Rigor in decision making is essential. Yet there is a big gap between how business professors think management decisions should be made and what happens in real life.
Employee selection is one of the rare areas where that chasm has been crossed. This is particularly the case for high population jobs where an organization is hiring hundreds of employees. Using multimethod assessment to evaluate candidates creates a data rich environment where statistical analysis and predictive modeling add rigor to decision making. This white paper zeroes in on rigor in that kind of high volume selection.
Many organizations hire or engage specialists to solve complex measurement and analysis challenges. This white paper touches on the specialist skills of industrial/organizational psychology and the use of selection science practices proven to deliver staffing process improvement. Explore how you can reduce administrative burden to reduce time to hire, reduce staffing waste, and increase quality of hire.
Praise for this white paper:
Murphy and Creelman describe how to tee up and drive an evidence-based selection strategy straight down the fairway—while missing traditional staffing hazards or flirting with those intuitive out-of-bounds markers.
Chief Navigator, CareerXroads
This savvy book drills down into the what, why and how of using evidence to hire the right people—and helps practitioners navigate the politics of evidence.
Denise M. Rousseau, Ph.D.
H.J. Heinz II, Professor of Organizational Behavior and Public Policy, Carnegie Mellon University
A clear, concise explanation of why gathering and analyzing data about candidates and employees pays off in higher quality work performance. The concept of "practical rigor" is useful and powerful, and should help to allay any fears of producing theoretical results that don't work in practice.
President, Global Learning Resources, Inc. & The Future of Talent Institute