Planning and Staffing 3-4


Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

1) Select a scoring method. What are its strengths and weaknesses?

The Scoring method Multiple Cutoffs, this method applies to each applicant due to an assessment on each predictor and scored on a pass-fail basis, meaning it requires that a candidate has a minimum score level on all selection criteria (Gatewood , Feild, & Barrick , 2011). An example, the candidate may be required to have a score of at least 2 out of 5 on each criterion. Let say applicant scored low bad news for the applicant, meaning he or she wouldnÂ’t get the job in a multiple cutoff model. The advantage or strengths of this method is that it narrows the applicant pool to a smaller subset of Candidates who are all minimally qualified for the job (Gatewood , Feild, & Barrick , 2011). The disadvantage or weakness of this method, it requires assessing all applicants using all predictors. With the large applicant pool, the selection cost may be large (Gatewood , Feild, & Barrick , 2011).


Gatewood , R. D., Feild, H. S., & Barrick , M. (2011). Human Resource Selection. Mason, OH: South-Western, Cengage Learning.

HR (2017). Retrieved from HR guide to the Internet Job analysis:

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