Assessing Diversity Initiatives
Acme Inc. has asked for an analysis and evaluation of three diversity recruiting initiatives implemented a year ago. The goal is to increase the diversity of new hires. The three initiatives are minority college recruiting, job fairs in minority communities, and mining diversity websites such as the diversity employment exchange. The HR manager has requested an I/O external consultant to aid in understanding which recruiting methods were the most successful at making a good impression of Acme Inc. as a potential employer. Recruits completed a five-point Likert-scale item ranging from one (definitely would not accept) to five (definitely would accept) that rated how likely he or she would be to accept a job offer from Acme. The I/O consultant analyzed the data using ANOVA. The following are the results. An interpretation of the resultsThe results show a P-value of .008 which is less than .05. This indicates a significant difference in the Likert-scale results that rated the recruiting initiatives. …show more content…
This rating is not close to 1.0. The high F ratio and low P value justifies the rejection of the null hypothesis. Rejection of the null hypothesis affirms that all three of the recruiting initiatives did not have the same impact on the applicants who completed the Likert-scale. Two of the recruiting methods had similar average ratings, but the third indicates the recruiting method had a different effect on the applicants. If the results demonstrated all treatments had the same effect, the null hypotheses would be correct. We can clearly see from the data, all three methods did not have the same effect on the applicants. Although the F critical value is smaller than the F value, the P value is low thus resulting in a rejection of the null hypothesis which signifies a large difference in the Likert-scale results (“Statistics How To,”
Acme Inc. has asked for an analysis and evaluation of three diversity recruiting initiatives implemented a year ago. The goal is to increase the diversity of new hires. The three initiatives are minority college recruiting, job fairs in minority communities, and mining diversity websites such as the diversity employment exchange. The HR manager has requested an I/O external consultant to aid in understanding which recruiting methods were the most successful at making a good impression of Acme Inc. as a potential employer. Recruits completed a five-point Likert-scale item ranging from one (definitely would not accept) to five (definitely would accept) that rated how likely he or she would be to accept a job offer from Acme. The I/O consultant analyzed the data using ANOVA. The following are the results. An interpretation of the resultsThe results show a P-value of .008 which is less than .05. This indicates a significant difference in the Likert-scale results that rated the recruiting initiatives. …show more content…
This rating is not close to 1.0. The high F ratio and low P value justifies the rejection of the null hypothesis. Rejection of the null hypothesis affirms that all three of the recruiting initiatives did not have the same impact on the applicants who completed the Likert-scale. Two of the recruiting methods had similar average ratings, but the third indicates the recruiting method had a different effect on the applicants. If the results demonstrated all treatments had the same effect, the null hypotheses would be correct. We can clearly see from the data, all three methods did not have the same effect on the applicants. Although the F critical value is smaller than the F value, the P value is low thus resulting in a rejection of the null hypothesis which signifies a large difference in the Likert-scale results (“Statistics How To,”