HRM 630 Week 7 & 8 Discussion: Analyzing Interview Scores & Quality

This discussion post for HRM 630 addresses the correlation between interview scores and the quality of new hires. The author explains how to present evidence of the need for improved hiring methods to a supervisor, using scatter plots to illustrate the relationship between interview scores and employee performance. The post also discusses the long-term impact of poor hiring practices on an organization's profitability and stakeholder satisfaction. Furthermore, it explores the ethical considerations of background checks and the use of online sources, weighing the benefits against potential risks such as cyber-crimes and privacy concerns. The author proposes strategies to protect personal information while leveraging online resources for hiring decisions. The post includes references to relevant research and academic sources to support the arguments made.

RUNNING HEAD: HRM 630
HRM 630
WEEK 7 & 8 DISCUSSION

HRM 630 1
Part 1
I will be explaining my supervisor that the correlation between the interview scores and the new
hiring quality or performance are just presenting the evidence of the new method of hiring that is
being needed in the organization. Moreover, as these charts will be showing the performances of the
employees which will be ultimately showing that the superiority of the applicants is low, which will
be used by me as a tool to explain my supervisor about that the quality that is low. As showing the
correlation between the interview scores and the new hiring quality or performance is explained best
by using the scatter plotting graph that is mainly used to describe the relation between the two
variables. (Burks, S. V,2015)
I would be showing him the future perspectives of this as in the long path if this issue will not be fixed
and will not be resolved then it will impact the organization to the large extent as the profits will get
decrease that will directly impact the shareholders as well as stakeholders due to which the goodwill
will be impacted, and the shareholders will not be happy in investing in that organization due to
lowering down of the profits. (International Test Commission,2014)
This all will be helping in explaining the supervisor and convincing about this as it is impacting an
organization to the large extent. (Nguyen, L. S.,2014)
Part 2
Yes, the employees have the right to check the backgrounds of the applicants on the basis of their
backgrounds usually peoples are being judged. According to their backgrounds knowledge, only the
organization can use set the perspective about the employee's behavior and nature or will it be suitable
for their organizations.
Nowadays people use to surf on the social media's and use to put their Bio data, pictures, or anything
related to them their life either personal or professional there all are obviously mentioned for the
people to read so according to me there is not any issue in reading or checking their backgrounds. By

HRM 630 2
checking these details, they get to know about the individual whether that employee can handle the
situations of the organization or get to know about their lifestyle like they can give their best to our
organization and can work hard for it. (Reamer, F. G,2013)
There are some of the major risks in using the online sources as there are many cyber-crimes,
predators, and the bullies that will try to take the advantage of a careless individuals who use to keep
their accounts open for all and the pictures which they put on the social media are unlocked and can
be copied by any person. (Holmes, K. M,2014)
I will just keep the details to be private so that the details or pictures will not be misused by any of the
individuals.

HRM 630 3
References
Burks, S. V., Cowgill, B., Hoffman, M., & Housman, M. (2015). The value of hiring through
employee referrals. The Quarterly Journal of Economics, 130(2), 805-839.
International Test Commission. (2014). ITC guidelines on quality control in scoring, test analysis, and
reporting of test scores. International Journal of Testing, 14(3), 195-217.
Nguyen, L. S., Frauendorfer, D., Mast, M. S., & Gatica-Perez, D. (2014). Hire me: Computational
inference of liability in employment interviews based on nonverbal behavior. IEEE transactions on
multimedia, 16(4), 1018-1031.
Fleisher, C. S., & Bensoussan, B. E. (2015). Business and competitive analysis: effective application
of new and classic methods. FT Press.
Holmes, K. M., & O'loughlin, N. (2014). The experiences of people with learning disabilities on
social networking sites. British Journal of Learning Disabilities, 42(1), 1-5.
Reamer, F. G. (2013). Social work in a digital age: Ethical and risk management challenges. Social
work, 58(2), 163-172.