trend- most simple, you look at past data and make decisions from that
ratio- takes criteria and relates it to the goal, it can increase of decrease. (ex expected growth 25% 1.25*)
Scatter plot- A graphic method used to help identify the relationship between 2 variables
forecasting the supply of internal candidates
Qualifications inventories-
Personnel replacement charts- mostly upper management to see who is need in line for position
Position replacement cards- see what skills employees have and what they need for promotions
Human Resource Information System (HRIS)- this will do it all for you, but you have to keep the system updated
Forecasting the supply of outside (external) candidates
General economic conditions- if the economy is bad a lot of ppl looking for jobs
Expected unemployment rate- this can be misleading so you need to look at it more in depth (look online projections & business publications)
Recruiting Yield Pyramid
when a new organization is trying to get a target number of ppl to cover all cost requirements. (how many ppl you need to bring in during the recruitment process)
Basic testing concepts
Reliability- Consistency of the scores (Are the test results stable over time)
Validity- is all about Accuracy (Does the test actually measure what it is intended to measure)
Types of Validity
Face- Simplest, all based off perceptions
Criterion- Does it test/measure relate to the performance. Collection methods concurrently-both at the same time. predictive- collected at different times
Content- A test that contains a fair sample of the task and skills actually (it sample equally from different areas)
How to Validate a test
1. Analyze the job
2. Choose the tests
3.Administer the test
4. Relate your scores and criteria
5. Cross validate and re-validate
expectancy chart
A graph showing the relationship between test scores and job performance for group of ppl
Types of test
Cognitive(mental)- test your overall mental abilities. ex IQ test ,FBI
Motor& Physical- test your bodies abilities. ex firefighters, military
Persanitly & interest- help people find out what they want to do
Achievement- test your knowledge on sir-ten skills.
Work samples and simulations 169
work sample-Actual job tasks used in testing
management assessment cem- 2 to 3 day long event where they are given hypothetical situations and then evaluated by panel (large companies)
Video based-they show video
Minture job training & evaluation- teach small job related task then evaluate everyone on it. (most validity ex cheer-leading)
what are things to considered when creating a recruitment ad 135
to use such help wanted ads successfully, employers should address two issues: the advertising medium and the ad's construction
what type of information should not be asked for on job application? 147
Education
Arrest records
Notify in case of emergency
Membership in organization
Marital status
Housing
Video Resumes
know the five personality types and which one can predict job performance across many job types 166 167
Neuroticism- poor emotional adjustment and experience negative effects
Extroversion- a tendancy to be sociable
Openness to new experience- is the disposition to be more imaginative