Effective Hiring Selection Process
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The document outlines a 4 point approach to an effective hiring selection process: 1) Applicant tracking system and pre-screening to filter candidates and evaluate skills through preliminary interviews 2) Assessment testing of job-related skills to predict performance and increase retention 3) Research-based behavioral interviews to accurately evaluate candidates based on past behavior and predict future success 4) Background verification to safeguard the company against issues and decline 12% of offer acceptances due to criminal records, false information or other problems
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![4 Point Approach to an Effective Hiring Selection Process ,[object Object],[object Object],[object Object],[object Object],Why 4 Points: Competition is at an ultimate high combated with a low and savvy Talent Pool, accurately assessing candidates can reduce hiring errors by 60-70% (Source 1).](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
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3) Metrics for evaluating the effectiveness of recruitment and selection strategies are provided.
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Organizational BehaviorEighteenth EditionChapter 17Human R.docx
Organizational Behavior
Eighteenth Edition
Chapter 17
Human Resource Policies and Practices
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
If this PowerPoint presentation contains mathematical equations, you may need to check that your computer has the following installed:
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Welcome to this Organizational Behavior course that uses the 18th edition of the textbook, Organizational Behavior by Robbins and Judge. This is considered among the most widely used OB textbooks in the world. Robbins and Judge are recognized as definitive aggregators of OB concepts, applications, and practices. The course and this book will provide you with a resource that will benefit you throughout your degree program and your professional life.
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Strategic recruiting has become a cornerstone for many companies, in which recruiting practices are developed in alignment with long-term strategic goals.
The most effective recruiters—internal or external—are well informed about the job, are efficient in communicating with potential recruits, and treat recruits with consideration and respect. They also use a variety of online tools, including job boards and social media.
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
The first stage in any HR program is recruiting, closely followed by selection. A selection system can only be as good as the individuals who apply in the first place.
Strategic recruiting has become a cornerstone for many companies, in which recruiting practices are developed in alignment with long-term strategic goals. As for defining “success” in recruiting, most research suggests that the best system attracts candidates who are highly knowledgeable about the job and the organization. Such candidates are likely to have a better fit between their skills and job requirements, and to be more satisfied in the jobs they take.
Consistent with these findings, some of the most effective recruiting techniques include internal referrals, internship programs, and other methods that give potential applicants enough information to adequately evaluate the roles they may be occupying. Companies are increasingly turning away from outside recruiting agencies and relying on their own executives and HR professionals for talent searches.
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