© 2005 shrm shrm weekly online survey: march 15, 2005 hiring decisions sample comprised of 282...

© 2005 SHRM

SHRM Weekly Online Survey: March 15, 2005

Hiring Decisions

• Sample comprised of 282 randomly selected HR professionals.

• Analyzing 282 response of 2,229 emails sent, 2,128 received (response rate = 13%)

• Survey fielded March 15 – 21, 2005; presentation generated on March 24, 2005.

• Margin of error is +/- 6%.

© 2005 SHRM


Does your organization use or plan to use within the next 12 months the following methods to screen or

evaluate candidate-job fit?

© 2005 SHRM


Behavioral interviews (job specific and prepared in advance)

55%

40%

5%

0%

10%

20%

30%

40%

50%

60%

Yes No Plan to

© 2005 SHRM


Interviews with behaviorally anchored rating scales (answer keys used to evaluate candidate responses and rating methods that produce a numeric score)

24%

71%

5%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Yes No Plan to within 12months

© 2005 SHRM


On-line, minimum qualifications screening questionnaires (questions that may knock candidates out of the recruiting process)

9%

68%

23%

0%

10%

20%

30%

40%

50%

60%

70%

80%


© 2005 SHRM


Scorable job applications (numeric values placed on experience, skills, etc.)

83%

3%

14%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%


© 2005 SHRM


Biodata questionnaires (standardized questions on verifiable school/work history, reported in scales such as reliability, dependability, safety)

2%

86%

12%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


© 2005 SHRM


On-line, realistic job previews (RJP) (an overview of the job demands with questions to confirm interest in continuing the application process)

11%

84%

5%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%


© 2005 SHRM


Organizational fit questionnaires (questions that evaluate company relevant factors such as team based, entrepreneurial, traditional, etc.)

3%

61%

36%

0%

10%

20%

30%

40%

50%

60%

70%


© 2005 SHRM


Skills testing (e.g., PC software, diagnostics, blue print reading, proof reading)

40%

8%

52%

0%

10%

20%

30%

40%

50%

60%


© 2005 SHRM


Aptitude testing (e.g., problem solving, critical reasoning, etc.)

7%

67%

26%

0%

10%

20%

30%

40%

50%

60%

70%

80%


© 2005 SHRM


Workstyle or occupational personality profiling (e.g., persuasiveness, detail orientation, conscientiousness, rule following, optimism, goal orientation, data rational, boredom proneness, etc.)

34%

61%

5%

0%

10%

20%

30%

40%

50%

60%

70%

Yes No Plan to within 12month

© 2005 SHRM


Situational judgment questionnaires (given a scenario - choose a response)

40%

56%

4%

0%

10%

20%

30%

40%

50%

60%


© 2005 SHRM


Assessment centers (formal observation under controlled conditions)

7%

90%

3%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


© 2005 SHRM


Simulations (Interactive experience that models job demands)

11%

85%

4%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Yes No Plan to with 12 months

© 2005 SHRM


Virtual job tryouts (completing on-line work samples)

5%

92%

3%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


© 2005 SHRM


Does your organization use or plan to use within the next 12 months the following methods to screen or evaluate candidate-job fit?

Topic

Number of respondents

Yes No Plan to within 12 months

Behavioral interviews (job specific and prepared in advance)

282 55% 40% 5%

Interviews with behaviorally anchored rating scales (answer keys used to evaluate candidate responses and rating methods that produce a numeric score)

279 24% 71% 5%

On-line, minimum qualifications screening questionnaires (questions that may knock candidates out of the recruiting process)

280 23% 68% 9%

Scorable job applications (numeric values placed on experience, skills, etc.)

279 14% 83% 3%

Biodata questionnaires (standardized questions on verifiable school/work history, reported in scales such as reliability, dependability, safety)

279 12% 86% 2%

On-line, realistic job previews (RJP) (an overview of the job demands with questions to confirm interest in continuing the application process)

279 11% 84% 5%

Organizational fit questionnaires (questions that evaluate company relevant factors such as team based, entrepreneurial, traditional, etc.)

278 36% 61% 3%

© 2005 SHRM


Does your organization use or plan to use within the next 12 months the following methods to screen or evaluate candidate-job fit? – Cont’d

Topic

Number of respondents

Yes No Plan to within 12 months

Skills testing (e.g., PC software, diagnostics, blue print reading, proof reading)

277 40% 52% 8%

Aptitude testing (e.g., problem solving, critical reasoning, etc.)

278 26% 67% 7%

Workstyle or occupational personality profiling (e.g., persuasiveness, detail orientation, conscientiousness, rule following, optimism, goal orientation, data rational, boredom proneness, etc.)

281 34% 61% 5%

Situational judgment questionnaires (given a scenario - choose a response)

278 40% 56% 4%

Assessment centers (formal observation under controlled conditions)

275 7% 90% 3%

Simulations (Interactive experience that models job demands)

276 11% 85% 4%

Virtual job tryouts (completing on-line work samples)

279 5% 92% 3%

© 2005 SHRM


Approximately how many new hires (exempt and non-exempt) were made at your location in 2004?

27%

12%

21%

11%14%

6%9%

0%

10%

20%

30%

12 o

r les

s em

ploye

es

13 to

24

emplo

yees

25 to

50

emplo

yees

51 to

100

em

ploye

es

101

to 2

50 e

mpl

oyees

251

to 5

00 e

mpl

oyees

500

or more

emplo

yees

© 2005 SHRM


How many employees are at your location?

33%

41%

26%

0%

10%

20%

30%

40%

50%

0 to 99 employees 100 to 499 employees 500 or moreemployees

© 2005 SHRM


Look for a White Paper covering additional analysis on data from this weekly survey by

the Workforce Staffing and Deployment Panel in summer 2005.

http://www.shrm.org/whitepapers/

© 2005 shrm shrm weekly online survey: march 15, 2005 hiring decisions sample comprised of 282...

Documents