Final Exam Question 3
HRMD 630 Recruitment and Selection
UMGC
PART 1 (10 points):
1. Education
selection method: Application Form
Justification: Applicants can be asked to answer certain questions on the application form to provide an overview of their education. It allows the applicant to explain their education and how it relates to the job for which they are applying. In addition, it simplifies and streamlines the selection process by eliminating candidates that do not possess the in-depth knowledge that you are seeking.
2. Work Experience
selection method: Interview
Justification: Conducting a interview will allow the employer to assess the depth of knowledge the candidate possess about a particular role. An interview can gauge someone’s skills, past work experience, competency, future goals, and whether they are a good cultural fit.
3. Math Skills
selection method: Test
Justification: Incorporating a skills test will allow the employer to see if the individual possess the necessary basic skills needed to function in the role. This test would act as a standard basic skills test to be able to solve simple math equations in the workplace.
4. Verification Knowledge
Selection method: References
Justification: Employers can get insight into a candidate’s work conduct and overall capabilities from references from a previous employer or colleague. Before meeting them or at the end of the hiring process, a hiring manager might ask for references to know more about the candidate’s background. They often talk with a previous employer to assess their performance in a new role based on their job responsibilities.
5. Interpersonal Skills
Selection method: Test
Justification: A test can be given to the candidate to answer situational scenario-based questions. This test will allow the employer to understand a candidates interpersonal skills based on the way they respond to the questions.
6. Work Motivation
Selection method: Personality Inventory
Justification: An inventory of personality describes an individual’s style of thinking, usually reflected in a standardized questionnaire. This selection method helps an employer to gauge someone’s strength and weaknesses. It also gives them insight to their social traits, motivations, and attitude.
Part 2 (10 points)
Answer the following:
a. What are the selection ratios for each of the three groups? (2 points)
Caucasians Ratio: 30% (27/90)
African American Ratio: 20% (10/50)
Latinos Ratio: 25% (10/40)
b. Does adverse impact exist when you compare the African American
applicant pool with the Caucasian applicant pool? Show your work. (4 points)
The adverse impact exists when we compare the results between the African American applicants (minority) and Caucasian applicants (majority). The ratio comes out to be about 67% (20/30) Since the results is less than the recommended average of 80% when referring to the 4/5 rule it can be viewed as disparate impact.
c. Does adverse impact exist when you compare the Latino applicant pool
with the Caucasian applicant pool? Show your work. (4 points)
Adverse impact does not exist when comparing Latinos to Caucasians talent pool because the average comes out to around 83% (25/30) Since it is above 80% rule of thumb average the talent pool can be deemed to have a substantial difference in selection rates.