Bauer, Human Resource Management
SAGE Publishing, 2020
Answers to In-Text Questions
Chapter 7: Selection Processes and Procedures
Finding the Best Fit: The Case of Selection at Google
Case Discussion Questions:
1. Although having more applicants to choose from is a good thing, can there be such a thing as
too many applicants? For example, how might a company like Google process 2 million
applicants per year, short of interviewing all candidates?
Google uses several analytics in their selection process and would benefit from using data-
2. Although hiring “from the gut” is generally not the best approach to selection, do you think
that this approach may have some advantages? If so, what are they? Do you think that this sort of
approach enters into Google’s hiring processes?
This case indicates those who hire “from the gut” generally tend not to choose the people who
Bauer, Human Resource Management
SAGE Publishing, 2020
3. In addition to using interviews, how might Google select employees for certain jobs such as
programmers? How would you decide which types of assessment(s) are most important for
hiring programmers that best fit the job?
Google might institute the use of assessment tools such as in-basket assignments and work
4. Teamwork and being able to admit mistakes are also factors that seem to fit well with success
at Google. How could these sorts of factors be assessed in the selection process?
The interview process might include questions about specific situations where an applicant has
Spotlight on Ethics: Keeping Applicant and Employee Data Secure
1. What practices and cautions are you familiar with that would help to keep personal data
secure, for yourself or for others such as job applicants, at your workplace or university?
Bauer, Human Resource Management
SAGE Publishing, 2020
Mini-Case Analysis Exercise: Selection Systems for Hiring
You have been asked to propose a new selection system for hiring baristas. Consider the
following questions:
1. Which selection procedures would make the most sense for hiring baristas? Weigh each of
your suggested selection procedures in terms of (a) validity, (b) enhancing workforce diversity,
(c) utility, and (d) applicant reactions.
Answers will vary by student but based on the skills set required of a barista, a variety of
2. Once you have chosen your selection procedures, how would you deploy them? For example,
in what order would you administer the selection procedures? Would you administer them in
person or online (or some combination)? Explain why.
Answers will vary by student. The goal should be to create a sequence where the selection
Bauer, Human Resource Management
SAGE Publishing, 2020
3. Assuming that you would use an interview at some point in the process, what would be some
good interview questions? Would you use an unstructured interview, a behavioral interview, a
situational interview, or some combination? Explain why.
Answers will vary by student. Many will choose a combination of several interview types which
4. Which selection procedures would you definitely not use for the barista job?
Again, responses will vary by student based on their understanding of the advantages and
HR Decision Analysis Exercise: A New Approach to Hiring Employees?
Please provide the rationale for your answer to each of the questions below.
Was the CEO’s decision legal, ethical, and fair?
The CEO’s decision might be ethical, legal, and fair, but the CEO and HR must ensure that it is.
Bauer, Human Resource Management
SAGE Publishing, 2020
Was the CEO’s decision evidence based/evidence informed?
The CEO’s decision was not evidence based or evidence informed. Avanguardia might have
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Did the CEO’s decision foster healthy employee–employer relationships?
The CEO’s decision is not fostering healthy employee–employer relationships. While the games
Bauer, Human Resource Management
SAGE Publishing, 2020
Was the CEO’s decision time- and cost-effective?
The decision is time- and cost-effective only if using these games will create better quality and
fit of hires and reduce turnover based on poor selection procedures. The decision will not be
Did the CEO take a systematic stakeholder perspective?
The CEO appears to have not taken a systematic stakeholder perspective. The CEO did consider
that this is a great way to attract job candidates but did not consider that this might only appeal to
Considering your analysis above, overall, do you think this was an effective decision? Why?
This has the potential to be a highly effective decision, but more data is needed. Avanguardia
Bauer, Human Resource Management
SAGE Publishing, 2020
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What, if anything, do you think should be done differently or considered to help make this
decision more effective?
HR should have been consulted throughout the decision-making process. The overhaul of the HR
HR Decision-Making Exercise: Assessing the Validity of a New Test for
Hiring Employees
1. What do you think about its construct validity (i.e., its pattern of correlations with other
tests)? Why?
Responses will vary by student but should address the idea of how to measure construct
Bauer, Human Resource Management
SAGE Publishing, 2020
2. What is the evidence for the criterion-related validity of the new conscientiousness test?
Students must assess whether there is a correlation between the outcomes of the test and
job performance, using current employees. If this can be shown, the test might be used to
3. What do you think about the content validity of the new conscientiousness test? (Hint:
Is the information needed to answer this question available in the Table 7.9?) Explain.
Content validity is actually an approach to test development, focused on sampling the
Bauer, Human Resource Management
SAGE Publishing, 2020
4. Would you recommend using the new test or the old test of conscientiousness for
hiring workers? Why or why not?
Responses will vary by student but should be based on the idea that the conscientiousness