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Discussion 


This Discussion Board/Case focuses on Learning Outcome 3 : Assess Knowledge, Skills, Abilities, and Other (KSAO)human qualities in relation to hiring and selection: 


Directions


You are still the Director of Staffing (Congratulations!) and you have an “old school” recruiter who is accustomed to skinnin’ and grinnin’ i.e. face-to-face recruiting, shaking hands with many potential applicants smiling all the while. She does her prescreening for KSAOs while she is talking with the potential applicant and only invites those who pass her prescreening to sit for a full interview. She personally sees 100 candidates a month at various job fairs and recruitment events. Eighty-five percent of her applicants are hired in some position in the company. You have converted to the online recruiting process and pulled your recruiter off the street and into her office. You get over 6,000 online apps per month. Ninety percent of your online apps are eliminated at your pre-screening. You manage to get 60 qualified applicants (1%) to be able to sit for an interview and about 50% of those are hired in some position in the company. How do you convince “old school” that your new way is better at identifying KSAOs in candidates? Is it better? Why is it better? Be sure to consider the learning outcome when writing your response.

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