PERSONNEL SELECTION, PROMOTION AND RECRUITMENT: STRATEGIC APPROACH FOR BEST PRACTICES

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PERSONNEL SELECTION, PROMOTION AND RECRUITMENT
STRATEGIC APPROACH FOR BEST PRACTICES

• JACK LEON, PH.D.

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SELECTION/PROMOTION DECISIONS

• TraditionalResume unstructured interview
• EnhancedVariety of techniques
• GoalValid read of attributes competencies
• I/O PsychologistsSpecialists in measuring
  attributes competencies

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CONCLUSIONS BASED ON REAL LIFE RESEARCH

• Unstructured InterviewsMarginal at best
• Structured InterviewsGood predictors
• Cognitive Ability TestsGood predictors
• Personality TestsMarginal at best, except
  conscientiousness
• Behavioral Simulations Work SamplesGood
  predictors
• OthersJob Knowledge, specific skills, Biodata,
  physical ability

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COMBINATION APPROACHES

• Individual/Management Assessment
• Valid Selection Systems
• Assessment Centers

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RELATIONSHIP BETWEEN RECRUITING SELECTION

• Low SELECTION RATIONumbers game
• OPTIMAL STRATEGY
• 1. Recruit and evaluate as many credentialed
  candidates as is feasible
• 2. Use valid (predictive) techniques to evaluate
  wherever possible in the successive evaluation
  process
• Funnel from large to small numbers in stages

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POINTS OF CONFUSION

• Credentials vs. Competencies
• BASE RATE hiring
• Formula for mediocrity

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LEGAL ISSUES

• No laws against testingadverse impact only
• Some techniques can have adverse impact
• With adverse impactburden of proof on employer
  to demonstrate job-relatedness
• Legal exposureVaries with context

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EXAMPLES

• Supervisory level
• Account Managers (Sales)
• Engineers
• Maintenance Technicians Skills Certification
• Customer Service Coordinators