C+-+e-Selection

__**Some more basic information on Selection**__ -Selection is the series of steps from the initial applicant screening to hiring -The selection process occurs after recruitment -Selection can be validated by conducting job analysis and showing the relationship betweenthe selection procedure and the jobitself
 * e-Selection **- Picking for hire a group of individuals from the pool of applicants

-Internet changing the way employers identify prospects -Easier for employers/employees to contact one another -Much more efficient/effective due to technology evolving -Many companies yet to adopt online staffing assessment tools “Any tool that uses the web or Internet to collect information from job candidates for the purpose of aiding hiring decisions.” -Info used to predict how likely they are to succeed in a job or organization -Hire effective employees, increase staff efficiency, reduce turnover -Ability to gather information automatically - **Data gathered can significantly increase employee performance/retention Ex. RadioShack was able to increase revenue by over $12 million -Electronic recruiting agents- software programs that identify key words in resumes -Resume capture- most common; allow candidates to apply for job by uploading their resume <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">-Knowledge/Skills tests- assess person’s knowledge of accounting guidelines/functions or ability to solve basic math/reading problems <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">-Job simulations- evaluates how candidates respond to real job situations <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">-Background investigations-gather info from other sources
 * <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">Ex. **<span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'"> applications going online
 * <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">Exs. **<span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">Matching applicants with opportunities, automating application process
 * <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">What are online staffing assessments? **
 * <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">Why are they useful? **
 * <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">Do they really work?
 * <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">Major types of online assessment tools **
 * <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'">Exs. **<span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'"> Employment verification, criminal record checks

Support these functions:
 * Online Staffing Assessment Technology**
 * attract qualified applicants
 * administer assessments
 * manage information
 * monitor the effectiveness of the hiring process

Most major differences in systems can be identified by looking at 2 aspects of their design.


 * 1) **Data collection and management functionality-** collecting data
 * 2) **Reporting Functionality-** understanding assessment info after its been collected

__**Data collection and management functionality**__
 * Assessment Delivery systems- deliver content, score, and generate report. Very simple
 * Candidate Management systems- collect basic info, search and sort candidates, track candidates. Automate multiple aspects of the staffing process.
 * Assessment Administration systems- allow clients to create, administer, and score their own assessment tools. More advanced
 * Applicant Tracking systems- functions include building candidate relationships, scheduling interviews, searching resumes, and transfer data into employee folder once a candidate is hired. More complex and expensive than others


 * __Reporting Functionality__**
 * Static reporting- most common way. Contain detailed info about the candidate, but not the technology to directly compare applicants to one another.
 * Dashboard reporting- central interface where multiple candidates info can be compared. Can search for specific information within the candidate pool.

The actual reports being used are just as important as the reporting tool used. There are 4 basic types of reports.
 * 1) Candidate profiles- Most common report. Provides a detailed description of the candidates strengths and weaknesses in respect to KSA's. Common shortcoming is the language used in these reports. It is often difficult to interpret unless the client is well versed in the assessment tool.
 * 2) Hiring recommendations- Provide a summary on whether or not the candidate will succeed at the job based on the assessment results. Requires a high degree of custom development by the assessment vendor. Can oversimplify things at times.
 * 3) Custom interview guides- Provide a list of interview questions tied to info gathered by assessment tools.
 * 4) Competency based reports- Custom reports that provide a summary of the candidate's strengths and weaknesses in regards to the job performance requirements. Easy for clients to understand due to the language being that of the performance requirements.

Choosing a specific online staffing assessment technology can be very easy or very difficult depending on what you're trying to do.


 * Integrating Online Staffing Assessment Tools and Technology**


 * 1) Sourcing-Online staffing assessment tools- recruiting agents, websites, etc.
 * 2) Pre-screening-screen out applicants who do not meet the basic requirements for a position.
 * 3) Preliminary assessment- second level screening. More in depth look at strengths and weaknesses as well as KSA's.
 * 4) In depth assessment- focuses on screening IN candidates that have the greatest potential for the job.
 * 5) Verification- Background checks
 * 6) Post hire functions

<span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: 'Times New Roman','serif'"> **Legal Issues Affecting the Use of Online Assessment Tools**
 * There are legal considerations that must be addressed using online staffing assessment tools.
 * Nothing inherent about the online staffing assessment that makes them more or less legally defensible than other employee selection methods.
 * Online staffing assessments can be used to facilitate collecting and monitoring data needed to establish and document their legal defensibility.
 * Can also lead to more fair and consistent hiring practices.

They are critical to follow certain practices to ensure their legal defensibility. They are broken down into four broad areas
 * Increasing Legal Defensibility of Online Staffing Assessments**
 * 1) **Understand and Clearly Document your hiring needs**
 * Understand the specific things that define success for the job/ jobs you are staffing.
 * Using formalized job analysis process to identify, verify and document job performance requirements and success factors.
 * Provides a clear picture of knowledge, skills, abilities and other candidate characteristics that are associated success in the position.


 * 1) **Demonstrate the job relevance and accuracy of assessment tools.**
 * Understand and be able to explain the links between the online assessment tools used to evaluate candidates and key job performance requirements.
 * Establishing the job relevance and accuracy tools depend on choosing the right assessment tools based on your job performance requirements
 * Key- building legal defensibility in this area comes from choosing the right tools for your situation and that they were developed with accepted standards reflecting reliable and accurate measurement design.


 * 1) **Effectively translate online assessment results into hiring decisions.**


 * This critical step can have a major impact on an assessments systems legal defensibility
 * Job relevance of an assessment tool is of little consequences if the information it provides is ignored or used incorrectly by the person making the hiring decisions.

4. **Monitor your online assessment system over time**
 * Must maintain and continually examine

__**Attitude is important**__


 * Recruiting for diversity- Recruiting efforts should be focused on ensuring that the applicant pool is diverse.
 * Value the perspective and perception of job seekers
 * Standardize and document the selection process- Have concrete evidence of your hiring practices to ensure legal defensibility.

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