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Informationen zum Autor 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. Klappentext The practice of recruitment and selection of new employees into organizations has changed dramatically over the past decade. This shift is due primarily to the rapid evolution of Internet-based technologies to facilitate the staffing process. In Online Recruiting and Selection , Reynolds and Weiner provide an accessible introduction to implementing and operating web-based tools for hiring in organizations. They explore the context and foundations for online recruiting and selection, discuss practical advice for designing and implementing online staffing systems, and examine a variety of issues that anyone involved with modern staffing processes will encounter. Zusammenfassung The practice of recruitment and selection of new employees into large organizations has changed dramatically over the past decade. This shift is due primarily to the rapid evolution of Internet-based technologies to facilitate and accelerate the staffing process. Inhaltsverzeichnis Series Editor's Preface 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 Client-Server 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 ...
