1. Yield Pyramid Hires 5 Offers 10 Interviews 40 Invites 60
Applicants
Adapted from R.H. Hawk, The Recruitment Function (New York: American Management
Association, 1967).

2. Recruitment Sources (Techniques)
In-House (e.g., hiring or promotion from within the organization)
Newspapers, Trade/Professionals Publications
Outside Companies (Headhunters, Employment/Temp Agencies, Executive Search Firms
Job or College Fairs
Internet-based
Private sites (e.g., Monster)
Professional Organizations
Company web site

3. Some Factors in Considering Recruiting Sources
Cost
Time Requirements
Number and Quality of Applicants
Type of Job (e.g., manual labor, managerial)
Type of Applicant (knowledge, skills, demographic and minority representation

4. Test Utility Key Points
Job openings
Selection Ratio (SR) = n N
Applicants
Test Validity [Criterion-related]: The extent to which test scores correlate with job performance scores [Range is from 0 to 1.0]

5. and Given Selection Ratio, for Base Rate .60.
Proportion of “Successes” Expected Through the Use of Test of Given Validity
and Given Selection Ratio, for Base Rate .60.
(From Taylor & Russell, 1939, p. 576)
Selection Ratio
(SR)
Validity
Note: A full set of tables can be found I Taylor and Russell (1939) and in McCormick and Ilgen (1980, Appendix B).

6. Selection Ratio Example
Mean Standard Criterion Score of Accepted Cases in Relation to Test Validity and Selection Ratio
(From Brown & Ghiselli, 1953, p. 342)
Validity Coefficient
Selection
Ratio

7. Basic Orientation Principles
1) The 1st day on the job is crucial! It is important to manage it well and make it a positive time. Employees remember it for years, particularly if it is an unpleasant experience
2) Impressions formed during the first days are difficult to alter. So, it is important to make this time a positive experience for newly-hired employees
3) Ensure that new employees see how their job fits within the framework of the overall organization. (As such, the organization needs to communicate information about it’s goals and objectives)
4) Avoid ‘information overload.” It’s best to provide the new employee with information in reasonable amounts and in a meaningful sequence
5) Ensure that the new employee’s immediate supervisor is ultimately responsible for the orientation program
6) Social and family adjustment concerns should be addressed in the orientation program

8. Simple Regression Equation Multiple Regression 
y = a + bx
y = a + b x + b x + b x …..
Test Score
Predicted
Score
Predicted
Score
Weights
Slope
y-intercept
y-intercept
Basic Process:
All applicants take every test.
Scores are weighted and combined to yield a predicted score for each applicant.
Applicants scoring above a set cutoff score are considered for hire
Key Points:
Regression is a compensatory approach. That is, a high score on one test can compensate for a low score on another.
Best for tests to not relate to each other, but relate highly to the criterion.

9. Compensatory Example
How Four Job Applicants with Different Predictor Scores Can Have the
Same Predicted Criterion Score Using Multiple Regression Analysis
Predicted
Criterion Score
Applicant Score on X Score on X A B C D 
Note: Based on the equation Y = 4X + 2X.

10. Independent Predictors
1c c
Predictor Criterion Predictor 2
R = r r
For example, if r = .60 and r = .50, then
R = (.60) + (.50) =
= .61
c c c
1c c
c.12

11. Interrelated Predictors
Criterion r r
1c c r 12
Predictor Predictor 2
r r r r r
1c 2c c 2c 2
R =
c.12
1 - r 2 12
For example, if the two predictors intercorrelate .30, given the validity coefficients from the previous example
And r = .30, we will have 12
(.60) + (.50) - 2(.30)(.60)(.50) 2
R = = .47
c.12
1 – (.30) 2

12. Multiple Cutoff Approach
Paper & Pencil Math Test
100
Paper & Pencil Aptitude Test
100
WAB
100
Pass
Pass
Pass
Cutoff score
Cutoff score
Cutoff score
Fail
Fail
Fail
Basic Process:
All applicants take every test.
Applicant must achieve a passsing score on every test to be considered for hire.
Key Point: A multiple cut-off approach can lead to different decisions regarding who to hire versus using a regression approach.

13. Multiple Hurdle Approach
Work Sample Test
100
Paper & Pencil Knowledge Test
100
Interview
100
Cutoff score
Pass
Pass
Pass
Cutoff score
Cutoff score
Fail
Fail
Fail
Eliminated from the selection process
Eliminated from the selection process
Eliminated from the selection process
Basic Process:
All applicants take the 1st test.
Pass/fail decisions are made on the 1st and subsequent tests and only those who pass can continue on to the next test [a sequential process].
Key Point:
Useful when a lengthy, costly, and complex training process is required for the position.