Professional Documents
Culture Documents
Identify
job openings
Determine
recruitment
methods
Recruitment Methods and Sources
Internal Sources
Talent
Transfers
inventories
Internal Sources
• Pros • Cons
– Reduces labor costs – Limits applicant
– Valued by pool
employees – May cause
– Enhances infighting
reputation as – Inbreeding
employer
Recruitment Methods and Sources
External Sources
Walk-in
School applicants
placement
Traditional
Trade Media
associations
Employee
Job fairs referrals
Employment Internet
Agencies
Improving the Effectiveness
of External Recruitment
Calculate
CalculateYield
YieldRatios
Ratios Training
TrainingRecruiters
Recruiters
External
External
Recruitment
Recruitment
Realistic
RealisticJob
JobPreviews
Previews
External Recruitment
Considerations
• Yield Ratio- Percentage of applicants from a recruitment
source that make it to the next stage of the selection process.
– 100 resumes received, 50 found acceptable = 50% yield.
50 New hires
Final interview
Physical exam
Reference checks
Testing
Interview
Application blank
• Temporal stability
• Same people; same test; different times
• Concerns:
– Testing effects
• Practice, Experience, Memory
Alternate-Forms Reliability
• Forms stability
– Equal content & difficulty
• Same people; Different versions of same
test
• Pros:
– Minimizes effects of memory
• Cons:
– Still vulnerable to practice and learning
Internal Consistency
• Split-half
• Correlate two pairs of scores from equivalent halves of
single test administered once
• Odd-even
• Item content
• Random assignment
Inter-rater Reliability
VS.
Concurrent validation
Time
Collect predictor data from present Collect criteria data from present
employees at time one employees at time one
Content Validity
• Does test sample KSAs from the universe of KSAs it
was supposed to measure??
• Assessment of content according to KSAs
Construct Validity
• Extent to which test measures the theoretical construct
it purports to measure
Usefulness of the Predictor
high IV 1
Validity
The benefits obtained coefficient
from using predictor are
False Correct
determined by three –ve decision
factors:
criterion
error
– The selection ratio
– The validity coefficient Correct False Base rate
decision +ve of success
– The base rate of success error