Online Recruiting and Selection: Innovations in Talent Acquisition


In Online Recruiting and Selection, Reynolds and Weiner provide an accessible introduction to implementing and operating Web-based tools for hiring in organizations.

  • Discusses recent trends and their implications for new advancements in the field of technology-based hiring
  • Explains key factors for developing an effective recruiting web site, choosing the right assessment tools, and designing integrated talent...
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In Online Recruiting and Selection, Reynolds and Weiner provide an accessible introduction to implementing and operating Web-based tools for hiring in organizations.

  • Discusses recent trends and their implications for new advancements in the field of technology-based hiring
  • Explains key factors for developing an effective recruiting web site, choosing the right assessment tools, and designing integrated talent acquisition systems
  • Discusses issues such as the proper environment for deploying tests and other assessments, the implications of global access, and data security and privacy policies
  • Reviews regulations and professional standards for measurement and personnel selection, including new rules governing the treatment of Internet job applicants, the Standards for Educational and Psychological Testing, and the Principles for the Validation and Use of Personnel Selection Procedures
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What People Are Saying

From the Publisher
"The lessons on data security, ensuring quality, and legalramifications are must-read wisdom for anyone who hasresponsibility for an online recruiting and selection system. HRand IT professionals need this book at their fingertips."
Jeffrey Stanton, Industrial/OrganizationalPsychologist, Author of The Visible Employee

"This is an excellent, practical resource for anyone who wantsactionable advice on how to balance the efficiency of therecruiting process with the quality of hiring decisions."
Jennifer R. Burnett, Talent Management Executive

"For years, many of us have been working in the space of onlinetalent acquisition as pioneers, without a clear map, using bestjudgment, and learning as we go. The first of its kind, this bookpresents the culmination of these learnings into a usefulguide."
Adam Malamut, Ph.D., Vice President, TalentManagement, Marriott International

"Reynolds and Weiner bring extensive experience to theirextremely useful treatment of this complex topic, bringing togetherdiverse bodies of knowledge in information technology, humanresource strategy, and psychological testing and assessment."
Paul R. Sackett, University of Minnesota

"No executive or HR professional should conduct online screeningor testing of job applicants without reading this excellent book.The authors not only discuss significant efficiencies that canaccrue from online assessment, but also  examine  supportsystems that will ensure quality data are collected to facilitatepersonnel decision making."
Neal Schmitt, Michigan State University

"Online Recruiting and Selection is essential reading forany manager or executive who needs to make good business decisionsabout people in an era of ever-changing new technology."
Dr. Wendy S. Becker, Editor, TheIndustrial-Organizational Psychologist, Associate Professor ofManagement, Shippensburg University

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Product Details

Meet the Author

Douglas H. Reynolds, Ph.D., is the Vice President ofAssessment Technology for Development Dimensions International(DDI). Doug’s work is focused on the design of assessmentsused for workforce selection and career development. He hasimplemented large-scale assessment programs with many Fortune 500companies and several federal agencies. Doug focuses much of hiswork on the use of Internet technologies to support HR systems inlarge organizations.

John A. Weiner, M.A., is Vice President of ResearchStrategy and Products at PSI Services, LLC, where he is responsiblefor the strategic direction of PSI’s assessment products andservices for employee selection and development. Over a 25-yearcareer in the assessment industry, John has led the development andimplementation of sound and legally defensible instruments andsystems for talent acquisition in hundreds of business andgovernment organizations. He has worked extensively in the designand implementation of automated assessment systems.

Series Editor:
Steven G. Rogelberg, Ph.D., is Professor andDirector of Organizational Science at the University of NorthCarolina Charlotte. He is a prolific and nationally recognizedscholar. Besides his academic work, he founded and/or led threesuccessful talent management consultingorganizations/units.

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Table of Contents

Series Editor's Preface xi

About the Authors xii

Preface xiii

Part I The Context for Online Talent Acquisition 1

Chapter 1 The Context and Business Case for Technology-Based Recruitment and Selection 3

Driving Factors: A Brief History of HR Technology Tools 4

The Labor Market Context: "We Need Good People!" 5

The Business Landscape: Shape Up or Ship Out 7

Growth of the Internet 9

Science-Based Selection Methods 12

The Human Resources Challenge: Better, Faster, Cheaper...and More Strategic 13

Efficiency and Speed 13

Insight and Predictive Accuracy 14

Strategic Impact 15

Chapter 2 The Technology Landscape 19

Mainframes, PCs, and Client-Server Computer Architecture 20

The Internet Changes Everything 21

The Pressure to Integrate 22

New Integration Facilitators 24

The Next New Paradigm 25

Software Delivery Models in Transition 27

Behind the Firewall 27

Application Service Provider (ASP) 28

Software as a Service (SaaS) 28

Technology Trends and Software Users and Buyers 28

Customization versus Configuration 29

Software Maintenance 29

Further Reading 31

Chapter 3 Foundations for Online Assessment 33

The Role of Professionally Developed Assessments 33

Effective Selection of People into Organizations: Value and Risk 35

Purpose of Assessment 35

The Value of Assessment - Organizations Have Much to Gain (or Lose) 36

Assessment Risks 37

Essential Measurement Concepts 38

Validity 38

Reliability 42

Types of Measurement Error 43

Measuring Reliability 44

Score Interpretation 45

Professional Practice Standards and Legal Considerations 48

Professional Standards and Principles 48

Fair Employment Laws49

Federal Guidelines on Testing and Recruitment 50

Chapter 4 Building the System: Models for the Design of Online Recruiting and Testing Systems 53

Typical Recruitment and Selection Steps and Website Components 54

Attracting Candidates through a Careers Site 55

Describing Jobs and Careers 56

Collecting Personal Information 56

Screening 57

Testing 58

Simulation-Based Assessment 58

Interviewing 59

The Hiring Decision and Beyond 60

Tracking Tools 61

Assembling the System 62

Need for Insight 62

Need to Cast a Wide Recruiting Net 63

Need for Speed 63

Candidate Commitment 63

Managing the System 64

Part II Designing and Implementing Online Staffing Systems 67

Chapter 5 Designing Online Recruiting and Screening Websites 69

Talent Acquisition: Two Disciplines 70

Tools to Support Recruitment 70

Tools to Support Screening and Selection 71

Designing Internet Recruiting Sites 72

Common Recruiting Site Components 72

Employer Overview 73

Job Information 75

Profile Matching 76

Apply Now 78

Designing Online Screening Tools 80

Resume-Centric Applicant Screening 80

Questionnaire-Based Applicant Screening 82

Common Risks Associated with Online Screening 83

Defining Basic Qualifications 85

Critical Issues to Resolve 86

When is a Job Seeker an Applicant? 86

How Detailed Should the Screening Process be? 87

How Should Applicants be Progressed through the Selection Process? 88

Summary 89

Chapter 6 Deploying Automated Tests 91

Types of Assessment Tools 91

Assessment Content - More Than Meets the Eye 92

Assessment Format - Something Old, Something New 94

Considerations for Using Different Types of Assessments 96

Purpose of Assessment 97

Program Size 97

Job Type and Level 98

Validation Requirements 98

Legal Defensibility 99

Resource Planning 100

Technology Considerations for Online Assessment 100

Presentation of Item Content 101

Navigation Features and Functions 101

Examinee Instructions 102

Testing Time 102

Security 102

Critical Issues to Resolve 103

Chapter 7 Tracking Tools for Staffing Managers and Recruiters 105

Information for Recruiters 107

Managing Job Requisitions 107

Managing Candidates 109

Information for Hiring Managers 110

Information for HR Specialists 111

Critical Issues to Resolve 112

Integration with the ATS 112

Data Storage, Reporting, and Archiving 114

ATS Customization vs. Configuration 115

Chapter 8 Systems Design and Integration 117

Key Elements for System Design 119

Design Elements 119

Integration Concepts and Approaches 122

Linking Processes - Exchanging Instructions between Systems 123

Linking Data - Exchanging Information between Systems 126

Critical Issues to Resolve 128

Part III Consequences and Issues Associated with Online Deployment 131

Chapter 9 Managing the Environment 133

Ensuring Quality in the Deployment of Online Staffing Systems 134

Issues and Challenges 135

Proctored vs. Unproctored Administration 136

Test Environment Issues 138

Technology Issues 139

Security Issues 140

Cheating 140

Unqualified Applicants 142

Access to Technology 142

The Candidate Experience 143

Strategies for Managing Online Assessment Systems 144

Summary 144

Chapter 10 Cross-Cultural Deployment 149

Adapting Talent Assessment Programs across Cultures 150

Issues and Challenges 152

Administrative Considerations 152

Measurement Quality Concerns 154

Professional Challenges 158

Technology Challenges 159

Strategies for Cross-Cultural Deployment 160

Summary 161

Chapter 11 Candidate Privacy and Data Security 163

European Data Protection Rules: A Foundational Framework 164

Design Considerations for Data and Privacy Protection 166

Notice 166

Choice 167

Onward Transfer 167

Access 168

Security 169

Data Integrity 169

Enforcement 169

Other Privacy Rules 170

Fundamentals of Internet Data Security 170

Password Protection 172

Role-Based Security 172

History and Log Files 173

Encryption 173

Additional Security Considerations 174

Chapter 12 Conclusion: The (Possible) Future of Automated Staffing 175

Talent Supply-Chain Management 176

Evidence-Based Management 177

Network Organizations and Social Software 178

Self-Service HR 180

New Technologies to Drive Efficiency, Realism, Interest, and Engagement 181

Concluding Thoughts 182

Appendix: Assessment Fundamentals 183

Criterion-Related Validation 183

Content Validation 186

Reliability Indices 187

Measurement Scales 189

Fairness in Testing 190

Differential Prediction Analysis 191

Adverse Impact Analysis 192

Selected References for Further Reading 193

Notes 195

Name Index 203

Subject Index 205

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