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7 Cards in this Set
- Front
- Back
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Internal |
lower cost, motivates performance, know candidates/abilities, creates competition (-) inbreeding, narrows pool, deflate moral of those not given job |
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External |
larger applicant pool, lower training cost, fresh new ideas
(-) requires orientation, targeted selection, lower morale |
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Recruiting Recommendations |
treat recruiting as strategic process, max applicant pool, use multiple sources, train recruiters, realistic job preview, move quickly, calculate utility and adapt |
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Strategic Selection process |
- KSAOs, predictors and factors - screening, score predictors, choose candidates - background investigation, calculate utility, validate procedures |
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Considerations of combining predictors |
incremental validity (each shows something completely different; no overlap) compensatory/multiple hurdle |
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Legality |
EEOC (protected classes to avoid discrimination) Civil Rights Act ADA (Americans with Disability) ADEA (Age Disc. Employment Act) |
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Adverse Impact |
certain tests/parameters impact different groups/classes differently in job process |
