Transcript Recruitment and Selection Measurement Systems

RECRUITMENT AND
SELECTION
MEASUREMENT
SYSTEMS
Darlene
Maney
June 26, 2012
Kaplan
University
RECRUITMENT AND SELECTION
Internal
Benefits
External
Benefits
BEHAVIORAL INTERVIEWING
Definition
ASSESSMENTS
 “Provide extra data points about an applicant to help support
the decision making process
 Provide a standardized way to gain insight into applicant
qualities that aren’t always apparent
 Provide a way to support quality of hire
 Provide supporting evidence for trends in an applicant’s data
 Help identify developmental needs from Day 1
 Weed out the worst applicants while focusing on the best
 Provide real ROI” (“Strategic”, n.d.).
HIRING FUNNEL – FROM APPLICATION TO
HIRE
ASSESSMENT METHODS - INTERNAL
Initial Assessment
Skills Inventory
Self and Peer Assessments
Managerial Sponsorship
Recommendations
ASSESSMENT METHODS - INTERNAL
Substantive Assessment
Job Knowledge
Performance Appraisals
Promotability Ratings
Assessment Center
Promotion Panels/Review Boards
ASSESSMENT METHODS - INTERNAL
Discretionary Assessment
Previous Finalists
Management Opinions
ASSESSMENT METHODS - EXTERNAL
Initial Assessment
Resumes
Applications
Educational Requirements
Biographical Information
References and Background Checks
ASSESSMENT METHODS - EXTERNAL
Substantive Assessment
Personality Testing
Ability
Cognitive Ability
Sensory Tests
Job knowledge
Performance Tests/Work Samples
Integrity Tests
Interests, Values, and Preferences
ASSESSMENT METHODS - EXTERNAL
Discretionary Assessment
Drug Testing
Medical Examination
LEGAL ISSUES
Uniform Guidelines on Employee Selection
Procedure
 Summary
 Scope
 Defines Discrimination
 Suitable Alternative Selection Procedures
 Adverse Impact Information
 Evaluation of Selection Rates
 Four/Fifths Rule
 Standards for Validity Studies
 Affirmative Action
LEGAL ISSUES
Americans With Disabilities Act
Glass Ceiling
CONCLUSION
REFERENCES
 Doyle, A., (2012) “Behavioral Interv iew - Behavioral Job Interv iew” retriev ed
6/24/2012 from About.co m website at
http:// jo bsearch .abo u t.co m /od /jobsearch g lossary/g /beh av in terv iew.h tm
 Pulakos, E., (2006), “Selectio n Assessmen t Methods”, retrieved 6/24/2012
from Society for Human Resource Managemen t Website at
http:// www.sh r m.o rg /abo u t/foun dation /research /do cu m en ts/assessm en t_ m ethod
s.pdf
 Grensing -Po ph al , L. (2006 ), “Devise a policy for handling intern al applican ts
that is consisten t, fair and respectfu l”, retriev ed 6/25/2012 from Society for
Human Resource Managemen t website at
http:// www.sh r m.o rg /p ub lications/h rmagazine/ed ito rialcon ten t/p ag es/1206 ag en
da_empstaff.aspx
 “Strateg ic use of Talent Assessmen ts:Lev erag in g Data fro m Pre -Hire to
Retire”, ( n.d.) retrieved 6/25/12 fro m Society for Human Resource
Managemen t website at
http://www.sh r m.o rg /mu ltim ed ia/web casts/do cu m en ts/12 talen t.pdf
REFERENCES
 Barran, P. (2008) “Commentary: Selection procedures must be
fair” Daily Journal of Commerce (Portland, OR), Apr 25, 2008
retrieved 6/25/2012 from
http://web.ebscohost.com.lib.kaplan.edu/ehost/detail?sid=2
3e66bf2-5cef-43e3-94a006556f50042c%40sessionmgr111&vid=2&hid=105&bdata=J
nNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bwh&AN=L54370192
DJOC
 “Uniform Guidelines on Employee Selection Procedures”,
(2011), retrieved on 6/25/2012 from Biddle Consulting Group
website at
http://www.uniformguidelines.com/uniformguidelines.html