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In your own words with any experience or just your opinion response to students question. Only half a page or less for each response.

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Student 1

scribe the Multiple Hurdles predictor method of selection – What advantage do you see in this method compared to those given in the compensatory methods explained in your text?

The Multiple Hurdles Model is one of the methods used to validate predictors. In all the methods the scores of predictors are gathered, organized, and scored. Some organization use a combination approach to determine who may be a good fit for a company. The Multi Hurdles predictor method is one of the methods. The Devine Groups describes the Multiple Hurdles Method as such, “Sometimes called the “multiple cutoff” or “funnel method,” this approach involves the administration of decision-making tools sequentially with the elimination of candidates at each stage who do not score at a satisfactory level.” This method differs from the Compensatory model by moving candidates to the selection process, only if they receive a passing score in all predictors. The company feels the hurdle method’s predictors are all crucial to the success of the job. This is the reason that a candidate makes the cut score in all predictors. To me this method can be effective only for a company with limited job openings. Unlike Multiple Hurdles, the Compensatory methods allows a high score to offset a lower score. I believe that the Compensatory method can increase the amount of candidate making it to the next stage. I can see the Multiple Hurdles Model has an advantage over Compensatory because those who make it to the final selection have all the qualifications to fulfill the position, so it is more cost effective in that money and time are saved when there are a lot of applicants, but limited positions. For example, this method could eliminate a candidate, that early in the process, does not possess the education and/or experience requirements need for the position. Those that do make it further into the process could be cut by failing a personality test. In the end, a company will be able to minimize the number of applicants that make it to the final interview, making the probability higher for those that make it to the final stages.

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