Recruitment, employee interviewing

The following sections examine two processes associated with recmitment activities (i.e., job analysis, and realistic safety preview), and a range of selection predictors (application blank, applicant interview, cogiutive, physical, psychomotor, sensory/perceptual ability testing, personality testing, and attitude measurement) which an organization can use to help predict job applicant (new employee s) safety behavior, and overall their ability to work safely. Where appropriate, recommendations on how recruitment and selection processes can be used to improve new employee safety are discussed. Finally, this chapter examines how employees perceptions of organizational processes can be made more realistic. 

I was hired in eight years ago] and during the hiring and interview process, a grand picture of life at [Big Store] was presented, which is understandable when you are recruiting. I was convinced that I was valued as an employee and would be treated fairly and supported by my superiors. This instance stands out because it was the only instance I can recall having this feeling. 

A number of civil engineering organizations interviewed as part of this effort have convened diversity committees or diversity boards. For example, in 1992, PB started a Diversity Oversight Committee sponsored by the chief operating officer. Committee chairs from the various employee network groups are members, along with senior HR staff and recruitment officers - that means all the decision-makers are in the room, says Tracey Bessellieu. The Committee considers measurements and data provided by the HR department to monitor recruitment and internship efforts, and to mentor, retain, and help further career oppormnities for women and all other protected classes. ... 

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