Question.461 - You would like to roll out a new structured behavioral/situational interview, but Mia wants to know what makes it better than the managers’ current unstructured interview, and if it is more legally defensible than the other options available to you. Assume the interview has been administered, and a performance score taken. You can show this by conducting a validation test. (Validity is the degree to which there is a relationship between two variables in a population). You will need to calculate the correlation coefficient, and determine if the results are statistically significant. If the p value is <.05, the result would be statistically significant. What is the correlation coefficient? (r value). The YouTube link below will provide guidance on how to calculate these values. Use the values from the table below. Based on your analysis. Would you recommend the structured interview to Mia? Why, or why not?
Answer Below:
Unit 4 Assignment of HR 355 Jourdan Coleman Park University HR 355 Planning and Staffing Dr. Sherry Mathews April 10th, 2022 Unit 4 Assignment of HR 355 You would like to roll out a new structured behavioral/situational interview, but Mia wants to know what makes it better than the managers current unstructured interview, and if it is more legally defensible than the other options available to you. Assume the interview has been administered, and a performance score taken. You can show this by conducting a validation test. (Validity is the degree to which there is a relationship between two variables in a population). You will need to calculate the correlation coefficient, and determine if the results are statistically significant. If the p value is <.05, the result would be statistically significant. What is the correlation coefficient? (r value). The YouTube link below will provide guidance on how to calculate these values. Use the values from the table below. Based on your analysis. Would you recommend the structured interview to Mia? Why, or why not? Considering the given data, when n=30, n-1 = 29, X bar tends to be 6.7 Y bar is 3.633333, Sx is 1.57895 and Sy is 1.217214 Employee # Interview Score Performance Rating A = (Xi-Xbar)/SxB = (Yi-Xbar)/Sy A*B 63 9 5 1.456658 1.122782 1.635511 7 9 5 1.456658 1.122782 1.635511 16 9 1 1.456658 -2.163410 -3.15135 18 9 5 1.456658 1.122782 1.635511 42 8 4 0.823328 0.301234 0.248015 17 8 5 0.823328 1.122782 0.924419 51 8 4 0.823328 0.301234 0.248015 2 8 5 0.823328 1.122782 0.924419 22 8 3 0.823328 -0.520314 -0.42839 35 8 4 0.823328 0.301234 0.248015 26 7 5 0.189998 1.122782 0.213328 5 7 3 0.189998 -0.520314 -0.09886 62 7 4 0.189998 0.301234 0.057234 48 7 3 0.189998 -0.520314 -0.09886 23 7 3 0.189998 -0.520314 -0.09886 53 7 4 0.189998 0.301234 0.057234 69 7 5 0.189998 1.122782 0.213328 58 6 4 -0.443330 0.301234 -0.13355 19 6 4 -0.443330 0.301234 -0.13355 11 6 2 -0.443330 -1.341862 0.594889 25 6 3 -0.443330 -0.520314 0.230671 3 6 3 -0.443330 -0.520314 0.230671 24 6 5 -0.443330 1.122782 -0.49776 33 6 5 -0.443330 1.122782 -0.49776 49 5 3 -0.076660 -0.520314 0.560202 64 5 3 -0.076660 -0.520314 0.560202 31 5 2 -0.076660 -1.341862 1.44473 50 4 2 -0.076660 -1.341862 2.29457 4 4 1 -0.076660 -2.163410 3.699411 55 3 4 -0.076660 0.301234 -0.70589 Total 11.81106 Considering the correlation coefficient, where r is 0.407, with P-Value is 0.025605 proving the result to be substantial when P < 0.05. A structured interview is a systematic technique of assessing job prospects that includes pre-set inquiries on the expertise, abilities, and attributes needed for the position. By asking the identical queries to all applicants and employing a uniform technique for evaluating replies, hiring choices may be made primarily based on job-relevant knowledge rather than unnecessary factors. For Mia Muffin, it will provide the following advantage structured interview is implemented in the hiring process, Increase the Efficiency of employment; such as, one organized interview may yield the equivalent number of correct data as four unstructured interviews, enabling the hiring procedure to be more precise as well as economical. They advocate incorporating extra rating agencies or employing a committee interview approach to improve reliability even more consistency in the hiring process, as specific talents can be picked up and ensure long-term reliability. All applicants are given identical treatment. Since decision-makers have comparable data for each applicant, assessments of applicants' prospects for achievement if employed can be done rapidly, thus simplifying the decision-making process and increasing assurance in those judgments. Justice. Since inquiries are focused on job needs, all applicants are assessed objectively. This also helps candidates recognize the connection between what they are being assessed on and the position, which improves the hiring process. References Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. D. (2003). Staffing organizations. Middleton, WI: Mendota House.More Articles From Human Resource
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