en HR practitioner trying to improve stion. Under the current wytem, application department managers to determine who should be callected. The managers do their own interviewing ang terviews and base their selection decisions almost exclusively one They tend to have a lot of confidence in their feelings about it believe they've been doing a pretty good job of selecting the night applicom How would you go about trying to convince them that they should be a more structured, objective lice statistical decision-making system b. What objections to your suggestion do you anticipate would be used by the How would you address these objections? Scanned with CamScanner nization. Under the current system, application forms at screened by renant You are an HR practitioner trying to improve selection procedures in our department managers to determine who should be interviewed. References are also collected. The managers do their own interviewing using individual, unstructured interviews and base their selection decisions almost exclusively on these interviews. They tend to have a lot of confidence in their gut feelings about candidates and believe they've been doing a pretty good job of selecting the right applicants. en HR practitioner trying to improve stion. Under the current wytem, application department managers to determine who should be callected. The managers do their own interviewing ang terviews and base their selection decisions almost exclusively one They tend to have a lot of confidence in their feelings about it believe they've been doing a pretty good job of selecting the night applicom How would you go about trying to convince them that they should be a more structured, objective lice statistical decision-making system b. What objections to your suggestion do you anticipate would be used by the How would you address these objections? Scanned with CamScanner nization. Under the current system, application forms at screened by renant You are an HR practitioner trying to improve selection procedures in our department managers to determine who should be interviewed. References are also collected. The managers do their own interviewing using individual, unstructured interviews and base their selection decisions almost exclusively on these interviews. They tend to have a lot of confidence in their gut feelings about candidates and believe they've been doing a pretty good job of selecting the right applicants