strategic staffing ch9
DESCRIPTION
Strategic Staffing by Jean PhillipsTRANSCRIPT
Jean Phillips & Stanley Gully
STRATEGIC STAFFING
CHAPTER 9 – ASSESSING EXTERNAL
CANDIDATES
To identify the candidates who would be great employeesTo reduce the number of bad hires
WHY IS ASSESSMENT SO IMPORTANT?
Maximize fit The Person-Job Fit
Intelligence. Job-related skills and competencies. Personality related to performing job tasks.
The Person-Group Fit Teamwork skills Conflict management skills
The Person-Organization Fit Values and goals
The Person-Vocation Fit Interests and personal values
Complementary And Supplementary Fit
EXTERNAL ASSESSMENT GOALS
Assessing Accurately
Maximize return on investmentGenerate positive stakeholder reactionsSupport talent philosophy and HR strategyEstablish and reinforce employer image Identify new hires’ development needs
Assessment tests can also identify new hires’ developmental needs
Some assessment methods even identify applicants’ preferred learning styles, which can decrease training time, improve training effectiveness
Assess ethicallyEnsure legal compliance
EXTERNAL ASSESSMENT GOALS
Screening Methods Methods that narrow a pool of job applicants down to a
smaller group of job candidates.It includes: Resumes and cover letters (education,experiences and interest) Job applications (personal information, education, skills,
experiences) Weighted application blanks Biographical information (personal information., training and
education,interests,experiences) Telephone screens
EXTERNAL ASSESSMENT METHODS
Evaluative MethodsMethods that evaluate the pool of job candidates to
determine who will be hired. Cognitive and noncognitive ability tests
EXTERNAL ASSESSMENT METHODS
Values assessments Personality assessments
Extraversion Conscientiousness Emotional stability Agreeableness Openness to experience
Integrity tests Clear purpose General purpose
Polygraph tests Job knowledge tests Interviews
EXTERNAL ASSESSMENT METHODS
TYPES OF INTERVIEWS
Unstructured Structured
Behavioral interviews: using information about what the applicant has done in the past to predict future behaviors
TYPES OF STRUCTURED INTERVIEWS
Situational interviews: asking people how they might react to hypothetical situations
TYPES OF STRUCTURED INTERVIEWS
Situational judgment tests Graphology
Job simulations Work samples Reference checks.
Contingent Methods Medical and drug tests
Genetic testing Background checks
EXTERNAL ASSESSMENT METHODS
After creating a job requirements matrix, the next step is to identify the best way of assessing each important job qualification.
The assessment plan describes: Which assessment method(s) will be used to assess each of
the characteristics on which applicants will be evaluated In what sequence the assessments will take place What weight each assessment will receive in determining
an overall score for that characteristic based on the importance of each characteristic to job performance.
Characteristics that will be trained after hire are not assigned to any assessment method, but any existing qualifications required to qualify for the training program should be listed.
ASSESSMENT PLAN