人才招募與甄選企業行銷
人才來源極大化
成本極小化
附加價值極大化
人才最適切化
雇用標準化

工作申請表  Application Blank
履歷與自傳  Resumes & Vita
工作知識與能力測驗  Job Knowledge & Proficiency Test
性向測驗  Aptitude Test
成就測驗  Achievement Test
心理能力測驗  Mental Ability Test
工作樣本測驗  Work Sample or In-Basket Test
可塑性測驗  Trainability Test
誠實、道德層次測驗  Polygraph & Integrity Test
筆跡評估  Graphology or Handwriting Analysis
非結構性面談  Unstructured Interview
結構性面談  Structured Interview
壓力式面談  Stress Interview
情境式面談  Situational Interview
推薦函  Recommendation Letter
評估中心  Assessment Center
健康檢查  Physical Examination
集體面談  Leaderless Group Discussion
Obtaining Reliable and Valid Information
Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures.
Validity
Degree to which a test or selection procedure measures a person’s attributes.

-1.00                                      0.00                                     1.00

No Relationship
Negative Relationship*                   Positive Relationship**
As the value of one           As the value of one
variable increases,           variable increases,
the other decreases.          so does the other.

Example:
 *The higher one’s satisfaction, the  lower his or her intention
    to quit.
 **The higher one’s satisfaction, the higher his or her
         intention to remain with the company.
Technique   Percentage of firms reporting use
Application forms    87%
Medical examinations   50
Mental ability    31
Ability tests     78
Drug tests     26
Honesty tests      7
Reference checking   96
Weighted application forms  11
Interviews     94
Personality inventory   17
Lie detector tests      5
   經由確認預測指標，將預測指標應用於申請人，日後再統計預測指標分數與工作績效的相關性而建立的有效度
   經由確認評量指標，將這個評量指標實施於現有員工，並統計評量指標分數與現有員工工作績效的相關性而確立的有效度‧

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