Tanglewood Case Study

The top 3 candidates will be Max Renoir, Thomas Reznor and James Heckman based on using the Compensatory Model. When looking at these 3 candidates they are the strongest in the unit weight with 70, 73 and 76 respectively and rational weight with 67.5, 69 and 76 respectively. Reznor and Renior have done well on the testing, conscientiousness and extraversion. Heckman’s testing was not outstanding, but his scores for conscientiousness and extraversion were outstanding which indicates a strong performance and working relationships with others. When looking at the top candidates using the Multiple Hurdle model we see Reznor and Renior again. Reznor has scored high on the testing, but is not quite as strong on the conscientiousness and extraversion. In reviewing the job description and KSAO requirements in screening of these candidates the best method to use would be that rational weights. This method allows for the weights to be assigned properly based on the requirements.

(See attached Excel spreadsheet for chart)

This official guide will serve as the selection plan for hiring store managers at the Tanglewood stores. Due to the uniqueness required when hiring store managers applicants will be determined using a combined model. (See attached Powerpoint) Each candidate will be based on 5 assessment methods: Biodata, Marshfield Applicant Exam, Retail Knowledge Exam, Conscientiousness and Extraversions. An explanation about each assessment method is given for a better understanding of what each consists of for determining the best candidates. Biodata tests are questions for real life experiences that can be associated with work performance. Marshfield Applicant Exam is a set of questions that were developed with specific occupation and life experiences that will determine problem solving abilities, work compensation and abilities with numbers.

The Retail Market Knowledge Exam is questions related to retail knowledge and specific to Tanglewood. Conscientiousness shows in an applicant their determination, dependability and attention to detail. Extraversion is to see how social, assertive, active and talkative an applicant will be for the position. These 5 methods will be used to measure the candidates with the KSAO’s that have been established. The importance of the KSAO’s are in line with the Tanglewood company philosophy. It can be see which KSAO’s are affected by the scores of each assessment method used in the application.

The scores of each applicant from the 5 assessment method will be used in analyzing 3 different multiple predictor methods: clinical prediction, unit weighing and rational weighing. The unit weighing results will be averaging of each applicant’s scores in each assessment method. The rational weighing method will be generated by assigning a weight to each assessment method and getting a sum of the scores. The weights assigned will be Biodata and Retail Knowledge at 30% each, Conscientiousness and Extraversion at 15% each and Applicant Exam at 10%. The larger weighs for Biodata and Retail Knowledge is because an experienced manager is required for the position. The Application Exam was given a low weigh due to the KSAO’s that it measures are not as important for the store manager’s position. Using the rational weighing allows for us to adjust the weights on each assessment method used based on the KSAO’s for the position. To ensure the highest success of the person/job match management needs to put higher weights on the assessment methods that are most important in the new employee’s performance.

The interviewer for the store manager position will consist of the Regional Manager, Human Resource Manager and Store Manager from closest store. These 3 will provide a good balance to choose the best applicants for the store manager position. When using the weighting method to hire other positions such as Assistant Store Manager then the actual interviewers would consist of Store Manager, Human Resource Manager and other Assistant Store Managers for store departments.

Tanglewood will adopt this same predictor method to determine other upper level management positions. This will bring together the actual position and the actual predators that will be used. The KSAO’s for those positions will need to be considered when determining the predictors that will be used in the performance of the position.