Cherns case study from chapters continued

Chapter 6: Wants you to prioritize its recruiting sources to maximize the effectiveness of the company’s future hiring initiatives.  Based on what yu have rad in this case, prioritize the staffing outcomes and rank over the recruiting sources based on their ability to maximize the company’s staffing goals for the sales associate position.  Using the Develop Your Skills Feature in Chapter 6, choose an area of th courtier.  First, provide some suggestions on how the Internet might be more effectively used to source and recruit applicants.  Second, conduct a Boolean search to source tow promising sales associate applicants using the Internet.  Justify yeah recommendation.  To best serve its diverse cent and to establish the most positive employer image possible.  Chern’s wants to hie diverse sales associates.  The company also asks you how it cam improve the diversity of its applicant pool.   Chapter 7: Develop an outline for a recruiting guide for the sale associate position.  The routine should include the company’s policies and procedures, budgets, activities, timelines, responsible staff, legal issues, and stops to be taken in recruiting for the position.  You do not have time to write an entire recruiting guide but help identify what it should include.  They also ask you to make recommendation about what the company can do to increase applicant’s fairness perceptions of the process and reduce any negative spillover effects related to it.   Chern’s also wants to reinforce its employer brand among potential applicants.  How would you create a stronger employer brand, and ask you for advice on what the company’s employer brand should be and how to effectively and consistently marketing and reinforce it throughout the staffing process.  Make some recommendations and explain why your approach would be effective for Chern’s.   Carter 8:  Remember to write your report so that the store managers and department managers will be able to understand the various measurements that you are presenting.  It is up to you how to decide how to spend $4000.  What other assessment methods should you use?  Review the eight candidates’ resumes at the end of the appendix.  Yu then need to develop an assessment plan that does not exceed our budget.  Your goals in developing your sales associate assessment system are threefold: Maximize the return on investment of our assessment systemMaximize the job success of the new sales associates hiredMaximize the fit of the new sales associates hired with the company’s culture.  Here are the tables from the previous assignments:View table A-7 which summarizes the possible assessment methods you can use and their costs.  Next is an overview of the steps you will need to take in completing the next parts of the assignment and the chapter overview in which each part is assigned.  Please refer to page 393.   Chern’s currently uses six different sources for sales associate applicants: colleges, employee referrals, Cherns.com, a search firm, walk-ins, and local newspaper ads. The company just finished analyzing the effectiveness of each of these sources, and the results are summarized in Table A-6.Table A-6 The Effectiveness of the Sources Used to Recruit Chern’s Sales AssociatesChern’s asks you to prioritize its recruiting sources to maximize the effectiveness of the company’s future hiring initiatives. Based on what you have read in this case, prioritize the staffing outcomes and rank order the recruiting sources based on their ability to maximize the company’s staffing goals for the sales associate position.Ryan and Ann have heard a lot lately about using the Internet to source passive job candidates. The two are wondering how well this technique would work for its sales associate positions. Referring to the Develop Your Skills feature in Chapter 6, choose an area of the country. First, provide some suggestions on how the Internet might be more effectively used to source and recruit applicants. Second, conduct a Boolean search to source two promising sales associate applicants using the Internet. You may need to try different search engines and different syntax, as highlighted in the chapter. You can also try x-raying and flipping. For example, on Yahoo.com you could try “linkdomain:ffany.orgshoes blog” to pull up blogs linked to the Fashion Footwear Association of New York with the word “shoes” in the blog. You should experiment with searches based on your own ideas. Include the various search engines and search terms you used for your final search and provide information about your two leads in an appendix to your final report. Justify each recommendation.To best serve its diverse clientele and to establish the most positive employer image possible, Chern’s wants to hire diverse sales associates. The company also asks you how it can improve the diversity of its applicant pool. Table A-7 ?Potential Assessment Methods and Their CostsAssessment MethodScale of AssessmentCostCognitive ability test (measures a candidate’s ability to learn, process, and apply information rapidly; verbal, spatial, and mathematical abilities)Typical scores range from 85 to 130 (mean and standard deviation for this sample are 112.5 and 8.02, respectively).$70 per candidateConscientiousness (measures a candidate’s persistence, dutifulness, order, attention to detail, and achievement motivation)Possible scores range from 1 to 6 (mean = 4.38, std. dev. = 1.06).$100 per candidateOpenness (measures a candidate’s openness to new ideas and situations and intellectual curiosity)Possible scores range from 0 to 60 (mean = 42.50, std. dev. = 7.07).$30 per candidateSales interest (measures a candidate’s interest in sales as a career; vocational interest inventory)Possible scores range from 1 to 5 (mean = 3.63, std. dev. = .92).$50 per candidateDesire to avoid failure (measures a candidate’s need to avoid failure and desire to avoid taking risk)Possible scores range from 1 to 4 (mean = 2.88, std. dev. = .83).$30 per candidateTechnology skills test (measures a candidate’s ability to become proficient with the company’s various technology tools)Possible scores for this test range from 0 to 80 (mean = 58.13, std. dev. = 7.99).$70 per candidateJob knowledge test (measures a candidate’s knowledge of sales techniques, understanding of effective customer service practices, and awareness of related issues in the retail industry)Possible scores for this test range from 0 to 50 (mean = 36.88, std. dev. = 7.04).$150 per candidateSimulation (measures a candidate’s leadership, sales, judgment, and customer service skills using a work simulation)Possible scores for the simulation range from 0 to 70 (mean = 43.75, std. dev. = 10.61).$250 per candidateIntegrity test (measures a candidate’s trustworthiness, integrity, and honesty)Possible scores for this test range from 1 to 5 (mean = 3.50, std. dev. = 0.93).$70 per candidateFashion knowledge test (measures a candidate’s knowledge of fashion trends, styles, and fabrics as they apply to a variety of customers)Possible scores for this test range from 0 to 60 (mean = 38.75, std. dev. = 8.76).$50 per candidateHandwriting analysis (measures a candidate’s trustworthiness, personal drive, dependability, sociability, and desire to achieve)Possible scores for this analysis range from 0 to 10 (mean = 5.38, std. dev. = 3.38).$150 per candidate