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9 Cards in this Set
- Front
- Back
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Career Councseling |
To help employees establish career goals and find appropriate career paths. |
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Kuder Preference Record |
168 three choice items focusing on vocational interests which returned scores on ten scales which were claimed to measure such areas as artistic, clerical, mechanical and scientific interests. On this basis suitable careers could be discussed with respondents.
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strong vocational interest blank |
is a psychological test used in career assessment. The test was developed in 1927 by psychologist E.K. Strong, Jr. to help people exiting the military find suitable jobs. The newly revised inventory consists of 291 items, each of which asks you to indicate your preference from three responses. |
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Yeild Ratios |
Can be used to indicate the percentage of applicants that proceed to the next stage of the selection process (e.g. the ration of # of successful applicants who move on to the next stage in the process divided by the # of leads, sources, qualified candidates, invited to be assessed, assessed, offers made, offers accepted) |
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Selection Ratio |
the proportion of applications for one or more positions who are hired or the number of hired employees to the number of applicants |
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Base Rate |
the proportion of all the applicants who would have been successfuly hired if hired |
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Outcome Assessment |
in addition to the above ratio and rates, other measures of the process - such as quality of new hire performance, speed to performance, retention and employee satisfaction - can be used to effectively evaluate the quality of the recruitment process |
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Other Metrics |
metrics that can be used are: cost per hire, elapse time to hire, acceptance/offer ratio, resume per sources, number of hires per source and number of interview per hire |
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Movement Statistics |
measure that show the overall movement of employees around the organization |
