Online Recruiting and Selection

Douglas H. Reynolds, Ph.D., is the Vice President of Assessment Technology for Development Dimensions International (DDI). Doug’s work is focused on the design of assessments used for workforce selection and career development. He has implemented large-scale assessment programs with many Fortune 500 companies and several federal agencies. Doug focuses much of his work on the use of Internet technologies to support HR systems in large organizations. John A. Weiner, M.A., is Vice President of Research Strategy and Products at PSI Services, LLC, where he is responsible for the strategic direction of PSI’s assessment products and services for employee selection and development. Over a 25-year career in the assessment industry, John has led the development and implementation of sound and legally defensible instruments and systems for talent acquisition in hundreds of business and government organizations. He has worked extensively in the design and implementation of automated assessment systems. Series Editor: Steven G. Rogelberg, Ph.D., is Professor and Director of Organizational Science at the University of North Carolina Charlotte. He is a prolific and nationally recognized scholar. Besides his academic work, he founded and/or led three successful talent management consulting organizations/units.

Series Editor’s Preface Preface

Part I:    The Context for Online Talent Acquisition

1. The Context and Business Case for Technology-Based Recruitment and Selection

Driving Factors: A Brief History of HR Technology Tools

The Labor Market Context: “We Need Good People!”

The Business Landscape: Shape Up or Ship Out

Growth of the Internet

Science-Based Selection Methods

The Human Resources Challenge: Better, Faster, Cheaper . . . and More Strategic

Efficiency and Speed

Insight and Predictive Accuracy

Strategic Impact

2. The Technology Landscape

Mainframes, PCs, and Client–Server Computer Architecture

The Internet Changes Everything

The Pressure to Integrate

New Integration Facilitators

The Next New Paradigm

Software Delivery Models in Transition

Behind the Firewall

Application Service Provider (ASP)

Software as a Service (SaaS)

Technology Trends and Software Users and Buyers

Customization versus Configuration

Software Maintenance

Further Reading

3. Foundations for Online Assessment

The Role of Professionally Developed Assessments

Effective Selection of People into Organizations: Value and Risk

Purpose of Assessment

The Value of Assessment – Organizations Have Much to Gain (or Lose)Assessment Risks

Essential Measurement Concepts

Validity

Reliability

Types of Measurement Error

Measuring Reliability

Score Interpretation

Professional Practice Standards and Legal Considerations

Professional Standards and Principles

Fair Employment Laws

Federal Guidelines on Testing and Recruitment

4. Building the System: Models for the Design of Online Recruiting and Testing Systems

Typical Recruitment and Selection Steps and Website Components

Attracting Candidates through a Careers Site

Describing Jobs and Careers

Collecting Personal Information

Screening

Testing

Simulation-Based Assessment

Interviewing

The Hiring Decision and Beyond

Tracking Tools

Assembling the System

Need for Insight

Need to Cast a Wide Recruiting Net

Need for Speed

Candidate Commitment

Managing the System

Part II: Designing and Implementing Online Staffing Systems

5. Designing Online Recruiting and Screening Websites

Talent Acquisition: Two Disciplines

Tools to Support Recruitment

Tools to Support Screening and Selection

Designing Internet Recruiting Sites

Common Recruiting Site Components

Employer Overview

Job Information

Profile Matching

Apply Now

Designing Online Screening Tools

Resume-Centric Applicant Screening

Questionnaire-Based Applicant Screening

Common Risks Associated with Online Screening

Defining Basic Qualifications

Critical Issues to Resolve

When is a Job Seeker an Applicant?

How Detailed Should the Screening Process be?

How Should Applicants be Progressed through the Selection Process?

Summary

6. Deploying Automated Tests

Types of Assessment Tools

Assessment Content – More Than Meets the Eye

Assessment Format – Something Old, Something New

Considerations for Using Different Types of Assessments

Purpose of Assessment

Program Size

Job Type and Level

Validation Requirements

Legal Defensibility

Resource Planning

Technology Considerations for Online Assessment

Presentation of Item Content

Navigation Features and Functions

Examinee Instructions

Testing Time

Security
Critical Issues to Resolve

7. Tracking Tools for Staffing Managers and Recruiters

Information for Recruiters

Managing Job Requisitions

Managing Candidates

Information for Hiring Managers

Information for HR Specialists

Critical Issues to Resolve

Integration with the ATS

Data Storage, Reporting, and Archiving

ATS Customization vs. Configuration

8. Systems Design and Integration

Key Elements for System Design

Design Elements

Integration Concepts and Approaches

Linking Processes – Exchanging Instructions between Systems

Linking Data – Exchanging Information between Systems

Critical Issues to Resolve

Part III: Consequences and Issues Associated with Online Deployment

9. Managing the Environment

Ensuring Quality in the Deployment of Online Staffing Systems

Issues and Challenges

Proctored vs. Unproctored Administration

Test Environment Issues

Technology Issues

Security Issues

Cheating

Unqualified Applicants

Access to Technology

The Candidate Experience

Strategies for Managing Online Assessment Systems

Summary

10. Cross-Cultural Deployment

Adapting Talent Assessment Programs across Cultures

Issues and Challenges

Administrative Considerations

Measurement Quality Concerns

Professional Challenges

Technology Challenges

Strategies for Cross-Cultural Deployment

Summary

11. Candidate Privacy and Data Security
European Data Protection Rules: A Foundational Framework

Design Considerations for Data and Privacy Protection

Notice

Choice

Onward Transfer

Access

Security

Data Integrity

Enforcement

Other Privacy Rules

Fundamentals of Internet Data Security

Password Protection

Role-Based Security

History and Log Files

Encryption

Additional Security Considerations

12. Conclusion: The (Possible) Future of Automated Staffing

Talent Supply-Chain Management

Evidence-Based Management

Network Organizations and Social Software

Self-Service HR

New Technologies to Drive Efficiency, Realism, Interest, and Engagement
Concluding Thoughts

Appendix. Assessment Fundamentals

Criterion-Related Validation

Content Validation

Reliability Indices

Measurement Scales

Fairness in Testing

Differential Prediction Analysis

Adverse Impact Analysis

Selected References for Further Reading

Notes

Index