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Statistics for Recruitment and Selection
Abstract
Recruitment and selection processes focus on the acquisition of suitable human resources. Recruitment refers to the firm's efforts to attract the maximum number of minimally-qualified applicants while selection refers to the firm's efforts to choose competent and suitable candidates. The parameters for identifying minimally-qualified candidates come from job analysis. Statistical processes used in recruitment include summing the scores on different parameters; finding mean scores of applicants and rejecting candidates with scores below the cutoffs. The selection procedure focuses on designing tests that identify superior talent from the candidate pool. Statistical procedures used in selection include development of scales for capturing competencies, measuring the reliability of the scales, that is, how well they capture the underlying construct, measuring the validity of the scales, that is, how well the competencies relate to job performance and optimal combination of the selection instruments.
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