23454029 recruiting-and-selection

Sources of Job Applicants ADVANTAGES DISADVANTAGES Internal ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],ADVANTAGES DISADVANTAGES External Sources of Job Applicants (cont’d)

Recruiting B. What makes recruiting effective/ ineffective? C. How many and what types of contacts should be made? D. Where should you look?

Recruiting ,[object Object],F. What is an RJP? G. How do you evaluate the effectiveness of your recruiting efforts?

Proof of Job Relatedness ,[object Object],B. Uniform guidelines C. Validity 1. Construct 2. Content 3. Criterion a. Predictive b. Concurrent

Proof of Job Relatedness C. Validity (continued) 4. Predictor/Criterion Relationship a. Strength b. Statistical significance 5. Why is validity important? D. Reliability

Selection Predictors 1. Ability a. Cognitive ability b. Mechanical knowledge c. Psychomotor 2. Personality and interest 3. Work sample tests A. Tests

Selection Predictors 4. Training and experience 5. Interviews 6. Graphology 7. Assessment centers A. Tests (continued)

Selection Predictors B. Valid predictor v. addressing adverse impact C. Usage 1. Possibly violating legal requirements and reducing potential productivity . 2. Reference and recommendations; low validity, high face validity

Selection Predictors C. Usage (continued) 3. Multiple predictors a. Multiple hurdles b. Compensatory c. Combined

23454029 recruiting-and-selection

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23454029 recruiting-and-selection