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'SENT BY :1612) 337 -3695 : 2 -19 -98 : 19 :03 : <br />II. THE PROCESS <br />PDI 20th FLOOR 612 464 4568: #14/17 <br />A. Job Analysis— determination of the critical knowledge, skills, and <br />abilities necessary for successful job performance. <br />B. Recruitment— designation of the candidate pool; may involve <br />advertisement and active solicitation of candidates. <br />C. Screening Methodologies—designed to reduce the size of the <br />candidate pool to a more manageable number using low cost /high <br />yield techniques. <br />1. Application Screening—an objective "scoring" of applications against <br />performance criteria. <br />2. "Targeted" Resunies—a standardized approach which yields critical <br />information in a consistent form. <br />3. Accomplishment Record Index -a targeted technique designed to elicit <br />further information from candidates in critical areas. <br />4. Essay Questions — responses to key issues pertinent to the position <br />and organization. <br />D. Written Assessment Techniques—a variety of powerful tools to <br />measure important aspects of the candidate's abilities. <br />1. Aptitude Testing — normative information regarding the candidate's <br />ability to work with words and numbers, reason effectively, and <br />draw logical conclusions. <br />2. Personality Inventories — crucial information about the candidate's <br />leadership style, ability to work with others, conflict resolution <br />strategies, and behavior under stress. <br />3. Practical Exercises— simulations of actual on-the-job tasks designed <br />and administered in a standard fashion so that meaningful <br />comparisons between candidates can be made. In most cases, <br />performance can be compared against national norms. <br />