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Research shows that when an attribute is measured by both objective and subjective
means, there is often relatively low agreement between scores from the two types of
measures.
Turnover cost estimates are very precise and accurate in most cases.
The selection ratio is the number of people hired divided by the number of applicants,
and it is desirable that this ratio be high.
A compensatory approach to selection decisions means that applicants must earn a
passing score on each predictor before advancing in the selection process.
Realistic recruiting messages are less effective for those with considerable previous job
experience.
Statistical significance is stated as a probability and indicates a given predictor's
chances of yielding similar validity coefficients with different sets of applicants.
One reason organizations outsource is because specialized vendors can achieve
economies of scale for routine tasks that would be performed across many
organizations.
Pfizer has concluded that it cannot project what kind of talent it needs in the next 10
years and then select employees whose skills matched these long-range future talent
needs.
Two of the key customers of the staffing system are managers and job applicants.
Using managers in a job analysis lends both expertise and neutrality to the process.
When numbers are assigned by category, this reflects an ordinal scale of measurement.
The formal agreement which specifies the employment terms and conditions for the
employee and employer is called an employment contract.
Situational interviews assess an applicant's ability to project what his/her behavior
would be in the future.
When conducting Markov analysis, it is desirable to have 20 or more employees in each
job category/level.
