How to Tailor Your Recruitment and Selection Process to ... - IPAC
How to Tailor Your Recruitment and Selection Process to ... - IPAC How to Tailor Your Recruitment and Selection Process to ... - IPAC
Modifying Assessment Center Process in a Changing Economy No Matter What: Develop a valid, reliable, and objective evaluation process. Remember that professional standards should not be compromised but instead utilized to their best intentions.
Legal Implications to consider in Modifying Selection Process The Federal Uniform Guidelines on Employee Selection Procedures (29 CFR 1607). Should selection procedures result in adverse impact against any protected group, the employer is required by the Uniform Guidelines to show evidence of validity.
- Page 1 and 2: How to Tailor Your Recruitment and
- Page 3 and 4: Agenda cont. Recruitment and Selec
- Page 5 and 6: Established with an intent to… A
- Page 7 and 8: Merit System Services (MSS)
- Page 9 and 10: Local Agency Personnel Standards (L
- Page 11 and 12: How the Economy Drives Candidate Po
- Page 13 and 14: How We Tailored our Recruitment and
- Page 15 and 16: How We Tailored our Recruitment Pro
- Page 17 and 18: How We Streamlined Our Processes (C
- Page 19 and 20: Results of Process Improvement Proc
- Page 21 and 22: Recruitment and Selection Survey R
- Page 23 and 24: Q1b:If “yes” what has your agen
- Page 25 and 26: Q2: Which recruitment and selection
- Page 27 and 28: Q4a: With the increased number of a
- Page 29 and 30: Assessment Center Definition: A ser
- Page 31: Modifying Assessment Center Process
- Page 35 and 36: Job Analysis As a rule of thumb, i
- Page 37 and 38: Selection Instruments and Associate
- Page 39 and 40: Overall Legal Implications Regardl
- Page 41: Questions and Answers
Legal Implications <strong>to</strong> consider<br />
in Modifying <strong>Selection</strong> <strong>Process</strong><br />
The Federal Uniform Guidelines on<br />
Employee <strong>Selection</strong> Procedures (29<br />
CFR 1607).<br />
Should selection procedures result in<br />
adverse impact against any protected<br />
group, the employer is required by the<br />
Uniform Guidelines <strong>to</strong> show evidence of<br />
validity.
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