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

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	p. xi
About the Authors	p. xii
Preface	p. xiii
The Context for Online Talent Acquisition	p. 1
The Context and Business Case for Technology-Based Recruitment and Selection	p. 3
Driving Factors: A Brief History of HR Technology Tools	p. 4
The Labor Market Context: "We Need Good People!"	p. 5
The Business Landscape: Shape Up or Ship Out	p. 7
Growth of the Internet	p. 9
Science-Based Selection Methods	p. 12
The Human Resources Challenge: Better, Faster, Cheaper...and More Strategic	p. 13
Efficiency and Speed	p. 13
Insight and Predictive Accuracy	p. 14
Strategic Impact	p. 15
The Technology Landscape	p. 19
Mainframes, PCs, and Client-Server Computer Architecture	p. 20
The Internet Changes Everything	p. 21
The Pressure to Integrate	p. 22
New Integration Facilitators	p. 24
The Next New Paradigm	p. 25
Software Delivery Models in Transition	p. 27
Behind the Firewall	p. 27
Application Service Provider (ASP)	p. 28
Software as a Service (SaaS)	p. 28
Technology Trends and Software Users and Buyers	p. 28
Customization versus Configuration	p. 29
Software Maintenance	p. 29
Further Reading	p. 31
Foundations for Online Assessment	p. 33
The Role of Professionally Developed Assessments	p. 33
Effective Selection of People into Organizations: Value and Risk	p. 35
Purpose of Assessment	p. 35
The Value of Assessment - Organizations Have Much to Gain (or Lose)	p. 36
Assessment Risks	p. 37
Essential Measurement Concepts	p. 38
Validity	p. 38
Reliability	p. 42
Types of Measurement Error	p. 43
Measuring Reliability	p. 44
Score Interpretation	p. 45
Professional Practice Standards and Legal Considerations	p. 48
Professional Standards and Principles	p. 48
Fair Employment Laws	p. 49
Federal Guidelines on Testing and Recruitment	p. 50
Building the System: Models for the Design of Online Recruiting and Testing Systems	p. 53
Typical Recruitment and Selection Steps and Website Components	p. 54
Attracting Candidates through a Careers Site	p. 55
Describing Jobs and Careers	p. 56
Collecting Personal Information	p. 56
Screening	p. 57
Testing	p. 58
Simulation-Based Assessment	p. 58
Interviewing	p. 59
The Hiring Decision and Beyond	p. 60
Tracking Tools	p. 61
Assembling the System	p. 62
Need for Insight	p. 62
Need to Cast a Wide Recruiting Net	p. 63
Need for Speed	p. 63
Candidate Commitment	p. 63
Managing the System	p. 64
Designing and Implementing Online Staffing Systems	p. 67
Designing Online Recruiting and Screening Websites	p. 69
Talent Acquisition: Two Disciplines	p. 70
Tools to Support Recruitment	p. 70
Tools to Support Screening and Selection	p. 71
Designing Internet Recruiting Sites	p. 72
Common Recruiting Site Components	p. 72
Employer Overview	p. 73
Job Information	p. 75
Profile Matching	p. 76
Apply Now	p. 78
Designing Online Screening Tools	p. 80
Resume-Centric Applicant Screening	p. 80
Questionnaire-Based Applicant Screening	p. 82
Common Risks Associated with Online Screening	p. 83
Defining Basic Qualifications	p. 85
Critical Issues to Resolve	p. 86
When is a Job Seeker an Applicant?	p. 86
How Detailed Should the Screening Process be?	p. 87
How Should Applicants be Progressed through the Selection Process?	p. 88
Summary	p. 89
Deploying Automated Tests	p. 91
Types of Assessment Tools	p. 91
Assessment Content - More Than Meets the Eye	p. 92
Assessment Format - Something Old, Something New	p. 94
Considerations for Using Different Types of Assessments	p. 96
Purpose of Assessment	p. 97
Program Size	p. 97
Job Type and Level	p. 98
Validation Requirements	p. 98
Legal Defensibility	p. 99
Resource Planning	p. 100
Technology Considerations for Online Assessment	p. 100
Presentation of Item Content	p. 101
Navigation Features and Functions	p. 101
Examinee Instructions	p. 102
Testing Time	p. 102
Security	p. 102
Critical Issues to Resolve	p. 103
Tracking Tools for Staffing Managers and Recruiters	p. 105
Information for Recruiters	p. 107
Managing Job Requisitions	p. 107
Managing Candidates	p. 109
Information for Hiring Managers	p. 110
Information for HR Specialists	p. 111
Critical Issues to Resolve	p. 112
Integration with the ATS	p. 112
Data Storage, Reporting, and Archiving	p. 114
ATS Customization vs. Configuration	p. 115
Systems Design and Integration	p. 117
Key Elements for System Design	p. 119
Design Elements	p. 119
Integration Concepts and Approaches	p. 122
Linking Processes - Exchanging Instructions between Systems	p. 123
Linking Data - Exchanging Information between Systems	p. 126
Critical Issues to Resolve	p. 128
Consequences and Issues Associated with Online Deployment	p. 131
Managing the Environment	p. 133
Ensuring Quality in the Deployment of Online Staffing Systems	p. 134
Issues and Challenges	p. 135
Proctored vs. Unproctored Administration	p. 136
Test Environment Issues	p. 138
Technology Issues	p. 139
Security Issues	p. 140
Cheating	p. 140
Unqualified Applicants	p. 142
Access to Technology	p. 142
The Candidate Experience	p. 143
Strategies for Managing Online Assessment Systems	p. 144
Summary	p. 144
Cross-Cultural Deployment	p. 149
Adapting Talent Assessment Programs across Cultures	p. 150
Issues and Challenges	p. 152
Administrative Considerations	p. 152
Measurement Quality Concerns	p. 154
Professional Challenges	p. 158
Technology Challenges	p. 159
Strategies for Cross-Cultural Deployment	p. 160
Summary	p. 161
Candidate Privacy and Data Security	p. 163
European Data Protection Rules: A Foundational Framework	p. 164
Design Considerations for Data and Privacy Protection	p. 166
Notice	p. 166
Choice	p. 167
Onward Transfer	p. 167
Access	p. 168
Security	p. 169
Data Integrity	p. 169
Enforcement	p. 169
Other Privacy Rules	p. 170
Fundamentals of Internet Data Security	p. 170
Password Protection	p. 172
Role-Based Security	p. 172
History and Log Files	p. 173
Encryption	p. 173
Additional Security Considerations	p. 174
Conclusion: The (Possible) Future of Automated Staffing	p. 175
Talent Supply-Chain Management	p. 176
Evidence-Based Management	p. 177
Network Organizations and Social Software	p. 178
Self-Service HR	p. 180
New Technologies to Drive Efficiency, Realism, Interest, and Engagement	p. 181
Concluding Thoughts	p. 182
Appendix: Assessment Fundamentals	p. 183
Criterion-Related Validation	p. 183
Content Validation	p. 186
Reliability Indices	p. 187
Measurement Scales	p. 189
Fairness in Testing	p. 190
Differential Prediction Analysis	p. 191
Adverse Impact Analysis	p. 192
Selected References for Further Reading	p. 193
Notes	p. 195
Name Index	p. 203
Subject Index	p. 205
Table of Contents provided by Ingram. All Rights Reserved.

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