Staffing decisions are too important to be left to chance.
Often times, businesses experience personnel problems simply because they assume they do not need to use formal hiring practices. Any operation, regardless of size, can benefit from developing and implementing policies related to hiring.
Selection & Hiring Procedures
Do your hiring practices vary between hiring managers, between similar positions, or even within the same department? Are you selecting the best people for the job, or are you going with your "gut feeling?” Are all of your hiring mangers trained in bias awareness & proper interview techniques? In addition to not producing the best hiring decisions, these practices can open your organization up to potential legal issues over perceived unfairness in your selection process. Have you considered using additional methods besides the interview to make your selection decision? Do you want to improve retention and job performance? Let RCI’s I-O Psychology practitioners assist you with a powerful and predictive selection process.
Most selection decisions are based on information obtained during interviews, yet the unstructured interview can be one of the most unreliable and invalid methods of selection available. The structured interview has been shown to be a valid and effective selection procedure by using the same job-related questions for each candidate, anchored rating scales, and a trained interview panel. These practices eliminate irrelevant questions, allow each candidate to be evaluated on the same criteria by multiple raters, reducing bias and subjectivity. This lends to the perception of fairness among candidates and provides data to support selection decisions in the event of a challenge by a candidate. Finally, the well-designed structured interview has been proven in numerous studies to be just as predictive of candidate job performances as other forms of employment testing.
Validation is a complex issue with broad implications for all companies. Personnel and selection procedures are used to predict future performance or other work behavior. Selection assessments fall under various laws and regulations governing employment. Any assessments developed and utilized will be legally defensible, and meet the standards set by the federal guidelines and law. This requirement is often addressed by gathering data to support the accuracy of the test. This data will establish a clear connection between the KSAs measured by the test and the requirements of the job in questions. All selection tests offered by RCI are validated to ensure that the tests are fair to all job applicants and meet mandated guidelines.
We would love to hear from you. Feel free to pick up the phone, send us an email, or fill out our contact form. And don't forget to check us out on Facebook, Twitter, Linked-In, and YouTube.
Call Us(423) 806-0640
Rock Creek Informatics
P.O. Box 23452
Chattanooga, TN 37422