MHR 523 Lecture Notes - Lecture 5: Job Performance, Content Validity, W. M. Keck Observatory
2 Nov 2016
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Document Summary
A specialist in recruitment, whose job it is to find and attract capable candidates: employer branding (3 steps) Define the target audience, where to find them, and what they want from an employer. Develop the employee value proposition, and the reasons why the organization is a more attractive employer. Communicate the brand by incorporating the value proposition into all recruitment efforts: the recruitment process. Identify job requirements and ksas from job description. Search and attract to obtain a pool of qualified applicants: developing and using application forms. Most firms use a standard application form. Information that the company requires is specifically requested. May be used as a sample of the candidate"s own work. Includes acknowledge that the information provided is true and accurate. Many application forms include an optional section regarding designated group member status: application types. Biographical data predictive of job success is scored. May reduce biases based on face-to face meetings.
