Case & Interview Specific Assignment Details Daryl Perrone has asked you to engage in the following steps to develop a selection plan and structured interview for the Department Manager position. Do not forget to refer to the job description provided in Appendix A when developing the selection plan: 1. Develop a detailed selection plan for this position. In this case, you should determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case, and fitting the selection measures into the plan format as shown in Exhibit 8.2 in the book. The current selection methods are the experience check, education check, Marshfield Applicant Exam, and the Retail Knowledge Test. Do not include the current interview as part of the selection plan. 2. Based on the materials you have compiled as part of the selection plan, you will determine which KSAOs are not being measured adequately in the current system. Those KSAOs not being measured adequately will be prime candidates for inclusion in the new selection system. 3. Develop initial interview questions. Staffing services believes that a half-hour interview will be appropriate, with about 3 minutes per interview question. They would like behavioral interview questions and 5 situational interview questions. Each interview question should have a very specific KSAO target as shown in the example: Develop a scoring key for each interview question. This means you will have ten different scoring keys. 5. Engage in a pilot trial of the interview questions. Each person in your group should run through the interview with someone not in your group (other individuals in the class can be used, friends, family members, co-workers, etc.). Half of the members of your group will act as interviewers to determine how well your pilot group can understand and answer the questions, half of the group will act as interviewees to determine how well your pilot group can understand and follow your scoring keys. Make sure that you adhere strictly to the structured interview format. You may ask applicants follow up questions for clarification, but otherwise work to suppress idiosyncratic behavior or deviations from the script. Take notes during the interview to supplement your scoring key, noting areas where your initial questions or scoring methods may not have worked well. 6. Debrief pilot group members. After finishing the sample interview process, ask your applicants" or "interviewers" to describe how they felt during the process. In particular, ask them how they would react to your questions. Also ask them, for each question, what they were thinking about during the process of answering or scoring. 7. Revise interview content. Provide information on how interview items and/or scoring keys will be modified based on your feedback from the pilot group