Darlene Maney June 26, 2012 Kaplan University RECRUITMENT AND SELECTION MEASUREMENT SYSTEMS

 Internal  Benefits  External  Benefits RECRUITMENT AND SELECTION

 Definition BEHAVIORAL INTERVIEWING

 “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.). ASSESSMENTS

HIRING FUNNEL – FROM APPLICATION TO HIRE

 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 - INTERNAL

 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 ASSESSMENT METHODS - EXTERNAL

 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 LEGAL ISSUES

CONCLUSION

 Doyle, A., (2012) “Behavioral Interview - Behavioral Job Interview” retrieved 6/24/2012 from About.com website at  Pulakos, E., (2006), “Selection Assessment Methods”, retrieved 6/24/2012 from Society for Human Resource Management Website at s.pdf s.pdf  Grensing-Pophal, L. (2006), “Devise a policy for handling internal applicants that is consistent, fair and respectful”, retrieved 6/25/2012 from Society for Human Resource Management website at da_empstaff.aspx da_empstaff.aspx  “Strategic use of Talent Assessments:Leveraging Data from Pre-Hire to Retire”, (n.d.) retrieved 6/25/12 from Society for Human Resource Management website at REFERENCES

 Barran, P. (2008) “Commentary: Selection procedures must be fair” Daily Journal of Commerce (Portland, OR), Apr 25, 2008 retrieved 6/25/2012 from 3e66bf2-5cef-43e3-94a f50042c%40sessionmgr111&vid=2&hid=105&bdata=J nNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bwh&AN=L DJOC 3e66bf2-5cef-43e3-94a f50042c%40sessionmgr111&vid=2&hid=105&bdata=J nNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bwh&AN=L DJOC  “Uniform Guidelines on Employee Selection Procedures”, (2011), retrieved on 6/25/2012 from Biddle Consulting Group website at REFERENCES