Select the right employees through testing
Article Abstract:
The science of psychology can help companies improve their employee recruitment operations. Most businesses have often relied on subjective methods in selecting employees, but this practice has several drawbacks. One disadvantage is the lack of standardization of such methods as personal interviews, reference checks and resume assessments, meaning that the selection process could vary from applicant to applicant. Furthermore, these subjective prodecures are not effective in accurately predicting the actual job performance of applicants. With the use of psychologically-based pre-employment test, employers are assured that there is uniformity in the questions asked of applicants and in the scoring of responses, that all questions are relevant to the job, and that the whole testing process is legal. The experiences of three companies with scientific selection procedures are discussed.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1992
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Internships add value to college recruitments
Article Abstract:
The majority of business students and graduates consider the student intern program as the most effective approach to college recruitment. Students cite the tremendous potential they are given to discover the nature of potential job positions and to determine the positions' suitability to their aspirations and career expectations as the main reasons for favoring internships. Companies likewise benefit from recruitment via internships through the hiring of college graduates with experience specifically relating to positions offered to them and through the natural process of elimination that is induced among candidates from exposure to the realities of specific job positions. Helpful suggestions are provided on how companies can effectively implement intern programs.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1992
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The better side of advertising
Article Abstract:
Recruitment advertising has developed from a profession looked upon by product advertising practitioners as unchallenging, uncreative, and staffed by people with limited talent to one that has received national recognition and provides endless possibilities for advertising professionals entering the field. Recruitment literature is still plagued by nondescript, poorly typeset and laid out copy, and ineffective photographs. Literature designed to recruit and retain good employees should make job appear fun, exiting, and challenging.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1991
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