HRM: Analyzing Interview Scores and New Hire Performance Data Report

This report examines the correlation between interview scores and the performance of new hires, advocating for a new method of applicant evaluation. It highlights the importance of data analysis, using scatter plots to illustrate the relationship between interview scores and performance. The report emphasizes the need to address low-quality hires, which can negatively impact profits and shareholder satisfaction. It proposes a skills-based assessment method where new hires are evaluated based on their ability to perform job-related tasks. The report suggests that this approach is more effective than relying solely on interview scores and includes references to support the findings. The report also highlights the need to consider the long-term impact of the hiring process on the organization's financial performance and overall success.

Running Head: HUMAN RESOURCE MANAGEMENT 1
HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT 2
1.
The interval measurement can be stated as most likely to be high with regards to the validity
as well as reliability. I would explain it to my supervisor that what exactly correlation
coefficient means and they show my supervisor the interview score graphs versus the quality
of the new hire or even the performance against the interview score in order to prove that the
new method of hiring is an absolute necessity. Throwing light on the above-mentioned
section it can be said that I will be also showing the supervisor as many charts as required in
order to prove my point that is quality of the applicants is extremely low. The scatter plot
graph will mainly show the relationship that exists between the 2 variables. I will also give an
explanation by stating that in the long run if the issue is not at all fixed then there will be no
such profits and for this, the shareholders will not all be happy as they will also be affected to
some extent.
Furthermore, I will also persuade the supervisor for considering a new job applicant
evaluation method. The supervisor must instruct the new hire to perform the duties of the job
for which he will be recruited. If the new hire has relevant skills for that job then the new
recruit will be able to perform the job or else not. It is better than the interview scores as in
this situation the skills of the individual will speak (French & Rumbles, 2010).

HUMAN RESOURCE MANAGEMENT 3
References
French, R., & Rumbles, S. (2010). Recruitment and selection. In Leading, managing and
developing people (pp. 169-190). CIPD Publications.