In Online Recruiting and Selection, Reynolds and Weiner
provide an accessible introduction to implementing and operating
Web-based tools for hiring in organizations.

* Discusses recent trends and their implications for new
advancements in the field of technology-based hiring

* Explains key factors for developing an effective recruiting web
site, choosing the right assessment tools, and designing integrated
talent acquisition systems

* Discusses issues such as the proper environment for deploying
tests and other assessments, the implications of global access, and
data security and privacy policies

* Reviews regulations and professional standards for measurement
and personnel selection, including new rules governing the
treatment of Internet job applicants, the Standards for
Educational and Psychological Testing, and the Principles
for the Validation and Use of Personnel Selection
Procedures

Douglas H. Reynolds, Ph.D., is the Vice President of
Assessment Technology for Development Dimensions International
(DDI). Doug's work is focused on the design of assessments
used for workforce selection and career development. He has
implemented large-scale assessment programs with many Fortune 500
companies and several federal agencies. Doug focuses much of his
work on the use of Internet technologies to support HR systems in
large organizations.

John A. Weiner, M.A., is Vice President of Research
Strategy and Products at PSI Services, LLC, where he is responsible
for the strategic direction of PSI's assessment products and
services for employee selection and development. Over a 25-year
career in the assessment industry, John has led the development and
implementation of sound and legally defensible instruments and
systems for talent acquisition in hundreds of business and
government organizations. He has worked extensively in the design
and implementation of automated assessment systems.

Series Editor:

Steven G. Rogelberg, Ph.D., is Professor and
Director of Organizational Science at the University of North
Carolina Charlotte. He is a prolific and nationally recognized
scholar. Besides his academic work, he founded and/or led three
successful talent management consulting
organizations/units.

• Discusses recent trends and their implications for new advancements in the field of technology-based hiring
• Explains key factors for developing an effective recruiting web site, choosing the right assessment tools, and designing integrated talent acquisition systems
• Discusses issues such as the proper environment for deploying tests and other assessments, the implications of global access, and data security and privacy policies
• Reviews regulations and professional standards for measurement and personnel selection, including new rules governing the treatment of Internet job applicants, the Standards for Educational and Psychological Testing, and the Principles for the Validation and Use of Personnel Selection Procedures

Preface

Part I: The Context for Online Talent Acquisition

1. The Context and Business Case for Technology-Based Recruitment and Selection

Driving Factors: A Brief History of HR Technology Tools

The Labor Market Context: We Need Good People!

The Business Landscape: Shape Up or Ship Out

Growth of the Internet

Science-Based Selection Methods

The Human Resources Challenge: Better, Faster, Cheaper . . . and More Strategic

Efficiency and Speed

Insight and Predictive Accuracy

Strategic Impact

2. The Technology Landscape

Mainframes, PCs, and ClientServer Computer Architecture

The Internet Changes Everything

The Pressure to Integrate

New Integration Facilitators

The Next New Paradigm

Software Delivery Models in Transition

Behind the Firewall

Application Service Provider (ASP)

Software as a Service (SaaS)

Technology Trends and Software Users and Buyers

Customization versus Configuration

Software Maintenance

Further Reading

3. Foundations for Online Assessment

The Role of Professionally Developed Assessments

Effective Selection of People into Organizations: Value and Risk

Purpose of Assessment

The Value of Assessment Organizations Have Much to Gain (or Lose)Assessment Risks

Essential Measurement Concepts

Validity

Reliability

Types of Measurement Error

Measuring Reliability

Score Interpretation

Professional Practice Standards and Legal Considerations

Professional Standards and Principles

Fair Employment Laws

Federal Guidelines on Testing and Recruitment

4. Building the System: Models for the Design of Online Recruiting and Testing Systems

Typical Recruitment and Selection Steps and Website Components

Attracting Candidates through a Careers Site

Describing Jobs and Careers

Collecting Personal Information

Screening

Testing

Simulation-Based Assessment

Interviewing

The Hiring Decision and Beyond

Tracking Tools

Assembling the System

Need for Insight

Need to Cast a Wide Recruiting Net

Need for Speed

Candidate Commitment

Managing the System

Part II: Designing and Implementing Online Staffing Systems

5. Designing Online Recruiting and Screening Websites

Talent Acquisition: Two Disciplines

Tools to Support Recruitment

Tools to Support Screening and Selection

Designing Internet Recruiting Sites

Common Recruiting Site Components

Employer Overview

Job Information

Profile Matching

Apply Now

Designing Online Screening Tools

Resume-Centric Applicant Screening

Questionnaire-Based Applicant Screening

Common Risks Associated with Online Screening

Defining Basic Qualifications

Critical Issues to Resolve

When is a Job Seeker an Applicant?

How Detailed Should the Screening Process be?

How Should Applicants be Progressed through the Selection Process?

Summary

6. Deploying Automated Tests

Types of Assessment Tools

Assessment Content More Than Meets the Eye

Assessment Format Something Old, Something New

Considerations for Using Different Types of Assessments

Purpose of Assessment

Program Size

Job Type and Level

Validation Requirements

Legal Defensibility

Resource Planning

Technology Considerations for Online Assessment

Presentation...