External Recruiting Systems

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Q3. In 8 – 20 well written sentences:

- Discuss three distinct differences between correlation and causation.

- What makes these differences important from a HR practice point of view?

One distinct difference between correlation and causation is that correlation is the relationship between two variables whereas cause is the reason something occurred, it provokes something. Another difference is its extremely difficult to establish causation between two correlated events or observances. Also, unless one can only establish correlation the effects are extremely notable and there is no reasonable explanation that challenges causation. Hiring decisions, demand very high levels of reliability because it’s directly associated with the Intrarater Agreement. To calculate intrarater agreement, scores that the rater assigns to the same people in two different time periods are compared. Other examples of what makes these differences important from an HR practice point of view are it provides a standard error of measurement and validation of measures in staffing.

Q4: HR specialists design measures of “predictors” for use in the recruitment, selection, and hiring process. In 8 – 20 well-written sentences,

- What should form the basis of valid and reliable predictors?

- Provide two reasons for creating a selection plan that uses assessed predictors.

- If you do not believe that empirical predictors alone are sufficient for selection decisions, discuss one other selection approach that you would use.

Given the less-than-perfect validities of predictors, most organizations use multiple predictors in making selection decisions because the decisions must be made about combining the resultant scores. One reason to use assessed predictors when creating a selection plan is the compensatory model which adds scores from one predictor to another to compensate for the low scores on another. Another reason is that when only on predictor is used the scores are the final assessment scores which make many HR specialists uncomfortable hiring applicants on the basis of a single attribute. I would use the combined model because most likely not all requirements are critical to the jobs success and you start the process by using the multiple hurdles model and end with using the compensatory model.