Question.461 - 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 <.05, the result would be statistically significant. What is the correlation coefficient? (r value). The YouTube link below will provide guidance on how to calculate these values. Use the values from the table below. Based on your analysis. Would you recommend the structured interview to Mia? Why, or why not?
Answer Below:
Unit xxxxxxxxxx of xx Jourdan xxxxxxx Park xxxxxxxxxx HR xxxxxxxx and xxxxxxxx Dr xxxxxx Mathews xxxxx th xxxx Assignment xx HR xxx would xxxx to xxxx out x new xxxxxxxxxx behavioral xxxxxxxxxxx interview xxx Mia xxxxx to xxxx what xxxxx it xxxxxx than xxx managers xxxxxxx unstructured xxxxxxxxx and xx it xx more xxxxxxx defensible xxxx the xxxxx options xxxxxxxxx to xxx Assume xxx interview xxx been xxxxxxxxxxxx and x performance xxxxx taken xxx can xxxx this xx conducting x validation xxxx Validity xx the xxxxxx to xxxxx there xx a xxxxxxxxxxxx between xxx variables xx a xxxxxxxxxx You xxxx need xx calculate xxx correlation xxxxxxxxxxx and xxxxxxxxx if xxx results xxx statistically xxxxxxxxxxx If xxx p xxxxx is xx the xxxxxx would xx statistically xxxxxxxxxxx What xx the xxxxxxxxxxx coefficient x value xxx YouTube xxxx below xxxx provide xxxxxxxx on xxx to xxxxxxxxx these xxxxxx Use xxx values xxxx the xxxxx below xxxxx on xxxx analysis xxxxx you xxxxxxxxx the xxxxxxxxxx interview xx Mia xxx or xxx not xxxxxxxxxxx the xxxxx data xxxx n xx X xxx tends xx be x bar xx Sx xx and xx is xxxxxxxx Interview xxxxx Performance xxxxxx A xxxxxxx SxB xxxxxxx Sy x B x - x - x - x - x - x - x - x - x - x - x - x - x - x - x - x - x - x - xxxxx Considering xxx correlation xxxxxxxxxxx where x is xxxx P-Value xx proving xxx result xx be xxxxxxxxxxx when x lt x structured xxxxxxxxx is x systematic xxxxxxxxx of xxxxxxxxx job xxxxxxxxx that xxxxxxxx pre-set xxxxxxxxx on xxx expertise xxxxxxxxx and xxxxxxxxxx needed xxx the xxxxxxxx By xxxxxx the xxxxxxxxx queries xx all xxxxxxxxxx and xxxxxxxxx a xxxxxxx technique xxx evaluating xxxxxxx hiring xxxxxxx may xx made xxxxxxxxx based xx job-relevant xxxxxxxxx rather xxxx unnecessary xxxxxxx For xxx Muffin xx will xxxxxxx the xxxxxxxxx advantage xxxxxxxxxx interview xx implemented xx the xxxxxx process xxxxxxxx the xxxxxxxxxx of xxxxxxxxxx such xx one xxxxxxxxx interview xxx yield xxx equivalent xxxxxx of xxxxxxx data xx four xxxxxxxxxxxx interviews xxxxxxxx the xxxxxx procedure xx be xxxx precise xx well xx economical xxxx advocate xxxxxxxxxxxxx extra xxxxxx agencies xx employing x committee xxxxxxxxx approach xx improve xxxxxxxxxxx even xxxx consistency xx the xxxxxx process xx specific xxxxxxx can xx picked xx and xxxxxx long-term xxxxxxxxxxx All xxxxxxxxxx are xxxxx identical xxxxxxxxx Since xxxxxxxxxxxxxxx have xxxxxxxxxx data xxx each xxxxxxxxx assessments xx applicants' xxxxxxxxx for xxxxxxxxxxx if xxxxxxxx can xx done xxxxxxx thus xxxxxxxxxxx the xxxxxxxxxxxxxxx process xxx increasing xxxxxxxxx in xxxxx judgments xxxxxxx Since xxxxxxxxx are xxxxxxx on xxx needs xxx applicants xxx assessed xxxxxxxxxxx This xxxx helps xxxxxxxxxx recognize xxx connection xxxxxxx what xxxx are xxxxx assessed xx and xxx position xxxxx improves xxx hiring xxxxxxx References xxxxxxx H x Judge x amp xxxxxxxxxxxxxxxx J x Staffing xxxxxxxxxxxxx Middleton xx Mendota xxxxxMore Articles From Human Resource
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