Exercise One: Employee Selection

Choose the selection methods:

Identify which selection method (e.g., rsum, interview, test, work-simulation, reference check, personality inventory etc.) you would recommend for each of the KSAOs listed above. You can use the same selection method more than once if you believe it is appropriate for more than one KSAO, but you need to provide justification for the selection method chosen for each KSAO. If choosing interviews as part of your selection method, please specify the type of interview from the choices discussed in class.

Below is an example of how you might justify using an application form as an appropriate selection method for education.

Education

Selection Method Chosen: Application Form

Justification: A question on the application form can ask applicants to describe their education. This selection method makes it easy and inexpensive to obtain this information for reference checking later.

Exercise Two: Operationalize your assessments- Creation of a rubric to score applicants.

Now that you have identified selection methods for each KSAO, and your justification for use, you must decide how to score each of these assessments. Based on your responses in exercise one (Choose the selection methods), think about how each KSAO may be scored and develop a point system for that KSAO. A common approach to performing this task is to have some type of numerical rating system that may include one or two minimum requirements.

Your task is to develop a rubric (point system) to score applicants for each of the KSAOs. In developing your rubric, review the job description information. An example of the education KSAO is provided for you below, though you may choose to change it. Remember that Assistant Managers need to have an Associates Degree as a minimum requirement according to the job specification. Applicants who do not meet this requirement are rejected. Bachelor degrees are preferred and receive more points in the example below.

Education assessed via application form.

Rubric assessment:

Bachelor Degree or higher: 10 points

Associates Degree: 6 points

High School Diploma/No High School diploma: 0 points/reject applicant

You may also want to create a rsum rubric to make it easier for those reviewing rsums to score applicants. Often rsums are both a good way to see both similarities in a candidates previous experience and the job description TDRs and their KSAOs, while interviews or other selection tests can further explore KSAOs.

Exercise Three: For the purposes of this exercise, there is an assumption that one of your selection methods will have included interviews. In exercise three, create a list of Interview questions that are specific and related directly to the job, making sure there are no illegal questions.

Include both behavioral and situational interview questions

Exercise Four: Reflections on the Process of Employee Selection

1. You have made a number of decisions in the creation of your selection process for an Assistant Retail Manager. Which of the decisions that you made do you think were most critical and why?
2. What did you find to be the most difficult part of the process?
3. Provide the definition of a valid selection instrument and explain how the interview questions you created for the Assistant Retail Manager position ensured validity in the job interview, helping you predict the best hire.
4. Where did you recruit to develop the most qualified applicant pool for your Assistant Retail Manager position? Why did you choose that source or method of recruitment?