By Douglas H. Reynolds
In Online Recruiting and Selection, Reynolds and Weiner supply an available creation to enforcing and working Web-based instruments for hiring in organizations.
- Discusses contemporary tendencies and their implications for brand spanking new developments within the box of technology-based hiring
- Explains key components for constructing an efficient recruiting website, selecting the right evaluate instruments, and designing built-in expertise acquisition systems
- Discusses matters resembling the correct setting for deploying checks and different exams, the results of worldwide entry, and information safety and privateness policies
- Reviews rules criteria for dimension and team of workers choice, together with new ideas governing the remedy of net task candidates, the Standards for academic and mental Testing, and the Principles for the Validation and Use of team of workers choice Procedures
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Extra resources for Online Recruiting and Selection: Innovations in Talent Acquisition
Sample text
May affect scores. For example, a knowledge test may not cover specific subject matter well enough, so that when an alternate version of the test is given, candidates tend to score differently. This limits the ability to measure the examinee’s subject matter expertise. • Administration: Nonstandard testing procedures, instructions, or conditions may change scores (this is a particular concern for online testing; see Chapter 9, Managing the Environment). For example, inadequate instruction to candidates may cause some to perform poorly, while unsupervised Internet-based testing may cause some candidates’ scores to fluctuate.
Fair employment laws, challenging the company’s entire talent selection and promotion program. While the complaint was initially instigated by alleged bad behavior on the part of some hiring managers, the plaintiff ’s attorneys cast a wide net to examine all hiring and promotion procedures in the organization, so the scope of the suit became huge. Professionally developed assessment instruments can also help reduce legal risks by providing an objective, defensible basis for 38 The Context for Online Talent Acquisition decision-making, without which hiring-manager subjectivity can be more easily challenged.
42 The Context for Online Talent Acquisition • Synthetic/Job component validity: Validation results for a selection procedure with respect to one or more job components may be generalized to other situations in which the job components are comparable. • Meta-analysis: Criterion-related validity studies may be aggregated to best estimate the validity of a selection procedure and determine whether the results will generalize to other situations. ); • defend high-volume, high-exposure programs, especially when pass rates are relatively low for legally protected demographic groups.