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Hiring Decisions. Sample comprised of 282 randomly selected HR professionals. Analyzing 282 response of 2,229 emails sent, 2,128 received (response rate = 13%) Survey fielded March 15 – 21, 2005; presentation generated on March 24, 2005. Margin of error is +/- 6%.

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Hiring Decisions

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Hiring Decisions

  • Sample comprised of 282 randomly selected HR professionals.

  • Analyzing 282 response of 2,229 emails sent, 2,128 received (response rate = 13%)

  • Survey fielded March 15 – 21, 2005; presentation generated on March 24, 2005.

  • Margin of error is +/- 6%.


Does your organization use or plan to use within the next 12 months the following methods to screen or evaluate candidate-job fit?


Behavioral interviews (job specific and prepared in advance)


Interviews with behaviorally anchored rating scales (answer keys used to evaluate candidate responses and rating methods that produce a numeric score)


On-line, minimum qualifications screening questionnaires (questions that may knock candidates out of the recruiting process)


Scorable job applications (numeric values placed on experience, skills, etc.)


Biodata questionnaires (standardized questions on verifiable school/work history, reported in scales such as reliability, dependability, safety)


On-line, realistic job previews (RJP) (an overview of the job demands with questions to confirm interest in continuing the application process)


Organizational fit questionnaires (questions that evaluate company relevant factors such as team based, entrepreneurial, traditional, etc.)


Skills testing (e.g., PC software, diagnostics, blue print reading, proof reading)


Aptitude testing (e.g., problem solving, critical reasoning, etc.)


Workstyle or occupational personality profiling (e.g., persuasiveness, detail orientation, conscientiousness, rule following, optimism, goal orientation, data rational, boredom proneness, etc.)


Situational judgment questionnaires (given a scenario - choose a response)


Assessment centers (formal observation under controlled conditions)


Simulations (Interactive experience that models job demands)


Virtual job tryouts (completing on-line work samples)


Does your organization use or plan to use within the next 12 months the following methods to screen or evaluate candidate-job fit?


Does your organization use or plan to use within the next 12 months the following methods to screen or evaluate candidate-job fit? – Cont’d


Approximately how many new hires (exempt and non-exempt) were made at your location in 2004?


How many employees are at your location?


Look for a White Paper covering additional analysis on data from this weekly survey by the Workforce Staffing and Deployment Panel in summer 2005.http://www.shrm.org/whitepapers/


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