More on Recruitment Methods
Following on from an earlier post, Robert Cenek raises the question ‘Can Job Turnover be Predicted?‘
To me, it seems that Robert’s line of thinking runs in parrell to the earlier post, particularly when he writes;
Can Job Turnover be Predicted? Few readers would say no, and yes would be a safe bet at Caesars Sports Book – but it’s also a “take it to the bank bet” that most people rely on hunches or intuition when selecting employees. It’s no secret: most recruiters have “gut-level” conclusions on what they see as risk factors for turnover.
Yes, interviewing methods, screening and psychometrics all have a part to play, but equally, it seems to me that there must be something more to this that what has already been discussed. On the other hand, is relying on hunches and intuition really the best way?
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Relying on hunches and intuition is not the best way in selecting employees and determining turnover risks.
Several months ago while chatting with Dr. Kenneth Brown at the U of Iowa, he raised the notion with me that there is some isolated research suggesting that an individual’s assessment relative to the Big Five can be predictive of future turnover. In short….that some individuals are natuarally disposed to frequent job changes. This seems quite intuitive and anectodally correct, but few have really tackled the notion with solid research.
Robert Edward Cenek
http://www.cenekreport.com
Trends and Research in the World of Work
Comment by Robert Edward Cenek — 5/6/2006 @ 12:52 pm
Hi Robert,
You may well be right… At a guess, I would imagine that a scale(s) of the Openness factor in the Big Five would be the place to start looking.
However, that said, I think the paper below makes me believe it is more of a long shot than anything which will lead to something of substancial value?
Do you have any views as to where these ideas might go?
Bruce
Reference;
Barrick, M., Mount, M. & Judge, T. (2001). Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next? International Journal of Selection and Assessment, 9, 12, 9.
Comment by Bruce Lewin — 7/6/2006 @ 12:42 pm