1. Tanglewood currently uses traditional predictors such as work experience, education and interview, to predict whether a candidate has the characteristics to excel in the areas of citizenship, absence, performance and promotion. These predictors are proven to predict a future employee’s promotion potential. However, only work experience can also predict performance, the rest of the selection tools do not statistically predict citizenship, absence or performance. The worst statistical predictor of performance, in the traditional method, has proven to be the interview score with a high p-value and a very low correlation.
Tanglewood would like to more accurately predict the characteristic of future employees who will excel in
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Knowledge of customer service principles
Knowledge of merchandise offered in the stores
Communication and speaking skills
Ability to relate to others
Skill in organizing, combining, and documenting information
Ability to perform light lifting and object manipulation
Content validity is used to estimate how the methods are actually measuring the desired characteristics. Tanglewood has an interest in improving citizenship and absence.