© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Hiring Decisions Sample comprised of 282 randomly selected HR professionals. Analyzing 282 response of 2,229 s sent, 2,128 received (response rate = 13%) Survey fielded March 15 – 21, 2005; presentation generated on March 24, Margin of error is +/- 6%.

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Does your organization use or plan to use within the next 12 months the following methods to screen or evaluate candidate-job fit?

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Behavioral interviews (job specific and prepared in advance)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Interviews with behaviorally anchored rating scales (answer keys used to evaluate candidate responses and rating methods that produce a numeric score)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 On-line, minimum qualifications screening questionnaires (questions that may knock candidates out of the recruiting process)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Scorable job applications (numeric values placed on experience, skills, etc.)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Biodata questionnaires (standardized questions on verifiable school/work history, reported in scales such as reliability, dependability, safety)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 On-line, realistic job previews (RJP) (an overview of the job demands with questions to confirm interest in continuing the application process)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Organizational fit questionnaires (questions that evaluate company relevant factors such as team based, entrepreneurial, traditional, etc.)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Skills testing (e.g., PC software, diagnostics, blue print reading, proof reading)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Aptitude testing (e.g., problem solving, critical reasoning, etc.)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Workstyle or occupational personality profiling (e.g., persuasiveness, detail orientation, conscientiousness, rule following, optimism, goal orientation, data rational, boredom proneness, etc.)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Situational judgment questionnaires (given a scenario - choose a response)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Assessment centers (formal observation under controlled conditions)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Simulations (Interactive experience that models job demands)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Virtual job tryouts (completing on-line work samples)

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Does your organization use or plan to use within the next 12 months the following methods to screen or evaluate candidate-job fit? Topic Number of respondents YesNoPlan to within 12 months Behavioral interviews (job specific and prepared in advance) 28255%40%5% Interviews with behaviorally anchored rating scales (answer keys used to evaluate candidate responses and rating methods that produce a numeric score) 27924%71%5% On-line, minimum qualifications screening questionnaires (questions that may knock candidates out of the recruiting process) 28023%68%9% Scorable job applications (numeric values placed on experience, skills, etc.) 27914%83%3% Biodata questionnaires (standardized questions on verifiable school/work history, reported in scales such as reliability, dependability, safety) 27912%86%2% On-line, realistic job previews (RJP) (an overview of the job demands with questions to confirm interest in continuing the application process) 27911%84%5% Organizational fit questionnaires (questions that evaluate company relevant factors such as team based, entrepreneurial, traditional, etc.) 27836%61%3%

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Does your organization use or plan to use within the next 12 months the following methods to screen or evaluate candidate-job fit? – Cont’d Topic Number of respondents YesNoPlan to within 12 months Skills testing (e.g., PC software, diagnostics, blue print reading, proof reading) 27740%52%8% Aptitude testing (e.g., problem solving, critical reasoning, etc.) 27826%67%7% Workstyle or occupational personality profiling (e.g., persuasiveness, detail orientation, conscientiousness, rule following, optimism, goal orientation, data rational, boredom proneness, etc.) 28134%61%5% Situational judgment questionnaires (given a scenario - choose a response) 27840%56%4% Assessment centers (formal observation under controlled conditions) 2757%90%3% Simulations (Interactive experience that models job demands) 27611%85%4% Virtual job tryouts (completing on-line work samples) 2795%92%3%

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Approximately how many new hires (exempt and non- exempt) were made at your location in 2004?

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 How many employees are at your location?

© 2005 SHRM SHRM Weekly Online Survey: March 15, 2005 Look for a White Paper covering additional analysis on data from this weekly survey by the Workforce Staffing and Deployment Panel in summer