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" ", CareerHarmony

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????? ?????? ???? ??????? ????? ?????? ???????? ????? ??????????? ... are often not integrated with assessments creating an disjointed system. ... – PowerPoint PPT presentation

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Title: " ", CareerHarmony


1
????? ?????? ???? ??????? ????? ?????? ????????
????? ???????????
???? ?????? ??????????? ??????? ?????????? ????,
?????? 2006
?"? ???? ???? ?"?, CareerHarmony ?"? ??? ????,
CareerHarmony ????' ???? ???, ?????????? ????
?????? ???
2
Contents
  • The Online Markets, The Needs The Solution
  • Advantages of Online Assessment Selection
  • Examples of Successful Implementations
  • Problems and Quasi-Problems
  • Culturally Universal Data

3
The Online Markets, The Needs The Solution
4
What is a Globalization of Personnel Selection?
  • Personnel Selection The process by which
    individuals with higher potential to succeed are
    chosen from a larger group of job applicants.
    Achieved through the assessment of relevant job
    competencies, (e.g., KSAOs), leading to higher
    job performance and productivity.
  • Globalization of Selection Selection of job
    applicants from around the world using a
    centrally accessible selection solution.

Job Performance
Test Scores
5
e-Recruitment - A Big Business Thats Getting
Bigger
  • Popularity Among Organizations
  • The e-recruitment market worldwide is expected to
    grow from 460 million in 2003 to 1.1 billion by
    2008, a 19 compounded annual growth rate (IDC,
    2004).
  • More than 70 of large U.S. companies are using
    or planning to use e-recruiting services (IDC,
    2000), and an estimated 88 of global Fortune 500
    companies are currently recruiting online (ERE,
    2002).
  • Popularity Among Job Seekers
  • Around 51 of job seekers report using the
    Internet as part of their job search strategy
    (Handler, 2003).
  • An estimated 4 million people a day search job
    sites in the US alone, an increase of
    60 from 2000 (Pew Internet Surveys,
    2002)
  • Some internet job boards have reported being
    visited by over 18 million people a month
    (Handler, 2003).

6
The Needs The Solution
  • The Primary Needs
  • To Accurately and Efficiently Deal with Enormous
    Applicant Volumes
  • Many Fortune 500 career sites receive over
    250,000 hits per month! (RocketHire, 2003).
  • In 1999, for example, Cisco Systems received over
    one million resumes through the Internet alone!
    (IPMAAC, 2000).
  • Large Organizations Require Centralized Solutions
  • Company job sites are often centralized globally,
    while assessments are decentralized.
  • HR applications (ATS) and employee databases are
    often not integrated with assessments creating an
    disjointed system.
  • The Primary Solution
  • Online Assessment and Selection Solutions
    (e-Assessment)
  • Many large organizations are turning to test
    providers to provide them with both regional and
    global online assessment and selection solutions.

7
e-Assessment - A Growing Trend within
e-Recruitment
  • Readiness Among Organizations
  • The online assessment market is growing 15 - 20
    a year (Wachovia, 2002)
  • Survey results report that almost 30 of U.S.
    companies recruiting online are using some form
    of web-based assessment for selection purposes
    (IDC, 2000).
  • Online assessment companies test millions of
    people a year in hundreds of companies around the
    world (IES, 2003).
  • Readiness Among Job Seekers
  • Positive reactions to web-based personality and
    cognitive tests (Baron Austin, 2000 Mead,
    2001 Reynolds Lin, 2003 Reynolds, Sinar,
    McClough, 2000)
  • More than 68 of surveyed job seekers indicated
    that they would be willing to undergo some form
    of assessment in addition to submitting a resume
    (ERE, 2002).
  • Studies found 87 - 94 applicants prefer
    applying for a job from home rather than visiting
    the organizations premises (CH, 2002, 2003).
  • More than 90 of job seekers are willing to spend
    more than 5 minutes applying for a job online.
    60 indicate a willingness to spend 30 minutes or
    more (Handler, 2003).

8
Advantages of Online Testing
9
Advantages of the Internet to Traditional Methods
  • Advanced Testing
  • Psychometric equivalence
  • Supports advanced computer-based technologies
    (e.g., CAT, branching)
  • Multi-media and interactive simulations
  • Custom test designs
  • Costs and Efficiency
  • Lower costs
  • Faster time to hire
  • No software installations
  • 24/7 availability
  • Administration and reporting from anywhere
  • No paperwork or lengthy test administration
    procedures.
  • Online advertising to attract more applicants
  • Automatic pre-screening and short-listing
  • Multiple screening stages
  • Greater selection ratio due to increased
    applicant size

10
Advantages (cont.)
  • For Global Organizations
  • One centrally networked system
  • Standardization across the company
  • Multi-lingual
  • Multi-norms
  • Validity generalization
  • Data Collection Integration
  • Integration with ATS and HRMS
  • Ongoing data mining and talent management
    (re-directing candidates)
  • Data-sharing within the company
  • Immediate scoring reporting
  • Automatic feedback to candidates

11
Examples of Successful Implementations
12
Across the US with a Staffing Company
  • Scope -
  • A central system for customizing application
    forms, tests, and questionnaires for individual
    recruitment and selection.
  •  
  • Objective -
  • A nationwide standardized tool for fast
    recruitment and selection across the United
    States.
  •  
  • Results -
  • Setup in 450 company branches across the US
  • Managing an average of over 4,500 assessments a
    week
  • 30 reduction in time-to-hire
  • Cost to hire reduced by 60

13
Across Europe with a Call Center Staffing Company
  • Scope -
  • Establish a process for recruiting multi-lingual
    call center support staff from 14 European
    countries to work in the UK. Eleven different
    languages required. Hundreds of applicants a
    month.
  •  
  • Objective -
  • To improve efficiency of the recruitment process,
    improve staff quality, and reduce retention.
  •  
  • Results -
  • High criterion-based validity (increased worker
    productivity)
  • No adverse impact
  • 40 reduction in recruitment time.
  • 35 increase in recruiter productivity.
  • Elimination of early turnover.

14
Across Germany with an Automotive Manufacturer
  • Scope -
  • To implement an on-line assessment solution to
    enable recruitment of 3,300 workers in one year
    for a new automotive factory. Employees to come
    from the unemployment register all over Germany.
  •  
  • Solution -
  • Five stage on-line / off-line process integrated
    with HRMS.
  •  
  • Results -
  • 20 recruiters managed 36,500 candidates
  • Hired 3,300 people.
  • ROI within 1st year.

15
Problems and Quasi-Problems
16
Personnel Selection via the Internet Problems and
Quasi Problems
  • Lack of personal contact
  • The mode (computers) dictates the nature of the
    tests
  • Potential of fraud
  • Inequality among test-takers re computer literacy
    and computer anxiety
  • Technical issues

17
Globalization of Personnel Selection Problems and
Quasi Problems
  • Cross-cultural compatibility of psychological
    devices
  • Translation is not enough
  • The push towards non-verbal tests
  • The need for empirical evidence
  • Examples
  • From positive psychology literature
  • From CH projects
  • Local norms vs. global norms

18
Culturally Universal Data
19
Cultural Universals Using Rank-Ordered
Correlations (1)

Sample Job applicants from across Europe for
relocation positions as customer representatives
for a large call center in the UK.
Numerical Reasoning (N725) 28 Items
plt.01
20
Cultural Universals Using Rank-Ordered
Correlations (2)

Sample Job applicants from across Europe for
relocation positions as customer representatives
for a large call center in the UK.
Verbal Reasoning (N9,906) 25 Items
plt.01
21
Cultural Universals Using Rank-Ordered
Correlations (3)

Sample Job applicants from across Europe for
relocation positions as customer representatives
for a large call center in the UK.
Personality (N9,394) 5 Scales
plt.01
22
Cultural Universals Using Rank-Ordered
Correlations (4)

Sample Job applicants from across Europe for
relocation positions as customer representatives
for a large call center in the UK.
Reading Comprehension (N1,606) 14 Items
plt.01
23
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???? ?????? ??????????? ??????? ?????????? ????,
?????? 2006
?"? ???? ???? ?"?, CareerHarmony ?"? ??? ????,
CareerHarmony ????' ???? ???, ?????????? ????
?????? ???
24
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