As explored in Assessing External Job Candidates, when internal staffing is not effective at filling openings, external staffing is necessary. Even if a firm's applicant pool contains some people who would make great hires, if the firm's assessment system can't identify them they will not become employees. The primary goal of external candidate assessment is to identify the job candidates who fit the person specification for the job being filled, and to identify people who would likely be poor performers and screen them out. The assessment system should also evaluate candidates' fit with the organization, group, and supervisor and their ability to contribute to business strategy execution. This allows a firm to identify the job candidates best able to perform the open job and best able to help the company execute its business strategy and enhance its competitive advantage. This practical resource includes a discussion of different external assessment methods and their strengths and weaknesses.
Other Titles in the Staffing Strategically Series:
- Assessing Internal Job Candidates
- The Legal Context of Staffing
- Staffing Forecasting and Planning
- Staffing to Support Business Strategy
Table of Contents:
- External Assessment Goals
- External Assessment Methods
- Multiple Methods
- Reducing Adverse Impact
- Assessment Plans
About the Authors:
Jean M. Phillips, Ph.D., is an associate professor of human resource management at the School of Management and Labor Relations, Rutgers University. Dr. Phillips is a current or former member of several editorial boards, including Personnel Psychology, Journal of Applied Psychology, and Journal of Management. She is also the co-author of the college textbooks Managing Now! (2007) and Strategic Staffing (2008), and consults in the areas of recruiting and staffing, linking employee surveys to organizational outcomes, and team effectiveness.
Stanley M. Gully, Ph.D., is an associate professor of human resource management at the School of Management and Labor Relations, Rutgers University. He is a current or former member of the editorial boards of Academy of Management Journal, Journal of Applied Psychology, Journal of Organizational Behavior, and Journal of Management. He is the co-author of Strategic Staffing (2008) and consults in the areas of recruiting and staffing, employee engagement, team effectiveness, and organizational learning interventions.
|Name||Assessing External Job Candidates|
|Author||Jean M. Phillips^Stanley M. Gully|