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Assessing External Job Candidates 
Jean M. Phillips and Stanley M. Gully

2009 
978-1-586-44160-9 
 
 

Assessing External Job Candidates
By Jean M. Phillips and Stanley M. Gully

2009, 98 pages, Paperback
ISBN: 978-1-586-44160-9
SHRMStore Item #61.14508

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A PDF version e-book is available through Independent Publishers Group and the Kindle version through Amazon.

As explored in Assessing External Job Candidates, when internal staffing is not effective at filling openings, external staffing is necessary. Even if a firm's applicant pool contains some people who would make great hires, if the firm's assessment system can't identify them they will not become employees. The primary goal of external candidate assessment is to identify the job candidates who fit the person specification for the job being filled, and to identify people who would likely be poor performers and screen them out. The assessment system should also evaluate candidates' fit with the organization, group, and supervisor and their ability to contribute to business strategy execution. This allows a firm to identify the job candidates best able to perform the open job and best able to help the company execute its business strategy and enhance its competitive advantage. This practical resource includes a discussion of different external assessment methods and their strengths and weaknesses.

The other titles in the Staffing Strategically Series are

  • Assessing Internal Job Candidates
  • The Legal Context of Staffing
  • Staffing Forecasting and Planning
  • Staffing to Support Business Strategy
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 Table of Contents
Introduction
External Assessment Goals
External Assessment Methods
Multiple Methods
Reducing Adverse Impact
Assessment Plans
Summary

 About the Authors

Jean M. Phillips, Ph.D., is an associate professor of HR management at the School of Management and Labor Relations, Rutgers University. She is also the co-author of the college textbooks Managing Now! (2007) and Strategic Staffing (2008), and consults in the areas of recruiting and staffing, linking employee surveys to organizational outcomes, and team effectiveness.

Stanley M. Gully, Ph.D., is an associate professor of HR management at the School of Management and Labor Relations, Rutgers University. He is the co-author of Strategic Staffing (2008) and consults in the areas of recruiting and staffing, employee engagement, team effectiveness, and organizational learning interventions.