The use of electronic technologies (i.e., the Internet) for hiring in the federal government is beginning to have a significant impact. Here is a report, which summarizes a variety of reactions to electronic technologies for hiring in the Federal government.
Here is one reader’s summary of this report:
(Blogger’s note: T&E stands for “Training and Experience,” an approach used widely in government for selection purposes)
1) Discusses types of automated systems: “question based” versus
“application based”(e.g., resume search)
2) Automated screens can be useful if the content of the screens is
“good (content is key/garbage in garbage out; automation is a means to
an end, not an end in itself
3) T & E of the type used in automated screens has low validity
compared to traditional tests, etc.
4) While T&E can be of value in selecting promising
applicants/candidates, T & E is not effective for assessing attributes
such as writing ability, problem solving, or interpersonal ability-
other tools are needed
5) Tools other than T&E need to be used in selection to assess the key
competencies, to check up on self-report distortion
6) Gains in timeliness should not be sought at the cost of referral
quality
7) Commends a pilot project by OPM concerning what appears to be
competency-based T&E (”competency-based qualification standards”)
8) Hiring weak employees has consequences which resonate for many years
since they cannot be dismissed easily in the public sector
The full report, which is about 104 pages long, should keep HR and IT people busy for a while!
Meanwhile, I am still waiting for the first lawsuit to be filed which is based heavily on Internet hiring tools.
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