Selection Decision-Making

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Campworld Case 4
Question 1
After reviewing Appendix B (Individual Applicant Information), which contains the scores of the applicants received in the various assessment measures, my two finalists are Shauna Greer and Jordan Washington. My selection was based on retail knowledge and extraversion scores. Greer has a retail knowledge score of 70 and an extraversion score of 90 while Jordan has a retail knowledge score of 62 and an extraversion score of 75. I chose the two criteria for selecting my two finalists because I believe they are the most important retail manager skills. A store manager must have the knowledge to proficiently administrate both the office and the sales floor. Moreover, a retail manager must also be personable and thrive at influencing and persuading all types of customers.
Question 2
I determined the weights of the ten applicants by multiplying their individual scores in the five categories (biodata, applicant exam, retail knowledge, conscientiousness, and extraversion) with the correlation values for the four job proficiencies (corporate citizenship, absence, job performance, and promotion material). The table below contains the calculations for each participant.
Applicant

Retail knowledge

Biodata

Applicant exam

Conscientiousness

Extraversion

David Arrow

60
Absence (60 * -0.07) = -4.2
Performance (60 * 0.20) = 12
Promotion potential (60 * 0.17) = 10.2

70
Corporate citizenship (70 * 0.15) = 10.5
Absence (70 * -0.18) = -12.6
Job Performance (70 * 0.22) = 15.4
Promotion potential (70 * 0.27) = 18.9

62
Job performance (62 * 0.18) = 11.16
Promotion material (62 * 0.16) = 9.92

75
Corporate citizenship (75 * 0.20) = 15
Absence (75 * -0.33) = -24.75
Job performance (75 * 0.28) = 21
Promotion potential (75 * 0.22) = 16.5

70
Corporate citizenship (70 * 0.14) = 9.8
Absence (70 * 0.19) = 13.3
Job performance (70 * 0.16) = 11.2

Shauna Greer

70
Absence (70 * -0.07) = -4.9
Performance (70 * 0.20) = 14
Promotion potential (70 * 0.17) = 11.9

60
Corporate citizenship (60 * 0.15) = 9
Absence (60 * -0.18) = -10.8
Job Performance (60 * 0.22) = 13.2
Promotion potential (60 * 0.27) = 16.2

65
Job performance (65 * 0.18) = 11.7
Promotion material (65 * 0.16) = 10.4

50
Corporate citizenship (50 * 0.20) = 10
Absence (50 * -0.33) = -16.5
Job performance (50 * 0.28) = 14
Promotion potential (50 * 0.22) = 11

90
Corporate citizenship (90 * 0.14) = 12.6
Absence (90 * 0.19) = 17.1
Job performance (90 * 0.16) = 14.4

Parker Nguyen

50
(50 * -0.07) = -3.5
Performance (50 * 0.20) = 10
Promotion potential (50 * 0.17) = 8.5

75
Corporate citizenship (75 * 0.15) = 11.25
Absence (75 * -0.18) = -13.5
Job Performance (75 * 0.22) = 16.5
Promotion potential (75 * 0.27) = 20.25

45
Job performance (45 * 0.18) = 8.1
Promotion material (45 * 0.16) = 7.2

72
Corporate citizenship (72 * 0.20) = 14.4
Absence (72 * -0.33) = -23.76
Job performance (72 * 0.28) = 20.16
Promotion potential (72 * 0.22) = 15.84
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