisions. The first row of the second table illustrates all of the various predictors that could be used to make the selection decision. a. For both jobs, select 3 predictors that you think would best forecast their performance on the job. The set of 3 predictors should be different for a manger and a salesclerk job because they require different KSAO's. Under b. Add up the scores for each candidate on each predictor and eliminate candidates who do not meet the cutoff score on any of the 3 predictors. Then select the candidate with the highest score to hire for the position. Enter their name next to the manager and salesclerk job titles. Manager (enter name of candidate w/best score): Predictor 1: Predictor 2: Predictor 3: Sales Clerk (enter name of candidate w/best scores) Predictor 1: Predictor 2: Predictor 3: Cut Scores 7 4 Hi E 4 5 20 Manager 4 4 17 6 Sales Hi A 3 Table for use with this exercise: Situational Experience untur Judgment Cognitive Ability Total Applicant Gender Big 5 6 7 29 M 8 8 Hi E, LOC Donald HiA Manager Hi E 4 7 5 4 20 Sales Hi A 3 6 4 4 17 Table for use with this exercise: situational Experience lat Judgment Applicant Gender Big 5 cognitive Ability Total Donald M , Loc 8 8 6 7 29 Terry F Hi A. Loc 1 7 4 4 16 Brian M LO E, Hic 6 CO 10 31 April F HiN, Hic 4. 6 10 24 Peter M Hi E, Loc 2 1 4 9 N Anita F Hi E, LOC 5 10 8 7 30 M LO E, Hi 3 7 3 8 21 Diane F LO O, Hi A 2 9 7 3 21 2. You have been speaking with Mr. Marshall recently regarding some questions he has about his selection system. You have just received the following e- mail from him. One of the positions that we need to hire for regularly is in the slaughterhouse. Processing the carcasses is physically demanding work, and many people we hire cannot perform the work effectively for very long. Thus, we end up having to fire quite a large number of employees because of low job performance. Last year, we had 500 Latino American applicants, 200 Caucasian American applicants, and 400 African American applicants. Out of these applicants, we hired 400 Latino Americans, 300 African Americans, and 120 Caucasian Americans. We did not have any Asian American applicants this year. To be hired, an applicant must pass three selection tests: 1. The applicant must be low on neuroticism. This is because the gore that occurs on the killing floor can be upsetting; we find that people with moderate to high levels of neuroticism typically quit within one week. In fact, we completed a validation study, which indicated that neuroticism and job performance were correlated at -. 35. 2. The applicant must be able to pass a physical test by being able to squeeze a rod with a certain amount of pressure for two minutes straight. This is because the workers must move sides of pork all day; unless workers have a basic level of strength in their hands, they will not be able to complete the job over an eight- hour shift. We also find that our physical test correlates .25 with job performance. We have found that Caucasian Americans tend to have less hand strength because they are less likely to have worked in jobs requiring manual labor compared to our African American and Latino American applicants. 3. The applicant must have at least one year of experience in either manufacturing or meat packing. It seems that workers who have done this work before are likely to remain in the organization longer. We find that Latino applicants are much more likely to have experience than any other racial group. American and Latino American applicants. Styles 3. The applicant must have at least one year of experience in either manufacturing or meat packing. It seems that workers who have done this work before are likely to remain in the organization longer. We find that Latino applicants are much more likely to have experience than any other racial group. 1. Is there evidence of adverse impact? Use the table below to calculate hiring rates for 1) Latino American and Caucasian American applicants, and 2) Latino American and African-American applicants. The ratios and adverse impact calculations are already completed for African-American and Caucasian American applicants to show an example of how to calculate. 2. If there is adverse impact, can the difference in selection rate be justified legally? Comparison Adverse Impact Calculations Majority Group Minority Group Ratio Ratio Adverse Impact Calculation African American and Caucasian American 300/400 75% 120/200 60% 60% 60% = 60% No adverse impact Latino American and Caucasian American Latino American and African American