Statistics for Recruitment and Selection

Statistics for Recruitment and Selection

Sanket Sunand Dash (Xavier University, India)
Copyright: © 2018 |Pages: 34
DOI: 10.4018/978-1-5225-4947-5.ch006

Abstract

Recruitment and selection processes focus on the acquisition of suitable human resources. Recruitment refers to the firm's efforts to attract the maximum number of minimally-qualified applicants while selection refers to the firm's efforts to choose competent and suitable candidates. The parameters for identifying minimally-qualified candidates come from job analysis. Statistical processes used in recruitment include summing the scores on different parameters; finding mean scores of applicants and rejecting candidates with scores below the cutoffs. The selection procedure focuses on designing tests that identify superior talent from the candidate pool. Statistical procedures used in selection include development of scales for capturing competencies, measuring the reliability of the scales, that is, how well they capture the underlying construct, measuring the validity of the scales, that is, how well the competencies relate to job performance and optimal combination of the selection instruments.
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Statistics For Job Analysis

The recruitment and selection process aims to select the required number of candidates for each position. Hence, job analysis is a pre-requisite for the recruitment and selection process as it helps define the work duties and employee competencies needed for that position. Job analysis is defined as “a purposeful, systematic process for collecting information on the important work-related aspects of a job” (Barrick, Field & Gatewood, 2011). The output of job analysis is normally divided into two components – job description or content of the job and job specification or the competencies (knowledge, skills and abilities) that are required to do the job. A candidate possessing the requisite job specifications is usually considered competent to do the job. Such a candidate is called a minimally-qualified candidate. A thorough job analysis should lead to the identification of relevant work behaviors and relevant competencies for performing the work behaviors.

There are no universally valid techniques to objectively identify relevant work behaviors and personal competencies. Hence, subject matter experts (SMEs) are usually consulted while performing a job analysis. As the job specifications establish the guidelines for selecting candidates they must be possessed by the candidate at the time of hiring. Certain rules of thumb for deciding upon the inclusion of work behaviors and competencies that have identified in a job analysis are mentioned below.

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