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Risk and Reward: Utilizing Low- and High-Fidelity Online Tools for Screening and Assessing Job Candidates

This presentation focuses on two points within the hiring “funnel” through which candidates are evaluated for selection into a company. First, we discuss options at the pre-screening stage of evaluation. This stage is characterized by an extremely high candidate volume and a need to rapidly reduce it, for further evaluation. Risks at this stage are numerous: information about candidates is limited yet large numbers must be screened out; also, new EEOC/OFCCP guidelines for classifying “applicants” places early-stage screening under increased scrutiny. Second, we discuss examples of high-fidelity assessment methods occurring late in the hiring process. This stage typically involves low volumes but typically requires higher time/effort for each assessment. Risk factors at this stage are the larger time commitment per candidate, and costs associated with poor decisions. Companies with effective processes at both ends of the hiring funnel will be best positioned to minimize risks while maximizing their rewards.

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Scott Erker is the Vice President of DDI's Selection Solutions. Scott’s global perspective of workforce selection comes from his work with organizations around the world on personnel hiring strategies ranging from large-volume hiring for start-ups to steady-state selection system operations including measuring return on investment.

Before joining Development Dimensions International (DDI), Dr. Erker worked as a consultant at Barrett and Associates. He was responsible for test construction, assessment center development, in-basket development, technical report development, and data analysis. Dr. Erker has worked with the following Fortune 500 companies: Kodak, Microsoft, Coca-Cola, BASF, and Mercedes-Benz.

Scott earned his Ph.D. and M.A. in industrial/organizational psychology from the University of Akron. He is a member of the American Psychological Association and the Society for Industrial and Organizational Psychology.

Over the past four years, Mike has worked for two major I/O consulting firms (ePredix and DDI). In these roles, he has assisted over half of the Fortune 500 in designing and implementing a wide range of personnel selection systems. He has also participated in a variety of R&D initiatives, focusing on maximizing the potential of technology as it applies to I/O psychology. Mike is currently working on completing his Ph.D. in I/O Psychology by the end of the year.