Effective selection of recruiters is essential to the success of recruitment. To meet this objective, the Recruiter Selection Battery- Experimental (RSB-X) was developed. The RSB-X was administered to over 400 recruiters who entered the Army Recruiting Course during May and June 1985. This report documents the results of the first stages of an attempt to examine the ability of the RSB-X and other characteristics to predict recruiter success. On the basis of interviews with key U.S. Army Recruiting Command personnel and examination of performance records for the sample of recruiters, a definition of recruiter success was developed was developed, multiple measures of recruiter performance documented, and data elements of the RSB-X described. These preliminary activities indicate that an assessment of the ability of the RSB-X and other characteristics gathered at the same time to predict recruiter success can proceed efficiently. (KR).

Traditional performance metrics, such as number of contracts signed per month per Army recruiter, do not adequately measure recruiter effort, skill, and productivity. The authors develop a "preferred performance metric" that takes into account the difficulty of recruiting different types of youth in various markets and propose short-term changes to the system that would more accurately assess recruiter effort and skill.

Personnel selection is changing. Whilst traditional face-to-face interviews are still common, the range of assessment processes that inform the selection of candidates is increasingly diverse, taking advantage not only of new technologies, but also using new methods and strategies, such as assessment centres and personality testing. This new collection looks at the most important contemporary issues in recruitment, selection and assessment today, highlighting the latest research from the perspective of both recruiter and applicant. The book is written by an international range of prominent scholars in this area, and provides up-to-date analysis of key topic areas, including: How measurements of intelligence can impact on recruitment policies The use and value of personality tests An analysis of social interaction in the interview process The value and impact of video resumes in recruitment How social networks affect how applicants are perceived Job analysis and competencies modelling Part of the Current Issues in Work & Organizational Psychology series, this is an important book that shines a light on the latest theory and practice in employee recruitment. It will interest not only students and researchers of Organizational Psychology, HRM and Business and Management, but will also engage professionals in the field.