Mia's Muffins: But structured interviews are so boring... Introduction These are sections of a recruitment and selection plan that contribute to the full analysis. The answers to these assignments should be complete, well organized, and of an appropriate length 1-2 pages, for the analysis involved, and include: Description of issue Recommendations Reference Sheet Unit Learning Outcome(s) Reflected in assignment: 1. Explain the Differences Between Subjective and Objective Measures (4) 2. Analyze the Importance of Correlation Coefficients and Scores (5) 3. Interpret Different Tests of Reliability and Validity (5) Directions You would like to roll out a new structured behavioral/situational interview, but Mia wants to know if it is more effective, and legally defensible than the current unstructured interview. Assume the interview has been administered, and a performance score taken. How to do this: You can show whether there is a significant relationship between the score on the interview, and the work performance by conducting a validation test. (Validity is the degree to which there is a relationship between two variables in a population). You can determine the strength of the relationship by calculating the correlation. For this assignment: For this assignment: -Calculate the correlation coefficient, (r) and the p value. (Sounds scary, but can be done by following the steps in the YouTube video). If the p value is Employee # Interview Score Performance Rating 63 9 5 7 9 5 16 9 1 18 9 5 4 42 8 17 8 5 51 8 4 2 8 5 22 35 8 13 00 8 4 26 26 7 5 5 7 3 4 62 7 48 7 3 62 2 480 48 7 3 23 7 3 53 7 4 62 69 5 58 6 4 19 6 4 11 6 2 25 6 3 3 6 3 24 24 6 5 33 6 49 49 64 31 50 LO 5 LO 5 5 3 3 2 33 49 50 5. 3 64 5 3 31 5 2 50 50 4 2 1 4 4 4 55 3