! Just need the blue circled ones which are the formulas QI pg ZQI Pg|Question 3Appendix 1Conectado is a major telemarketer that provides telemarketing services to smallbusinesses looking to grow their customer-base on a limited budget across Asia-PacificINFORMATION FROM TRIAL OF DIGITAL SCREENING TOOLregion. The firm employs around 400 telemarketers but turnover is a high annual rate ofTable 1. Information on Digital Screening Tool40%, which raises recruitment and training costs. After reading about applications ofartificial intelligence (AI) in recruitment, Mario, the HR Director, believes that modern$25 per applicantCost of digital screening (development plus recurrent costs)Predictive validity of digital screening toolrecruitment technologies may be able to reduce turnover rate and costs by identifying0.40better-fitting candidates in a cost-effective manner.He engaged an agency to custom-design a digital screening tool with video-interviewingcapabilities. Recruitment of telemarketers typically take 4-5 months due to the manualprocesses. After introducing the new screening tool, the time spend was significantlyTable 2. Telemarketer Turnover and Job InformationAnnual Turnover of Telemarketers Before New Tool160Annual Turnover of Telemarketers After New Tool80Dollar value of telemarketer jobNumber of applicants per telemarketer vacancyreduced. Mario is interested to quantify the financial benefits of the new recruitment toolto decide whether to continue investments in the tool. As the HR manager, you have beentasked to assess the benefits of digital screening and prepare a management brief.$2,0008(a) Distinguish between predictive validity and utility, and discuss which construct ismore appropriate for assessing the benefits of the digital screening tool.Table 3. Recruitment InformationBefore Video-Conferencing ToolTime Taken by HR Executive to manually screen applicants and 2hrarrange for second interviewAfter Video-Conferencing ToolTime Taken by HR Executive to digitally screen applicants and 30minsarrange for second interview using the digital screening tool(per applicant)(b) Using data from Appendix 1,(i) Calculate the per applicant utility of the digital screening tool and recommendif Conectado should continue using the tool with explanation.(per applicant)*Assuming five work weeks per month and 8 working hours per day.(ii) Calculate the maximum cost they should pay per applicant if they are thinkingof enhancing the features in the digital screening tool.Table 4. Salary of PersonnelHourly wage of HR executive$20.00 per hour ($41,600 per year)(c) Distinguish between cost savings and avoidance with illustrations from the case,and calculate the ROI for employing digital screening using these concepts.Hourly wage of Telemarketer$30.00 per hour ($62,400 per year)You presented your findings and assessments at the management meeting. The ChiefOperations Officer, Harry, remarked 'Recruiters, who interact with applicants, aredefinitely better judges of an applicant's suitability as a telemarketer. We should not relyon data and algorithms to make people decisions.'(d) Discuss if you agree or disagree with Harry's remarks, provide reasons for yourposition with illustration.

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Question 3 Conectado is a major telemarketer that provides telemarketing services to small businesses looking to grow their customer-base on a limited budget across Asia-Pacific region. The firm employs around 400 telemarketers but turnover is a high annual rate of 40%, which raises recruitment and training costs. After reading about applications of artificial intelligence (AI) in recruitment, Mario, the HR Director, believes that modern recruitment technologies may be able to reduce turnover rate and costs by identifying better-fitting candidates in a cost-effective manner. He engaged an agency to custom-design a digital screening tool with video-interviewing capabilities. Recruitment of telemarketers typically take 4-5 months due to the manual processes. After introducing the new screening tool, the time spend was significantly reduced. Mario is interested to quantify the financial benefits of the new recruitment tool to decide whether to continue investments in the tool. As the HR manager, you have been tasked to assess the benefits of digital screening and prepare a management brief. (a) Distinguish between predictive validity and utility, and discuss which construct is more appropriate for assessing the benefits of the digital screening tool. (b) Using data from Appendix 1, (i) Calculate the per applicant utility of the digital screening tool and recommend if Conectado should continue using the tool with explanation. |(ii) Calculate the maximum cost they should pay per applicant if they are thinking of enhancing the features in the digital screening tool. (c) Distinguish between cost savings and avoidance with illustrations from the case, and calculate the ROI for employing digital screening using these concepts. You presented your findings and assessments at the management meeting. The Chief Operations Officer, Harry, remarked 'Recruiters, who interact with applicants, are definitely better judges of an applicant's suitability as a telemarketer. We should not rely on data and algorithms to make people decisions." (d) Discuss if you agree or disagree with Harry's remarks, provide reasons for your position with illustration.