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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 l.jpg

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


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Behavioral interviews (job specific and prepared in advance)


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


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


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


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


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


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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 l.jpg

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


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


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


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


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Assessment centers (formal observation under controlled conditions)


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Simulations (Interactive experience that models job demands)


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Virtual job tryouts (completing on-line work samples)


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


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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 l.jpg

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


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How many employees are at your location?


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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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