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Darlene Maney June 26, 2012 Kaplan University RECRUITMENT AND SELECTION MEASUREMENT SYSTEMS
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Internal Benefits External Benefits RECRUITMENT AND SELECTION
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Definition BEHAVIORAL INTERVIEWING
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“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
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HIRING FUNNEL – FROM APPLICATION TO HIRE
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Initial Assessment Skills Inventory Self and Peer Assessments Managerial Sponsorship Recommendations ASSESSMENT METHODS - INTERNAL
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Substantive Assessment Job Knowledge Performance Appraisals Promotability Ratings Assessment Center Promotion Panels/Review Boards ASSESSMENT METHODS - INTERNAL
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Discretionary Assessment Previous Finalists Management Opinions ASSESSMENT METHODS - INTERNAL
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Initial Assessment Resumes Applications Educational Requirements Biographical Information References and Background Checks ASSESSMENT METHODS - EXTERNAL
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Substantive Assessment Personality Testing Ability Cognitive Ability Sensory Tests Job knowledge Performance Tests/Work Samples Integrity Tests Interests, Values, and Preferences ASSESSMENT METHODS - EXTERNAL
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Discretionary Assessment Drug Testing Medical Examination ASSESSMENT METHODS - EXTERNAL
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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
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Americans With Disabilities Act Glass Ceiling LEGAL ISSUES
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CONCLUSION
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Doyle, A., (2012) “Behavioral Interview - Behavioral Job Interview” retrieved 6/24/2012 from About.com website at http://jobsearch.about.com/od/jobsearchglossary/g/behavinterview.htm http://jobsearch.about.com/od/jobsearchglossary/g/behavinterview.htm Pulakos, E., (2006), “Selection Assessment Methods”, retrieved 6/24/2012 from Society for Human Resource Management Website at http://www.shrm.org/about/foundation/research/documents/assessment_method s.pdf http://www.shrm.org/about/foundation/research/documents/assessment_method 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 http://www.shrm.org/publications/hrmagazine/editorialcontent/pages/1206agen da_empstaff.aspx http://www.shrm.org/publications/hrmagazine/editorialcontent/pages/1206agen 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 http://www.shrm.org/multimedia/webcasts/documents/12talent.pdf REFERENCES
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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-43e3-94a0- 06556f50042c%40sessionmgr111&vid=2&hid=105&bdata=J nNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bwh&AN=L54370192 DJOC http://web.ebscohost.com.lib.kaplan.edu/ehost/detail?sid=2 3e66bf2-5cef-43e3-94a0- 06556f50042c%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 http://www.uniformguidelines.com/uniformguidelines.html REFERENCES
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