[IPAC-List] Candidate Reduction Strategies

[Saul Fine]

I like the idea of charging a small fee to apply (assuming that is what 
Harry meant).
Not only might it help cover some of the costs per hire, but perhaps deter 
some of the less serious candidates from applying as well.
I know of some public agencies and universities that do this outside of the 
US (unfortunately, their fees are not at all modest...).
But, my guess is that most commercial firms would have a hard time getting 
away with this.
Saul.


-----Original Message----- 
From: Harry.Brull at pdinh.com
Sent: Monday, March 12, 2012 10:26 PM
To: sebe at erols.com ; david at friedlandhr.com
Cc: IPAC-List at ipacweb.org ; Adele.Demooy at mwrd.org
Subject: Re: [IPAC-List] Candidate Reduction Strategies

How about charging a modest fee instead? Use a screening tool that
quickly and cheaply (and, of course, validly) reduces the candidare pool
to a more manageable number.

Harry Brull

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-----Original Message-----
From: ipac-list-bounces at ipacweb.org
[mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Lance Seberhagen
Sent: Monday, March 12, 2012 3:19 PM
To: David Friedland
Cc: IPAC-List at ipacweb.org; 'Demooy, Adele'
Subject: Re: [IPAC-List] Candidate Reduction Strategies

I agree with Dave's point that using random selection to reduce the
number of applicants to be tested can cause anger and disappointment by
applicants, particularly those who believe they have a "right" to be
tested or have a family tradition of working for a particular agency.
Most of these objections can be overcome if the restrictions on testing
are well publicized and fully explained in advance, and if appropriate
steps are taken to ensure that the random selection process is, in fact,
totally honest and random.

Lance Seberhagen, Ph.D.
Seberhagen & Associates
9021 Trailridge Ct
Vienna, VA 22182
Tel 703-790-0796
www.seberhagen.com



On 3/12/2012 3:43 PM, David Friedland wrote:

> I will be very interested to read the comments to this post. This

> approach has logical appeal, but has some potential unintended

> consequences. For exams that will attract large numbers of applicants

> you will need to carefully determine how to select the pre-determined

number of applications.

> For example:

>

>

>

> .         Randomly select the desired number of applicants after all

> applications are received - This risks angering some of those who were



> randomly excluded from consideration. If the examination is considered



> to be open and competitive this approach may be considered to prevent

> job-related competition

>

> .         Accept only a pre-determined number of applications based on

when

> they are received (for example, using time stamps) - This method can

> raise a risk of favoritism, bias or nepotism if some individuals or

> protected groups may have advance knowledge or earlier knowledge than

> others of the job announcement

>

> .         Danger of being too popular - I know of at least one

instance when

> the crush of applicants hoping to be among the first group resulted in



> some injuries and damage to the recruitment office

>

>

>

> -----Original Message-----

> From: ipac-list-bounces at ipacweb.org

> [mailto:ipac-list-bounces at ipacweb.org]

> On Behalf Of Demooy, Adele

> Sent: Monday, March 12, 2012 8:17 AM

> To: 'ipac-list at ipacweb.org'

> 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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