SECTION C EFG Inc. has compiled selection data for successful job applicants including their scores on personality tests, their performance on different assessment center competency tests, and their aptitude test scores. There is also additional information about their induction and onboarding to the company. The CEO of the company wants to understand the effectiveness of the company's selection process. Specifically, she asked the VP HR to analyze how well different selection tests and induction programs predict employee performance one year after they joined the company. The CEO was also skeptical about the value of personality tests for selection. She felt that these were not particularly helpful in differentiating among better or worse performers. As the HR Analytics manager, you decided to run a regression model in Jamovi with the 1-year performance data as the dependent variable and included all available variables in the dataset in your regression model. For your convenience, the output from the regression model is given below. Hint: Make sure you are using the correct statistics from the correct column. I've color-coded the variables by category for you. They are: Demographics Personality test scores A Test on Core Competencies by an Assessment Center Aptitude Test Induction Day/Week On-boarding Buddy The VP of HR has asked you (the HR Analytics Manager) to analyze and report to her about: 4. Which selection tests are useful in predicting performance one year later? Please indicate below the selection tests that are most helpful in predicting performance one year later. What criteria did you use to select? 5. Does personality matter for predicting performance one year later? If yes, which specific personality traits are likely to predict performance? Note that the personality test used at the time of selection measures 5 different personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. 6. The VP of HR is also concerned about the costs of conducting aptitude tests. Presently the selection process includes 2 different aptitude tests: one for numerical reasoning and one for verbal reasoning. Do aptitude tests predict performance one year later? Do both aptitude tests predict performance one year later? If the company had to save costs by dropping one aptitude test, which one would you recommend dropping? Why? 7. Is the money spent on induction programs worth it? Does the induction program have a meaningful effect on performance? Why/Why not