By Douglas H. Reynolds
In Online Recruiting and Selection, Reynolds and Weiner offer an obtainable creation to imposing and working Web-based instruments for hiring in organizations.
- Discusses fresh traits and their implications for brand spanking new developments within the box of technology-based hiring
- Explains key elements for constructing an efficient recruiting website, selecting the best evaluation instruments, and designing built-in expertise acquisition systems
- Discusses concerns comparable to the correct surroundings for deploying assessments and different exams, the results of worldwide entry, and information safety and privateness policies
- Reviews rules criteria for size and body of workers choice, together with new principles governing the therapy of web activity candidates, the Standards for tutorial and mental Testing, and the Principles for the Validation and Use of team of workers choice Procedures
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Extra info for Online Recruiting and Selection: Innovations in Talent Acquisition
Sample text
New ways to view the hiring process emerged, with a rapidly growing set of tools to drive new efficiencies and add strategic impact. This industry also moved rapidly toward consolidation, both because many smaller companies were not sustainable in the marketplace, and because consumers of these services saw value in larger combinations of tools and process over smaller stand-alone products that addressed just one aspect of the recruiting and hiring process alone. We return to this industry trend in Chapter 2 to examine how the consolidation of these technology companies has affected the market for automated staffing tools and processes.
Essential Measurement Concepts The purpose of assessment in staffing programs is to provide information to enable effective decision-making about people. In order for these decisions to be effective and useful to organizations, fair to the people who are subjected to them, and defensible to legal regulatory agencies, it is important that assessment tools possess two essential qualities: validity and reliability. In this section, we focus on these two key measurement concepts. In the next section, we provide a brief overview of professional standards and legal guidelines that apply when assessments are used in the workplace.
After the meeting, Sandra felt a sense of accomplishment, due both to her progress toward her goal and the new partnership she felt with the IT director. Sandra’s list of technology questions for the vendor selection process is shown in the box below. Good to Know: Important Questions to Ask Software Providers • Is anything required on the user’s computer to use the software beyond an up-to-date browser? What browsers are supported? • How does your software integrate with other tools? • Does this product use HR-XML standards for critical information that is transferred between systems?