MGT 4322 – Evaluating External Candidates Module 5 Assignment Group 1: Sydney

Broussard, Isaac Iglesias Hermo, Natalie Johnson and Lindsey Long

Simulation, job Knowledge, and cognitive ability tests are the most
effective assessment that will fall within Chren’s budget of 4,000.

Validity: All validity is in the higher average reflecting applicants job

performance favorably. Simulation .54, Job knowledge .48, and
cognitive ability .51

Applicant reactions: Applicant reactions are all good. This means all
the applicants reacted positively.

Relative costs: The total cost of all three tests is $3,760. The cognitive
test per applicant is $70 dollars, Job knowledge is $150, and
Simulation is $250. There are 8 applicants.

Adverse impact: Two of the three tests are low in adverse. We do not
want anything adverse to be high. Since Job knowledge and simulation
are low, they can counter the high adverse of cognitive ability.

Usability: The usability is easy in job knowledge and cognitive.

Applicants find that using simulation is not as easy to use correctly.

Simulation, job knowledge, and cognitive ability are the most

successful assessments. The total cost of three tests meets Chren’s
budget. The validity of the tests has a .48 or higher. The candidate’s
reaction to these three tests is ranked high. Cognitive ability tests
have a high adverse impact but is balanced out by the low adverse
impact of simulation and job knowledge. The usability for job
knowledge is easy but some candidates find simulation not to be easy.
Using these external candidate assessment plans is great for screening out potential
applicants who would be wrong for the job and be poor performers is the main goal for
these plans. Once these applicants are sorted out potential candidates can be assessed
more in depth, seeing who the best candidate for the position is, while saving the
company from spending needless money on applicants who do not fit the position and
could be unreliable and end up costing the company more in the long run.
 Alex Turing is a good potential candidate. Alex has relevant experience in
fashion sales as well as a degree in fiber science and apparel design. In his interview,
when asked how he would handle a customer who was not satisfied, he efficiently and
effectively handled the issue with the customer. He not only solved her problem in the
moment, but by giving her a coupon that worked with an upcoming sale, he ensured her
future return and upon recognizing her, he built a strong customer relationship. This
would be beneficial for sales associates working at Chern’s because we want to ensure
that we maintain repeat and loyal customers. His skills would be a supplementary asset
to the company. His desire to make sure customers visit multiple times in a short time
frame is beneficial because it keeps the store fresh in people’s minds and offering his
card further strengthens the customer relationship. He clearly demonstrates the ability
to be a useful asset with his unique decision to have ties not only placed on employees
and mannequins but by the front cash register as well. He scored a five on all three
questions asked in the interview.
Chris Prender could bring a complementary contribution to Chern’s. While he
does have relevant experience in sales, he also has experience in marketing. In his
interview, he displayed the ability to go through the process to try and recover
disgruntled guests but has room for improvement based upon his leaving her upset
when she left the store again. His marketing background could be beneficial for sales
promotions and marketing new items such as new ties. His idea to have employees
model ties is an effective model for any other new items that the store will try to sell in
the future. He scored a 4 on questions one and two in the interview with a 5 on question
3.

In Maria’s interview, she exemplified a positive and effective solution to helping

customers with issues that need to be addressed in a hurry. She went out of her way to
help the customer find a new jacket for his event that evening and was able to ensure
that he did not have to go out of his way to spend extra money. Her desire to go the
extra mile for customers would be an integral asset for our team at Chern’s. For this
reason, I gave her a score of 5 on the first question. Her ability to use her outside acting
skills is a complementary asset to selling on the floor and highlights interpersonal skills
with customers to build relationships. She also went above and beyond in her approach
to new customers by wanting to learn their names, trying to learn their personal styles
and desires to tailor recommendations to their needs and suggesting online options as
well. However, I gave her a score of 4 because her response did not relate to how other
associates could utilize on question 2 which would have been the last touch for her to
receive a 5. Her suggestion to track effectiveness of strategies for the tie sale is a
unique aspect in regard to increasing the sales of the new item. She scored a 5 on this
question as well. Aside from the interview, she exhibits relevant experience in sales.
Despite her theatre experience not presenting itself to be the most relevant in terms of
sales, her previous assistance in set design and construction could be useful for being
applied to sales displays.
Sharon exhibited great customer service skills both in her interview and resume.
She mentioned in her interview that she interjected into an interaction with an upset
customer and a fellow employee, and after resolving the situation with the customer,
she pulled her employee over to coach them on how to handle similar situations in the
future. I found this to be especially interesting and important because working on a
sales floor also means being part of a team. It is not only useful that you can handle
problems but that everyone else is equipped with the same skills as well. Wanting to
help other employees would be a positive attribute as a team member for Chern’s. I
gave her a 5 for not only resolving the issue to the best of her ability but also examining
how it could help other people. Her ability to make personal connections with customers
and personalizing their experience is beneficial for creating loyal customers. However, I
gave her a 4 for not relating this to how it could help other associates. In her response
to question 3, she mentioned creating a story for customers to relate to the ties. This is
a good marketing technique that I felt went beyond just trying to sell the ties. I gave her
a four for not trying to utilize customer feedback to gauge the sales.