Hiring Success

List of Sidebars, Tables, and Figures. Author's Foreword. Acknowledgments. ONE: Introduction. What Information Is the Book Based On? Assessments: The Difference Between Success and Failure. TWO: What Staffing Assessments Measure, Why They Work, and When to Use Them. What Do Assessments Measure? Why Do Assessments Work? When Is It Useful to Use Staffing Assessments? Concluding Remarks:Why Assessments Work. THREE: Different Types of Staffing Assessments. Categorizing Assessments Based on How They Collect Candidate Information. Physical Exams. Investigations. Interviews. Resume Screens. Self-Report Measures. Knowledge, Skill, and Ability Tests. Situational Measures. Behavioral Versus Direct Assessments. Concluding Remarks: Different Types of Assessments. FOUR: Evaluating the Effectiveness of Staffing Assessments. How Assessments Work. Assessment Validity: How to Determine How Well an Assessment Is Working. Concluding Remarks: Choosing What Assessments to Use. FIVE: Defining Job Performance and Its Relationship to Assessments. Step 1. Identify Key Performance Outcomes. Step 2. Use Job Analysis to Define and Describe Critical Employee Behaviors. Step 3. Choose an Effective Assessment. Step 4. Appropriately Collecting and Interpreting Assessment Data. Concluding Remarks: Linking Assessment Processes to Job Performance. SIX: Common Criticisms of Staffing Assessments. Criticism 1: Staffing Assessments are Not Very Accurate. Criticism 2: Staffing Assessments can Be Faked by Applicants. Criticism 3: Staffing Assessments Are Not Worth the Cost Required to Use Them. Criticism 4: Staffing Assessments Pose a Legal Risk. Criticism 5: Staffing Assessments Are an Unfair Way to Evaluate People. Criticism 6: Staffing Assessments Are Offensive to Candidates. Criticism 7: Staffing Assessments Add Too Much Time to the Hiring Process. Concluding Remarks: Should Companies Use Staffing Assessments? SEVEN: Choosing Among Different Assessment Methods. Method 1. No Standardized Assessment: Start at the Bottom and Work Up. Method 2. Self-Report Pre-Screening Questionnaires: The Value of Structure. Method 3. Applicant Investigations: Avoiding Catastrophic Hiring Mistakes. Method 4. Structured Interviews:Maximizing Time Spent with Candidates. Method 5. Broad Self-Report and Situational Judgment Measures: Asking Candidates for Greater Levels of Self-Description. Method 6. Broad Knowledge and Skills Tests: Testing Basic Job Requirements. Method 7. Broad Ability Tests: Getting a General Sense of Candidates' Ability to Learn and Solve Problems. Method 8. Integrating Broad Self-Report Measures, Knowledge and Skills Tests, and Ability Tests: Predicting Maximal and Typical Performance. Method 9. Localized Scoring: Accurately Interpreting Candidate Responses. Method 10. Context-Specific Self-Report Measures: Asking Candidates to Describe Themselves in Greater Detail. Method 11. Context-Specific Knowledge, Skills, and Ability Tests: Seeing What a Candidate Can Actually Do. Method 12. Integrating Context-Specific Self-Report Measures and Knowledge, Skills, and Ability Tests: Predicting Highly Specific Types of Maximal and Typical Performance. Method 13. Advanced, Non-Linear Scoring: "Turbo-Charging" Assessment Results. Concluding Remarks: Determining What Assessment Methods to Use. EIGHT: Incorporating Staffing Assessments into the Hiring Process. Principles of Staffing Assessment Process Design. Designing Staffing Processes for Entry-Level Jobs. Sample Staffing Assessment Process for Professional Jobs. Concluding Remarks: Using Assessments. NINE: Conclusion. Glossary of Common Assessment Terms. Index. About the Author. Pfeiffer Publications Guide.