Part 2Selection Strategy Now that you have created a sytem t

Part 2:Selection Strategy Now that you have created a sytem to ascs applicants on the ix key factors, you must decide how to process this information. Employee selection systems have multiple assessments, and organizations must decide how to integrate them. One assessment strategy is compensatory and allows an applicant\'s strengths to compensate for weaknesses in another area. For example, a recent college graduate may score highly in the educational requirements for a job opening but score low in terms of work experience. A compensatory strategy will help the recent graduate\'s limited work experience be \"compensated\" by his or her high level of education. A compensatory selection strategy may be unweighted or weighted. In an unweighted strategy, all of the factors have the same highest score possible and scores are simply added together. The applicant with the highest score is considered the best and offered the job. To apply this strategy to this exercise, convert all six factors to a possible high score of 100. For example, multiply each education score by 10 (highest score possible for education-10, so 10 x 10 -100). Then, add the scores for each applicant. Steve 30 enna 100 Lori Maria 60 Education Work experience Math skills Verification knowledge Interpersonal skills Work motivation TOTAL 30 1. Who scored the highest? 2. Do you think this person is the best applicant? Why or why not? 3. Who scored the lowest?

Solution

Unweighted Compensatory Approach

1. Jenna scored the highest.

2. Yes, because the applicant has scored comparatively more marks in all categories even though he has no work experience.

3. Steve scored the lowest.

Weighted Compensatory Approach

1. I consider interpersonal skills as the most important in ierms of selecting bank tellers because bank tellers needs to communicate with different types of customers and convince them.

2. Doubling scores of interpersonal skills:

3. I consider education and work experience as least important factors for selecting bank tellers because the minimum education as quoted earlier is high school diploma and hence education is not given high importance. Employees could be provided with sufficient training and development and therefore, work experience is not given much importance.

4. Dividing points by half for education and work experience:

Final Revised Table:

1. Jenna scored the highest.

2. Yes, I consider Jenna the best applicant because he has the highest total score and he has scored well in all the categories.

3. Steve scored the lowest.

4. I consider the weighted approach better because I assign more weight to the most important factor and assign lesser weight to the least important factors.

Non Compensatory Strategy

The applicant must have satisfactory math skills.

1. Applicant remains - Lori and Jenna

2. I would prefer the lower cutoffs as restarting the recruitment process would be more time consuming.

3. I would prefer to increase the cutoffs level. Increasing the level of cutoffs would enable to select the most eligible candidate out of all the applicants.

Multiple Hurdle System

None are rejected as all the applicants satisfy the minimum requirement.

1. At the end of hurdle 6, Jenna remained.

2. I would increase the cutoffs.

3. No, I prefer the multiple cutoff method because it is easier to select the applicant to whom I prefer and reject the one whom I do not prefer.

	Maria	Lori	Steve	Jenna
Education	60	30	30	100
Work experience	60	30	100	Reject
Math Skills	100	Reject	30	60
Verification knowledge	Reject	100	30	100
Interpersonal skills	100	60	60	60
Work motivation	60	60	Reject	100
Total	380	280	250	420