MINI-CASE ANALYSIS EXERCISE: SELECTION SYSTEMS FOR HIRING You are working for a regional coffee chain, Al Bar. Currently the company has 900 employees, but it is expanding into several new urban areas, and moving forward, the CEO would like to be more systematic in the approach to hiring new baristas. Al Bar also needs a valid but practical and cost-effective approach given the large number of new hires expected in the coming years. A glance at the O*Net database shows the following sorts of skills are typically required of baristas: . Take orders from customers and give orders to coworkers for preparation. Prepare beverages such as espresso drinks, coffee, tea. Clean work area and equipment Describe items on the menu to customers and suggest menu items that they might like. Take customer payments. You have been asked to propose a new selection system for hiring baristas. Consider the following questions.

1. Which selection procedures would make the most sense for hiring baristas? Weigh each of your suggested selection proce- dures in terms of (a) validity, (b) enhancing workforce diversity, (c) utility, and (d) applicant reactions.

2. Once you have chosen your selection procedures, how would you deploy them? For example, in what order would you administer the selection procedures? Would you administer them in person or online (or some combination)? Explain why.

3. Assuming that you would use an interview at some point in the process, what would be some good interview questions? Would you use an unstructured interview, a behavioral interview, a situational interview, or some combination? Explain why.

4. Which selection procedures would you definitely not use for the barista job?