Tanglewood Case 4

2. Which predictors are most strongly related to each of the outcome measures?
Table 3.1
Interview Score and Promotion Potential:
Higher interviews scores are associated with greater promotion potential for the applicant.
Lower interviews scores are associated with lower promotion potential for the applicant.
Table 3.2
Between Retail Knowledge and Promotion Potential:
More retail knowledge is associated with higher promotion potential.
Less retail knowledge is associated with lower promotion potential.

Biodata and Promotion Potential:
Higher biodata scores are associated with higher promotion potential for the applicant.
Lower biodata scores are associated with lower promotion potential for the applicant.
Applicant Exam and Promotion Potential:
Higher applicant exam scores are associated with higher promotion potential
Lower applicant exam scores are associated with lower promotion potential

Conscientiousness and Absence:
More conscientious is associated with less employee absence.
Less conscientious is associated with more employee absence.
3. which three predictors would you suggest Tanglewood use in selecting Store Associates?
Conscientiousness:
This predictor is important for Tanglewood to base their applicant selection on because of what it represents. According to the data presented in the case, more conscientiousness is associated with less absent days by employees. In a sense, more conscientiousness can be interpreted as more commitment to the corporation which is a value that Tanglewood can really benefit from. For a retailer, it is important to have employees show up to work every day, especially during peak seasons thus making this predictor an important one for Tanglewood to consider when picking applicants for hire.
Retail Market Knowledge Exam:
I would suggest Tanglewood to use this predictor because it is one of the most important for the company to consider being that it is so specific to the industry and to Tanglewood