Two of the most important aspects of a selection system is its ability to: (1) streamline the hiring process and (2) identify applicants who are trainable and most likely to perform well on the job. This is no small feat, especially when it comes to high volume jobs such as those prevalent with hourly/non-management roles (e.g., retail, hospitality, food services). Across the globe, these applicants tend to be of lower socioeconomic status and varied in education, skill sets, and primary language. With worldwide estimates of close to 20% of the population being illiterate, we find challenges with primary language literacy, familiarity with computers, and reliable access to the Internet when trying to recruit, hire, and train these candidates.
Leveraging a global hospitality company case study, this session will walk participants through the scientific development and implementation of evidence-based selection tools used to evaluate over one million hourly candidates annually. We’ll discuss ways to: build a compelling business case; address applicant literacy challenges; conduct robust job analyses, assessment design, and validations; take into account cultural and literacy considerations, and measure success.
- Gain awareness of which selection tools tend to be the most reliable and valid predictors of trainability and job success.
- Strengthen your knowledge of the steps involved in developing, validating, and implementing global selection procedures (e.g., assessments, interviewing).
- Advance your understanding of which selection practices can help to better evaluate low literacy applicants.
- Recognize cultural considerations to take into account when designing global selection procedures and tools.
- Identify criteria to measure the success of your selection program.
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