Using $Interview$ Validity$$ sheet $in$ the Excel data file $ExcelExercise$#$2_D$ataFile$$ answer the following questions:

$1.$ You were asked $to$ assess the criterion$-$related validities for a scored structured interview $(Structured$ Interview$)$ and work sample assessment $(Work$ Sample$)in$ relation $to$ overall job performance $(Job$ Performance$)$ for a Software Developer job. $Is$ there any concerning amount $of$ redundancy between scores $on$ the structured interview and scores $on$ the work sample? How $do$ you know?

$2.$ Are both selection procedure variables still significantly associated with job performance when specified $in$ the same multiple linear regression model? How $do$ you know?

$3.$ What $is$ the $R-$square value for the model? What does this value indicate?

$4.Do$ you recommend that the organization use both selection procedures $in$ the future? Why $or$ why not?