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HR Staffing | Assessment Methods
Strategic staffing involves the use of data to make selection decisions. Executing business processes strategically requires the assessment and selection of a highly talented workforce. Different methods and techniques are available for measuring and assessing a candidate’s characteristics to understand if the person is a good fit for the organization. Assessing the candidates improperly can result in hiring the wrong applicant, offending and losing good candidates or even risk a legal action. The accurate selection of employees is done by assessing the data collected, analyzed and interpreted to be relevant to the company’s efforts. The effective assessment methods used to consistently hire the most talented, motivated and passionate employees will result in a competitive advantage that cannot be duplicated or replaced.
The evaluation of people processes or outcomes require the collection of data that requires measurement. These measures are used in selecting individual employees or to assess the hiring process in general. The numerical outcome of a measurement is called data. Predictive data is the information about measures used to make projections about outcomes. Criterion data is the information about important outcomes of the staffing process. Data is assessed using different methods and for staffing decisions, the data collected has to be accurate that will provide the right results.
When data is collected through a measure, the data has to be interpreted before it can be useful in making hiring decisions. Describing the scores within a collection is important for interpreting what the data means to the entire group and to understand the significance of a particular score.
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