1 answer

Mia's Muffins: But structured interviews are so boring... Introduction These are sections of a recruitment and selection plan that contribute

Question:

Mias Muffins: But structured interviews are so boring... Introduction These are sections of a recruitment and selection plan
interview to Mia? Why, or why not? Use the help guide from Youtube link below EmployeelInterview Performance Score ting 63 5
Mia's Muffins: But structured interviews are so boring... Introduction These are sections of a recruitment and selection plan that contribute to the full analysis. The answers to these assignments should be complete, well organized, and of an appropriate length 1-2 pages, for the analysis involved, and include: . Description of issue e Recommendations . Reference Sheet Unit Learning Outcomels) Reflected in assignment 1. Explain the Differences Between Subjective and Objective Measures (4) 2. Analyze the Importance of Correlation Coefficients and 3. Interpret Different Tests of Reliability and Validity (5) Directions Scores (5) You would like to roll out a new structured behavioral/situational interview, but Mia wants to know what makes it better than the managers current unstructured interview, and if it is more legally defensible than the other options available to you. Assume the interview has been administered, and a performance score taken. You can show this by conducting a validation test. (Validity is the degree to which there is a relationship between two variables in a population). You will need to calculate the correlation coefficient, and determine if the results are statistically significant. If the p value is

Answers

Correlation coefficient of Interview Score and Performance Rating, r = 0.4073

Now, for a sample size n = 30, t-score is given by

T = r*sqrt(n−2) / sqrt(1−r^2)

= 2.359

Corresponding p-value,

p = 0.9874 > 0.4073

Hence, the results are not statistically significant, so we should not recommend the structured interview as the validation test data doesn't show a significant correlation between interview score and performance rating.

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