How do I go in-house?
- The Search for Great Employees. Day, David // Indiana Business Magazine;May2004, Vol. 48 Issue 5, p61
Reports on the importance of screening job applicants. Importance of right mix of skills and personality.
- Received just one application for the job? You're not required to hire that person. // HR Specialist: Employment Law;Aug2010, Vol. 40 Issue 8, p4
The article focuses on the importance of looking for other applicants, promoting an applicant, or declining for an application if the sole applicant did not fit for the designated position for a good business decision.
- How to find the best employee. Gray, Andi // Westchester County Business Journal;6/6/2005, Vol. 44 Issue 23, p10
Presents an inquiry on how to find the best employees in the U.S. Importance of reviewing each applicant's job history; Need for the employer to inform applicants about the nature of the job; Advantages of asking for business references from the candidates.
- Credit At Work. // Business Credit;Mar2006, Vol. 108 Issue 3, p56
The article answers a reader's question on effective screening techniques for job applicants in the U.S. in 2006. Key issues discussed include identifying what employers are looking for in potential employees, the creation of a system for fairly assessing job applicants and the issues'...
- Correction of Validity Coefficients for Direct Restriction in Range Occasioned by Univariate Selection. Sands, William A.; Alf Jr., Edward F.; Abrahams, Norman M. // Journal of Applied Psychology;Dec78, Vol. 63 Issue 6, p747
Frequently, in evaluating a selection instrument, criterion data are available only for those applicants selected. Validities computed on the selectees are reduced by restriction in range and do not reflect the actual utility of the predictors. Pearson's 1903 correction for direct restriction in...
- Candidate Reduction Strategies. Coffee, Karen // Public Personnel Management;Winter98, Vol. 27 Issue 4, p459
Suggests that as jobs become scarce and applicants more plentiful, the debate intensifies over whether to take steps to reduce the number of candidates who participate in examinations. Exploration of available strategies for applicant reduction, which do not unfairly discriminate against any...
- Applicant Self-Selection: Correlates of Withdrawal From a Multiple Hurdle Process. Ryan, Ann Marie; Sacco, Joshua M.; McFarland, Lynn A.; Kriska, S. David // Journal of Applied Psychology;Apr2000, Vol. 85 Issue 2, p163
The authors examined applicant self-selection from a multiple hurdle hiring process. The relationships of the selection status of 3,550 police applicants (self-selected out prior to 1 of the hurdles, passing, or failing) and perceptions of the organization, commitment to a law enforcement job,...
- Take a new service advisor on a test-drive. Cooper, Bob // Aftermarket Business;Apr2004, Vol. 114 Issue 4, p9
Provides tips on hiring a service advisor. Importance of role-playing the applicants to see how well they sell.
- Career expert cites tactics that are 'in' and 'out' // Fairfield County Business Journal;2/9/2004, Vol. 43 Issue 6, p4
Analyzes the trends in hiring managers in the United States. Factors being considered by companies in hiring managers; Steps that should be taken by job candidates to have an edge over other managerial applicants.