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    Three Principles To Achieve Rigor

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    jagatapsv
    To achieve rigor in the hiring process, an organization should implement a screening and assessment process that is valid, consistent, and objective. Technology now exists that can automate candidate screening and tailor assessments to an organization's needs and culture while maintaining human decision-making. Three principles constitute a rigorous process: validity through assessments that predict job performance, consistency through a repeatable process identifying top performers, and objectivity through direct interactions with candidates instead of subjective resumes. A rigorous process should also provide a positive candidate experience through flexible access options.

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    Three Principles To Achieve Rigor

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    jagatapsv
    18 views2 pages
    To achieve rigor in the hiring process, an organization should implement a screening and assessment process that is valid, consistent, and objective. Technology now exists that can automate candidate screening and tailor assessments to an organization's needs and culture while maintaining human decision-making. Three principles constitute a rigorous process: validity through assessments that predict job performance, consistency through a repeatable process identifying top performers, and objectivity through direct interactions with candidates instead of subjective resumes. A rigorous process should also provide a positive candidate experience through flexible access options.

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    Regorous Recruitement

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    To achieve rigor in the hiring process, an organization should implement a screening and assessment process that is valid, consistent, and objective. Technology now exists that can automate candidate screening and tailor assessments to an organization's needs and culture while maintaining human decision-making. Three principles constitute a rigorous process: validity through assessments that predict job performance, consistency through a repeatable process identifying top performers, and objectivity through direct interactions with candidates instead of subjective resumes. A rigorous process should also provide a positive candidate experience through flexible access options.

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    18 views2 pages

    Three Principles To Achieve Rigor

    Uploaded by

    jagatapsv
    To achieve rigor in the hiring process, an organization should implement a screening and assessment process that is valid, consistent, and objective. Technology now exists that can automate candidate screening and tailor assessments to an organization's needs and culture while maintaining human decision-making. Three principles constitute a rigorous process: validity through assessments that predict job performance, consistency through a repeatable process identifying top performers, and objectivity through direct interactions with candidates instead of subjective resumes. A rigorous process should also provide a positive candidate experience through flexible access options.

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    The question then becomes: what do we mean by rigor, and how do we apply it in finding candidates

    with not just high general aptitude, but those who are a good fit for the position and the company
    culture? No matter what your interview process ultimately becomes, rigor requires valid questions,
    consistency, and objectivity; it can also require significant administrative oversight and "baby sitting,"
    depending on the system that Human Resources implements.
    Three Principles to Achieve Rigor
    Technology now exists that not only automates a range of candidate screening and assessment
    processes, but also tailors the solution to make decisions informed by your experiences, your
    particular needs, and your organizational culture. In short, organizations can now avail themselves of
    a new standard in candidate screening and assessment-one that offers a rigorous and holistic
    approach ensuring that the hiring process is valid, consistent, and objective. Most important,
    automation does not replace or diminish the primacy of human decision-making; it simply gives HR or
    the hiring manager the time, luxury and freedom to intervene in the process-i.e., the final face-to-face
    interview-when their expertise is most needed.
    Three principles constitute the basis of a rigorous screening and assessment process:
    Validity: Selection assessments have been shown to be valid predictors of job performance, job
    satisfaction, commitment, turnover, career satisfaction, and career success across a wide variety of
    positions, organizations, industries, and countries. Embedded assessment tools address attitudes,
    competencies, and skills, revealing both whether a candidate can do the job and how well that person
    will perform within a particular environment or organizational culture. These assessments round out
    the 360-degree view of each candidate and complete each individual profile. Coupled with prior
    screening data, and the resume, these assessments then allow HR or the hiring manager to easily
    identify the top candidates for the position and schedule final face-to-face interviews with select
    individuals.
    Consistency: A key component of this model is having a reliable process that provides repeatable
    results. Consider that every organization has star performers that hiring managers wish they could
    clone. Of course, they can't. However, by using a web-enabled job analysis tool, employers can
    quickly identify the requisite technical skills and salient behavioral characteristics that are shared by
    top performers in an organization. Once integrated into the overall assessment/interview process,
    hiring managers can consistently and repeatedly identify and hire those candidates who are more apt
    to succeed.
    Objectivity: In this new model, objectivity is achieved by deriving information from a direct, real-
    time interaction with the candidate-in contrast to conventional processes that begin by gleaning
    information from a resume, which by definition is subjective and carefully self-managed to present the
    candidate in the best light. Assessments (i.e., questioning process) guide a "screening in" process that
    gleans applicant personality, ratings of applicant skill proficiency, and other relevant applicant data via
    a direct, interactive process that is natural and inviting.
    The result for the employer is a complete and objective applicant profile-one that assimilates an
    applicant's experience, skill set, and behavioral characteristics, and provides a solid indicator of
    potential performance and success within the organization matched against objectively determined
    indicators of top performance.

    View From the Other Side
    A rigorous process must also be inviting and in certain respects "accommodating" if you're to
    successfully -- and comprehensively -- engage candidates.
    Does your system promote a positive and/or meaningful user interaction? Is it disjointed and time-
    consuming? Does the candidate come away with a clear understanding of the corporate culture, work
    environment, or even the nature of the job beyond a description and list of requirements? Failing to
    account for the candidate experience within a rigorous process can have a negative effect and
    effectively place barriers to applying.
    Flexible access options are also key to a positive candidate experience, allowing candidates to enter
    the system via web, phone, kiosk, smart phone, or any combination thereof-providing convenient
    24/7 remote access to meet the needs and lifestyle of today's job seeker.
    REF- http://www.hrmc.com/white-papers/how-rigorous-candidate-selection-correlates-to-employee-
    satisfaction.aspx

    REFhttp://hudson.com/Portals/Hudson/images/the-hudson-difference-lg.png

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