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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 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 of Item Content. Navigation Features and Functions. Examinee Instructions. Testing Time. Security Critical Issues to Resolve. 7. Tracking Tools for Staffing Managers and Recruiters. Information for Recruiters. Managing Job Requisitions. Managing Candidates. Information for Hiring Managers. Information for HR Specialists. Critical Issues to Resolve. Integration with the ATS. Data Storage, Reporting, and Archiving. ATS Customization vs. Configuration 8. Systems Design and Integration. Key Elements for System Design. Design Elements. Integration Concepts and Approaches. Linking Processes - Exchanging Instructions between Systems. Linking Data - Exchanging Information between Systems. Critical Issues to Resolve. Part III: Consequences and Issues Associated with Online Deployment. 9. Managing the Environment. Ensuring Quality in the Deployment of Online Staffing Systems. Issues and Challenges. Proctored vs. Unproctored Administration. Test Environment Issues. Technology Issues. Security Issues. Cheating. Unqualified Applicants. Access to Technology. The Candidate Experience. Strategies for Managing Online Assessment Systems. Summary. 10. Cross-Cultural Deployment. Adapting Talent Assessment Programs across Cultures. Issues and Challenges. Administrative Considerations. Measurement Quality Concerns. Professional Challenges. Technology Challenges. Strategies for Cross-Cultural Deployment. Summary. 11. Candidate Privacy and Data Security European Data Protection Rules: A Foundational Framework. Design Considerations for Data and Privacy Protection. Notice. Choice. Onward Transfer. Access. Security. Data Integrity. Enforcement. Other Privacy Rules. Fundamentals of Internet Data Security. Password Protection. Role-Based Security. History and Log Files. Encryption. Additional Security Considerations. 12. Conclusion: The (Possible) Future of Automated Staffing. Talent Supply-Chain Management. Evidence-Based Management. Network Organizations and Social Software. Self-Service HR. New Technologies to Drive Efficiency, Realism, Interest, and Engagement Concluding Thoughts. Appendix. Assessment Fundamentals. Criterion-Related Validation. Content Validation. Reliability Indices. Measurement Scales. Fairness in Testing. Differential Prediction Analysis. Adverse Impact Analysis. Selected References for Further Reading. Notes. Index.
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.