Douglas H. Reynolds, Ph.D., is the Vice President of Assessment Technology for Development Dimensions International (DDI). Doug’s work is focused on the design of assessments used for workforce selection and career development. He has implemented large-scale assessment programs with many Fortune 500 companies and several federal agencies. Doug focuses much of his work on the use of Internet technologies to support HR systems in large organizations. John A. Weiner, M.A., is Vice President of Research Strategy and Products at PSI Services, LLC, where he is responsible for the strategic direction of PSI’s assessment products and services for employee selection and development. Over a 25-year career in the assessment industry, John has led the development and implementation of sound and legally defensible instruments and systems for talent acquisition in hundreds of business and government organizations. He has worked extensively in the design and implementation of automated assessment systems.Series Editor:Steven G. Rogelberg, Ph.D., is Professor and Director of Organizational Science at the University of North Carolina Charlotte. He is a prolific and nationally recognized scholar. Besides his academic work, he founded and/or led three successful talent management consulting organizations/units.

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• Series Editor’s Preface PrefacePart I:    The Context for Online Talent Acquisition1. The Context and Business Case for Technology-Based Recruitment and SelectionDriving Factors: A Brief History of HR Technology ToolsThe Labor Market Context: “We Need Good People!”The Business Landscape: Shape Up or Ship OutGrowth of the InternetScience-Based Selection MethodsThe Human Resources Challenge: Better, Faster, Cheaper . . . and More StrategicEfficiency and SpeedInsight and Predictive AccuracyStrategic Impact2. The Technology LandscapeMainframes, PCs, and Client–Server Computer ArchitectureThe Internet Changes EverythingThe Pressure to IntegrateNew Integration FacilitatorsThe Next New ParadigmSoftware Delivery Models in TransitionBehind the FirewallApplication Service Provider (ASP)Software as a Service (SaaS)Technology Trends and Software Users and BuyersCustomization versus ConfigurationSoftware MaintenanceFurther Reading3. Foundations for Online AssessmentThe Role of Professionally Developed AssessmentsEffective Selection of People into Organizations: Value and RiskPurpose of AssessmentThe Value of Assessment – Organizations Have Much to Gain (or Lose)Assessment RisksEssential Measurement ConceptsValidityReliabilityTypes of Measurement ErrorMeasuring ReliabilityScore InterpretationProfessional Practice Standards and Legal ConsiderationsProfessional Standards and PrinciplesFair Employment LawsFederal Guidelines on Testing and Recruitment4. Building the System: Models for the Design of Online Recruiting and Testing SystemsTypical Recruitment and Selection Steps and Website ComponentsAttracting Candidates through a Careers SiteDescribing Jobs and CareersCollecting Personal InformationScreeningTestingSimulation-Based AssessmentInterviewingThe Hiring Decision and BeyondTracking ToolsAssembling the SystemNeed for InsightNeed to Cast a Wide Recruiting NetNeed for SpeedCandidate CommitmentManaging the SystemPart II: Designing and Implementing Online Staffing Systems5. Designing Online Recruiting and Screening WebsitesTalent Acquisition: Two DisciplinesTools to Support RecruitmentTools to Support Screening and SelectionDesigning Internet Recruiting SitesCommon Recruiting Site ComponentsEmployer OverviewJob InformationProfile MatchingApply NowDesigning Online Screening ToolsResume-Centric Applicant ScreeningQuestionnaire-Based Applicant ScreeningCommon Risks Associated with Online ScreeningDefining Basic QualificationsCritical Issues to ResolveWhen is a Job Seeker an Applicant?How Detailed Should the Screening Process be?How Should Applicants be Progressed through the Selection Process?Summary6. Deploying Automated TestsTypes of Assessment ToolsAssessment Content – More Than Meets the EyeAssessment Format – Something Old, Something NewConsiderations for Using Different Types of AssessmentsPurpose of AssessmentProgram SizeJob Type and LevelValidation RequirementsLegal DefensibilityResource PlanningTechnology Considerations for Online AssessmentPresentation of Item ContentNavigation Features and FunctionsExaminee InstructionsTesting TimeSecurityCritical Issues to Resolve7. Tracking Tools for Staffing Managers and RecruitersInformation for RecruitersManaging Job RequisitionsManaging CandidatesInformation for Hiring ManagersInformation for HR SpecialistsCritical Issues to ResolveIntegration with the ATSData Storage, Reporting, and ArchivingATS Customization vs. Configuration8. Systems Design and IntegrationKey Elements for System DesignDesign ElementsIntegration Concepts and ApproachesLinking Processes – Exchanging Instructions between SystemsLinking Data – Exchanging Information between SystemsCritical Issues to ResolvePart III: Consequences and Issues Associated with Online Deployment9. Managing the EnvironmentEnsuring Quality in the Deployment of Online Staffing SystemsIssues and ChallengesProctored vs. Unproctored AdministrationTest Environment IssuesTechnology IssuesSecurity IssuesCheatingUnqualified ApplicantsAccess to TechnologyThe Candidate ExperienceStrategies for Managing Online Assessment SystemsSummary10. Cross-Cultural DeploymentAdapting Talent Assessment Programs across CulturesIssues and ChallengesAdministrative ConsiderationsMeasurement Quality ConcernsProfessional ChallengesTechnology ChallengesStrategies for Cross-Cultural DeploymentSummary11. Candidate Privacy and Data SecurityEuropean Data Protection Rules: A Foundational FrameworkDesign Considerations for Data and Privacy ProtectionNoticeChoiceOnward TransferAccessSecurityData IntegrityEnforcementOther Privacy RulesFundamentals of Internet Data SecurityPassword ProtectionRole-Based SecurityHistory and Log FilesEncryptionAdditional Security Considerations12. Conclusion: The (Possible) Future of Automated StaffingTalent Supply-Chain ManagementEvidence-Based ManagementNetwork Organizations and Social SoftwareSelf-Service HRNew Technologies to Drive Efficiency, Realism, Interest, and EngagementConcluding ThoughtsAppendix. Assessment FundamentalsCriterion-Related ValidationContent ValidationReliability IndicesMeasurement ScalesFairness in TestingDifferential Prediction AnalysisAdverse Impact AnalysisSelected References for Further ReadingNotesIndex

Douglas H. Reynolds, Ph.D., is the Vice President of Assessment Technology for Development Dimensions International (DDI). Doug’s work is focused on the design of assessments used for workforce selection and career development. He has implemented large-scale assessment programs with many Fortune 500 companies and several federal agencies. Doug focuses much of his work on the use of Internet technologies to support HR systems in large organizations. John A. Weiner, M.A., is Vice President of Research Strategy and Products at PSI Services, LLC, where he is responsible for the strategic direction of PSI’s assessment products and services for employee selection and development. Over a 25-year career in the assessment industry, John has led the development and implementation of sound and legally defensible instruments and systems for talent acquisition in hundreds of business and government organizations. He has worked extensively in the design and implementation of automated assessment systems.Series Editor:Steven G. Rogelberg, Ph.D., is Professor and Director of Organizational Science at the University of North Carolina Charlotte. He is a prolific and nationally recognized scholar. Besides his academic work, he founded and/or led three successful talent management consulting organizations/units.

Select Guide Rating

• Series Editor’s Preface PrefacePart I:    The Context for Online Talent Acquisition1. The Context and Business Case for Technology-Based Recruitment and SelectionDriving Factors: A Brief History of HR Technology ToolsThe Labor Market Context: “We Need Good People!”The Business Landscape: Shape Up or Ship OutGrowth of the InternetScience-Based Selection MethodsThe Human Resources Challenge: Better, Faster, Cheaper . . . and More StrategicEfficiency and SpeedInsight and Predictive AccuracyStrategic Impact2. The Technology LandscapeMainframes, PCs, and Client–Server Computer ArchitectureThe Internet Changes EverythingThe Pressure to IntegrateNew Integration FacilitatorsThe Next New ParadigmSoftware Delivery Models in TransitionBehind the FirewallApplication Service Provider (ASP)Software as a Service (SaaS)Technology Trends and Software Users and BuyersCustomization versus ConfigurationSoftware MaintenanceFurther Reading3. Foundations for Online AssessmentThe Role of Professionally Developed AssessmentsEffective Selection of People into Organizations: Value and RiskPurpose of AssessmentThe Value of Assessment – Organizations Have Much to Gain (or Lose)Assessment RisksEssential Measurement ConceptsValidityReliabilityTypes of Measurement ErrorMeasuring ReliabilityScore InterpretationProfessional Practice Standards and Legal ConsiderationsProfessional Standards and PrinciplesFair Employment LawsFederal Guidelines on Testing and Recruitment4. Building the System: Models for the Design of Online Recruiting and Testing SystemsTypical Recruitment and Selection Steps and Website ComponentsAttracting Candidates through a Careers SiteDescribing Jobs and CareersCollecting Personal InformationScreeningTestingSimulation-Based AssessmentInterviewingThe Hiring Decision and BeyondTracking ToolsAssembling the SystemNeed for InsightNeed to Cast a Wide Recruiting NetNeed for SpeedCandidate CommitmentManaging the SystemPart II: Designing and Implementing Online Staffing Systems5. Designing Online Recruiting and Screening WebsitesTalent Acquisition: Two DisciplinesTools to Support RecruitmentTools to Support Screening and SelectionDesigning Internet Recruiting SitesCommon Recruiting Site ComponentsEmployer OverviewJob InformationProfile MatchingApply NowDesigning Online Screening ToolsResume-Centric Applicant ScreeningQuestionnaire-Based Applicant ScreeningCommon Risks Associated with Online ScreeningDefining Basic QualificationsCritical Issues to ResolveWhen is a Job Seeker an Applicant?How Detailed Should the Screening Process be?How Should Applicants be Progressed through the Selection Process?Summary6. Deploying Automated TestsTypes of Assessment ToolsAssessment Content – More Than Meets the EyeAssessment Format – Something Old, Something NewConsiderations for Using Different Types of AssessmentsPurpose of AssessmentProgram SizeJob Type and LevelValidation RequirementsLegal DefensibilityResource PlanningTechnology Considerations for Online AssessmentPresentation of Item ContentNavigation Features and FunctionsExaminee InstructionsTesting TimeSecurityCritical Issues to Resolve7. Tracking Tools for Staffing Managers and RecruitersInformation for RecruitersManaging Job RequisitionsManaging CandidatesInformation for Hiring ManagersInformation for HR SpecialistsCritical Issues to ResolveIntegration with the ATSData Storage, Reporting, and ArchivingATS Customization vs. Configuration8. Systems Design and IntegrationKey Elements for System DesignDesign ElementsIntegration Concepts and ApproachesLinking Processes – Exchanging Instructions between SystemsLinking Data – Exchanging Information between SystemsCritical Issues to ResolvePart III: Consequences and Issues Associated with Online Deployment9. Managing the EnvironmentEnsuring Quality in the Deployment of Online Staffing SystemsIssues and ChallengesProctored vs. Unproctored AdministrationTest Environment IssuesTechnology IssuesSecurity IssuesCheatingUnqualified ApplicantsAccess to TechnologyThe Candidate ExperienceStrategies for Managing Online Assessment SystemsSummary10. Cross-Cultural DeploymentAdapting Talent Assessment Programs across CulturesIssues and ChallengesAdministrative ConsiderationsMeasurement Quality ConcernsProfessional ChallengesTechnology ChallengesStrategies for Cross-Cultural DeploymentSummary11. Candidate Privacy and Data SecurityEuropean Data Protection Rules: A Foundational FrameworkDesign Considerations for Data and Privacy ProtectionNoticeChoiceOnward TransferAccessSecurityData IntegrityEnforcementOther Privacy RulesFundamentals of Internet Data SecurityPassword ProtectionRole-Based SecurityHistory and Log FilesEncryptionAdditional Security Considerations12. Conclusion: The (Possible) Future of Automated StaffingTalent Supply-Chain ManagementEvidence-Based ManagementNetwork Organizations and Social SoftwareSelf-Service HRNew Technologies to Drive Efficiency, Realism, Interest, and EngagementConcluding ThoughtsAppendix. Assessment FundamentalsCriterion-Related ValidationContent ValidationReliability IndicesMeasurement ScalesFairness in TestingDifferential Prediction AnalysisAdverse Impact AnalysisSelected References for Further ReadingNotesIndex

Douglas H. Reynolds, Ph.D., is the Vice President of Assessment Technology for Development Dimensions International (DDI). Doug’s work is focused on the design of assessments used for workforce selection and career development. He has implemented large-scale assessment programs with many Fortune 500 companies and several federal agencies. Doug focuses much of his work on the use of Internet technologies to support HR systems in large organizations. John A. Weiner, M.A., is Vice President of Research Strategy and Products at PSI Services, LLC, where he is responsible for the strategic direction of PSI’s assessment products and services for employee selection and development. Over a 25-year career in the assessment industry, John has led the development and implementation of sound and legally defensible instruments and systems for talent acquisition in hundreds of business and government organizations. He has worked extensively in the design and implementation of automated assessment systems.Series Editor:Steven G. Rogelberg, Ph.D., is Professor and Director of Organizational Science at the University of North Carolina Charlotte. He is a prolific and nationally recognized scholar. Besides his academic work, he founded and/or led three successful talent management consulting organizations/units.

Select Guide Rating

• Series Editor’s Preface PrefacePart I:    The Context for Online Talent Acquisition1. The Context and Business Case for Technology-Based Recruitment and SelectionDriving Factors: A Brief History of HR Technology ToolsThe Labor Market Context: “We Need Good People!”The Business Landscape: Shape Up or Ship OutGrowth of the InternetScience-Based Selection MethodsThe Human Resources Challenge: Better, Faster, Cheaper . . . and More StrategicEfficiency and SpeedInsight and Predictive AccuracyStrategic Impact2. The Technology LandscapeMainframes, PCs, and Client–Server Computer ArchitectureThe Internet Changes EverythingThe Pressure to IntegrateNew Integration FacilitatorsThe Next New ParadigmSoftware Delivery Models in TransitionBehind the FirewallApplication Service Provider (ASP)Software as a Service (SaaS)Technology Trends and Software Users and BuyersCustomization versus ConfigurationSoftware MaintenanceFurther Reading3. Foundations for Online AssessmentThe Role of Professionally Developed AssessmentsEffective Selection of People into Organizations: Value and RiskPurpose of AssessmentThe Value of Assessment – Organizations Have Much to Gain (or Lose)Assessment RisksEssential Measurement ConceptsValidityReliabilityTypes of Measurement ErrorMeasuring ReliabilityScore InterpretationProfessional Practice Standards and Legal ConsiderationsProfessional Standards and PrinciplesFair Employment LawsFederal Guidelines on Testing and Recruitment4. Building the System: Models for the Design of Online Recruiting and Testing SystemsTypical Recruitment and Selection Steps and Website ComponentsAttracting Candidates through a Careers SiteDescribing Jobs and CareersCollecting Personal InformationScreeningTestingSimulation-Based AssessmentInterviewingThe Hiring Decision and BeyondTracking ToolsAssembling the SystemNeed for InsightNeed to Cast a Wide Recruiting NetNeed for SpeedCandidate CommitmentManaging the SystemPart II: Designing and Implementing Online Staffing Systems5. Designing Online Recruiting and Screening WebsitesTalent Acquisition: Two DisciplinesTools to Support RecruitmentTools to Support Screening and SelectionDesigning Internet Recruiting SitesCommon Recruiting Site ComponentsEmployer OverviewJob InformationProfile MatchingApply NowDesigning Online Screening ToolsResume-Centric Applicant ScreeningQuestionnaire-Based Applicant ScreeningCommon Risks Associated with Online ScreeningDefining Basic QualificationsCritical Issues to ResolveWhen is a Job Seeker an Applicant?How Detailed Should the Screening Process be?How Should Applicants be Progressed through the Selection Process?Summary6. Deploying Automated TestsTypes of Assessment ToolsAssessment Content – More Than Meets the EyeAssessment Format – Something Old, Something NewConsiderations for Using Different Types of AssessmentsPurpose of AssessmentProgram SizeJob Type and LevelValidation RequirementsLegal DefensibilityResource PlanningTechnology Considerations for Online AssessmentPresentation of Item ContentNavigation Features and FunctionsExaminee InstructionsTesting TimeSecurityCritical Issues to Resolve7. Tracking Tools for Staffing Managers and RecruitersInformation for RecruitersManaging Job RequisitionsManaging CandidatesInformation for Hiring ManagersInformation for HR SpecialistsCritical Issues to ResolveIntegration with the ATSData Storage, Reporting, and ArchivingATS Customization vs. Configuration8. Systems Design and IntegrationKey Elements for System DesignDesign ElementsIntegration Concepts and ApproachesLinking Processes – Exchanging Instructions between SystemsLinking Data – Exchanging Information between SystemsCritical Issues to ResolvePart III: Consequences and Issues Associated with Online Deployment9. Managing the EnvironmentEnsuring Quality in the Deployment of Online Staffing SystemsIssues and ChallengesProctored vs. Unproctored AdministrationTest Environment IssuesTechnology IssuesSecurity IssuesCheatingUnqualified ApplicantsAccess to TechnologyThe Candidate ExperienceStrategies for Managing Online Assessment SystemsSummary10. Cross-Cultural DeploymentAdapting Talent Assessment Programs across CulturesIssues and ChallengesAdministrative ConsiderationsMeasurement Quality ConcernsProfessional ChallengesTechnology ChallengesStrategies for Cross-Cultural DeploymentSummary11. Candidate Privacy and Data SecurityEuropean Data Protection Rules: A Foundational FrameworkDesign Considerations for Data and Privacy ProtectionNoticeChoiceOnward TransferAccessSecurityData IntegrityEnforcementOther Privacy RulesFundamentals of Internet Data SecurityPassword ProtectionRole-Based SecurityHistory and Log FilesEncryptionAdditional Security Considerations12. Conclusion: The (Possible) Future of Automated StaffingTalent Supply-Chain ManagementEvidence-Based ManagementNetwork Organizations and Social SoftwareSelf-Service HRNew Technologies to Drive Efficiency, Realism, Interest, and EngagementConcluding ThoughtsAppendix. Assessment FundamentalsCriterion-Related ValidationContent ValidationReliability IndicesMeasurement ScalesFairness in TestingDifferential Prediction AnalysisAdverse Impact AnalysisSelected References for Further ReadingNotesIndex