[IPAC-List] Candidate Reduction Strategies

[Ronald Clare]

I think there are two different circumstances that affect the option(s). Is the job a relatively generic one that almost anyone could do it given reasonable training during a perhaps somewhat extended orientation period OR is it one that relatively few candidates can do since significant competencies are needed relatively on day one. In the first case, I would do no screening and randomly select a number of candidates to take the exam. In the second case screening is much more crucial. I would then select the top "x" candidates to test. In both cases, to determine the number, I like to work backwards. First, how many will be hired, then how much choice is reasonable (ie how many can the hiring manager disregard without reason), then what is the typical pass rate of the test. Thus it would look like: 25 to be hired, manager gets additional 10 names for choice so we need 35 "top candidates". If the test has a history of 50% pass rate, 70 need to take the test ( actually 75 or 80 if you factor in "no show" experience). I would be inclusive of tie scores. Naturally the process outline ( not necessarily the logic) should be published with the initial announcement and repeated a each phase notification.

Sent from my iPad

On Mar 12, 2012, at 5:02 PM, Saul Fine <saulfine at zahav.net.il> wrote:


> In addition to what the others have written, you could try to present a realistic job preview (even a primitive inexpensive one) with a self assessment at the end, whereby at least some of the candidates will self deselect themselves.

> 

> Saul Fine

> 

> Sent from my mobile device.

> 

> On 12 במרץ 2012, at 22:30, keith.poole at phoenix.gov wrote:

> 

>> If the job analysis supports it, incorporating a study guide and being 

>> clear that the majority of the questions come from the guide may help. 

>> However, this approach may have impact on the demographics of the 

>> candidate pool as well.

>> 

>> Keith Poole

>> Human Resources Supervisor

>> City of Phoenix HR Department

>> 135 N 2nd Ave

>> Phoenix, AZ  85003

>> Phone: (602) 262-7140

>> Fax: (602) 495-5498

>> Email:  keith.poole at phoenix.gov

>> 

>> 

>> 

>> "Demooy, Adele" <Adele.Demooy at mwrd.org> 

>> Sent by: ipac-list-bounces at ipacweb.org

>> 03/12/2012 08:16 AM

>> 

>> To

>> "'ipac-list at ipacweb.org'" <ipac-list at ipacweb.org>

>> cc

>> 

>> Subject

>> [IPAC-List] Candidate Reduction Strategies

>> 

>> 

>> 

>> 

>> 

>> 

>> For economic reasons we are looking into ways to reduce the number of 

>> candidates who participate in exams.  One option we are considering is 

>> accepting a predetermined number of applications based on statistics from 

>> previous exam administrations.  I am interested in your feedback on this 

>> approach or learning about any other methods you are using.

>> 

>> 

>> 

>> 

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