You are the new HR director for Broder-SUN, a retail company that specializes in outdoor wear and gear for both summer and winter sports. The company has been in business for 20 years and has 10 stores throughout the state. The company’s key competitive advantage is high quality products and unparalleled service tailored to the needs of the customer. Thus, it is critical that they employee a highly qualified workforce. You have been asked to evaluate the existing recruiting and selection process for entry level sales associates. This is a part time position, with flexible hours ranging from 15-30 per week, depending on company need and candidate preference for hours.
Existing Recruiting Process for Entry Level Sales
Broder-SUN currently has…show more content… Sourcing and Recruiting
1. What types of people are most likely to have the KSAs/qualifications for this position (and be interested in working in a job like this)? In other words, which types of people should they target in their recruiting efforts? The right candidates that I believe would be the right employees for this position would be anyone that had experience in car sales. Definitely want to find the right candidates who do not have the tendency to drive all of its customers away. Of course, I would want the candidate to recognize and understand the position and what the position entails.
2. Given the types of people you identified in #1, recommend 2-3 recruiting sources that you think would work BEST to find these candidates (e.g., internet recruiting, walk-ins, etc.)? (Justify your answer; and make sure it is relevant to the case). I truly believe that Facebook and LinkedIn would be good 2 recruiting…show more content… Why do you think that potential candidates are dropping out of the process before they make it to the final interview? What might be done to change this and make candidates enthusiastic about applying for jobs in Broder-SUN? When an applicant hasn’t heard from our company, then it’s a good possible chance that the applicants are also receiving other offers from other companies. This type of scenario will get most hiring managers in gear and hopefully put the “waiting game” to an end.
Selection
The table below presents reliability and criterion-related information for the two tests used Reliability Validity
Cognitive Ability .74 .18
Personality .82 .35
5. Reliability and Validity
a. What can you conclude about the reliability of each test? Explain your response.
b. Criterion-related validity was used to establish the validity of this test. What does criterion-related validity tell us (i.e., what does it MEAN)? (Explain in “plain English,” as though you were describing this concept to a manager at Broder-SUN who is unfamiliar with the concept of validity.)
c. What can you conclude about the validity of each test? Explain your response.
6. You have the following data for your cognitive ability test, which were collected over the past two months. Broder-SUN has asked you to determine whether the test shows adverse impact.
Adverse impact analysis
Sex
Number of candidates passing Total number of candidates Percent
(Pass Rate)
