Read the following case (Chern’s Case Study.pdf Download Chern’s Case Study.pdf) and the additional material below.
Chern’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 Chern’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.
Nearly 70% of hired sales associates at Chern’s are true positives. However, Chern’s would like the percentage to be much higher. Ryan and Ann feel that improving the company’s assessment system will help it accomplish this goal. They would like to pilot the new assessment system on eight finalists for the two open sales associate positions a the flagship store. The budget for this pilot is $4000. They are considering several assessments listed in the below table. Chern’s already contracted a consulting firm to administer the possible assessments to a sample of sales associates and has data for each of the possible assessments relative to the criteria by which they will make their choice:
Validity—how well the assessment method predicts relevant components of a person’s job performance.
Return on investment—the extent to which the assessment method generates a financial return that exceeds the cost associated with using it.
Applicant reactions—the extent to which applicants perceive the assessment methods to be job related and fair.
Selection ratio— the extent to which the selection ratio is low. A low ratio means hiring only a few applicants, which allows an assessment method to have maximal impact in terms of improving the performance of the people hired.
Adverse impact—the extent to which an assessment method predicts job performance and other important hiring outcomes without discriminating against members of a protected class.
Some of the data has already been analyzed and the results are provided in the comparison table below. Specifically, you have qualitative rankings for applicant reactions and adverse impact. However, no one has yet analyzed the data for generating qualitative rankings of predictive validity, return on investment, and the selection ratio. The data for these categories is found in the following dataset: Chern’s Assessment System Data.xlsx Download Chern’s Assessment System Data.xlsx
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To determine predictive validity, the consulting firm also administered a sales performance test for which scores range from 0 to 50.
Assessment Method
Predictive Validity
Return on Investment
Selection Ratio
Applicant Reactions
Adverse Impact
Cognitive Ability Test (measures a candidate’s ability to learn, process, and apply information rapidly; verbal, spatial, and mathematical abilities)
Typical scores range from 85 to 130
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$70 per candidate
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Experts recommend a cut score of 105.
Medium
Medium
Conscientiousness (measures a candidate’s persistence, dutifulness, order, attention to detail, and achievement motivation)
Possible scores range from 1 to 10.
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?
$100 per candidate
?
Experts recommend a cut score of 6.
High
High
Job Knowledge Test (measures a candidate’s knowledge of sales techniques, understanding of effective customer service practices, and awareness of related issues in the retail industry)
Possible scores for this test range from 0 to 10.
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$150 per candidate
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Experts recommend a cut score of 4.
High
Medium
Openness(measures a candidate’s openness to new ideas and situations and intellectual curiosity)
Possible scores range from 0 to 60
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$30 per candidate
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Experts recommend a cut score of 30.
Medium
Low
Sales Interest(measures a candidate’s interest in sales as a career; vocational interest inventory)
Possible scores range from 1 to 5
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$50 per candidate
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Experts recommend a cut score of 3.
High
Low
Desire to Avoid Failure (measures a candidate’s need to avoid failure and desire to avoid taking risk)
Possible scores range from 1 to 4
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$30 per candidate
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Experts recommend a cut score of 2.
Low
High
Simulation(measures a candidate’s leadership, sales, judgment, and customer service skills using a work simulation)
Possible scores for the simulation range from 0 to 70
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$250 per candidate
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Experts recommend a cut score of 50.
High
Low
Fashion Knowledge Test (measures a candidate’s knowledge of fashion trends, styles, and fabrics as they apply to a variety of customers)
Possible scores for this test range from 0 to 60
?
?
$50 per candidate
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Experts recommend a cut score of 30.
High
Low
Technology Skills Test (measures a candidate’s ability to become proficient with the company’s various technology tools)
Possible scores for the simulation range from 0 to 80
?
?
$70 per candidate
?
Experts recommend a cut score of 50.
Medium
Medium
Handwriting Analysis (measures a candidate’s trustworthiness, personal drive, dependability, sociability, and desire to achieve)
Possible scores for this analysis range from 0 to 10
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$150 per candidate
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Experts recommend a cut score of 5.
Low
High
Integrity Test (measures a candidate’s trustworthiness, integrity, and honesty)
Possible scores for this test range from 1 to 10
?
Low
$125 per candidate.
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Experts recommend a cut score of 6.
Low
High
Now, please prepare a report with the following parts:
Data Analysis & Ratings: Fill in the rest of the comparison table by analyzing the data in the provided Excel file. Provide a full comparison table in your report with your qualitative ratings and the statistic(s) on which the rating is based (where applicable). Attach the complete Excel sheet to the report.
Recommendation: Using the comparison table, which assessments would you include? Provide a list of these with a breakdown of cost per assessment and the total cost of the assessments.
Assessment Plan: Including the structured interview, provide an assessment plan. That is, describe the order in which the assessments will be administered and whether any (or a combination thereof) would be a hurdle, providing the necessary rationale.
Interview Questions & Rubric: Finally, write a set of three questions for the structured interview and provide a scoring rubric with descriptive anchors at each rating level for each. The questions and respective rubrics should effectively measure the desired characteristics of full-time sales associates per your understanding of Chern’s. Review the sample interview scoring template from the Society of Human Resource Management (Interview Scoring Template.pdf Download Interview Scoring Template.pdf) if you need some inspiration.
Submission Guidelines:
Please turn in a Word document with the following format guidelines: 12-point Times new Roman font, double-spaced, and 1-inch margins; and turn in your completed Excel sheet. Thanks! Please also attach the required, completed excel sheet.
Rubric
Chern’s Case Report Rubric (1)
Chern’s Case Report Rubric (1)
Criteria Ratings Pts
This criterion is linked to a Learning OutcomeData Analysis: Accuracy
The requested statistics are accurate
1 pts
Yes
0.5 pts
Somewhat
0 pts
No
1 pts
This criterion is linked to a Learning OutcomeQualitative Ratings: Accuracy
The qualitative ratings are accurate in that they reflect the provided data
1 pts
Yes
0.5 pts
Somewhat
0 pts
No
1 pts
This criterion is linked to a Learning OutcomeRecommendations: Appropriateness
The recommended assessments are appropriate given the ratings and the budget
1 pts
Yes
0.5 pts
Somewhat
0 pts
No
1 pts
This criterion is linked to a Learning OutcomeAssessment Plan: Support
The recommended plan is well defended in that it makes sense given the best evidence
1 pts
Yes
0.5 pts
Somewhat
0 pts
No
1 pts
This criterion is linked to a Learning OutcomeInterview Questions: Quality
The interview questions assess relevant characteristics and are written to effectively assess those characteristics
1 pts
Yes
0.5 pts
Somewhat
0 pts
No
1 pts
This criterion is linked to a Learning OutcomeInterview Questions Rubrics: Quality
The interview questions rubrics have an appropriate scale and include useful anchors
1 pts
Yes
0.5 pts
Somewhat
0 pts
No
1 pts
Total Points: 6
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