Recruiting Selection

• When
• Which positions and how many
• What competencies

• Know the labor market
• Post ads
• Accept applications

• Screen
• Tests
• Interview
• Others

• Make the decision
• Notify the candidate

• Efficiency
• Effectiveness

• Ads
• Referral
• Internet
• Headhunters
• Campus recruiting
• Walk-ins
• Professional association
• Job service agencies

• Job sites
• Social networking sites
• Company website
• Online videos
• Online interview and virtual world (Second Life)

• Cognitive Test
• Personality Test
• Job-related ability test

• Interviewers tend to overweigh negative information
• Interviewers tend to base their hiring decisions on very limited data.
• Interviews are very vulnerable to contrast and order effects.
• Interview is labor intensive and expensive.

• Learn about technical applicants' abilities
• Assess applicants' problem-solving skills
• Assess applicants' verbal and presentation skills
• Valuable opportunities?

Hypothetical situations where the applicant explains in detail how they would handle the situation

Ask applicant to reflect on his/her past experience

• Number of applicants
• Quality of applicants
• Average cost of filling in a vacancy
• Average time of filling in a vacancy

Giving friends realistic preview of the company and position from employee referral.

• Second Life
• Requires basic computer skills
• Cost effective

Test of general intelligence.

• Test your personality type.
• Valid, but not perfect.

Test "on the job" abilities.

Ask any questions that come to interviewers at any time.

Ask everyone the same set of well-designed questions.