Intelligence and Executive Recruitment

Intelligence and Executive Recruitment: Cognitive Ability Tests in selection has become a hot topic in regards to recruiting executives and is seen by many as the main predictor of success.

• Economic Climate and Recruitment: The job market has changed dramatically over the last 3 years with the economic challenges. Research the impact of this on staffing and recruiting.
• Recruiting in a Globalized Economy. The effect of globalization on the job market in the U.S.
• The impact of proper selection methods on retention or discuss current popular testing methods used for selection and their validity.
• Diversity Issues: There is a variety of different topics around diversity – how to encourage diversity, the advantages of a diverse workforce, a look at company’s that have diversity programs, or how to implement a diversity program.
• Recruiting Top Talent: The trend has been to focus on hiring for talent rather than experience. A variety of research topics could center on this from why this trend, to how to select for talent, and how to interview for talent.
• Aging Population and the effect of the Baby Boomers nearing Retirement on Recruitment
• The Internet and Recruiting: How has the Internet and Social Media changed the world of recruiting.
• Hiring the Veteran– look at the advantages, impact on the job market, what does the future job market look like for veterans, etc.
• Job Competencies– How are job competencies different today, what skills are most valuable to today’s workforce, pick an industry and discuss competencies required and how to best select for those competencies or take the article in the suggested readings list by Daniel Pink and back up this discussion.
• New Technologies– how have new technological interventions affected the recruitment process.
• Metrics and Recruiting and Staffing– the importance of metrics on HR and connecting this area to the strategic initiatives of the organization, how to improve reporting and metrics to provide impact.
• Scorecards– What metrics should be included, how to implement, value of metrics to overall strategy.
• Case Study– looks at your organization and provide an analysis of current practices in recruiting and possible need for improvement.
• Employment Branding– what are the benefits, how does it impact recruiting efforts.
• Assessment Tests for fit– what tests are available for testing for cultural fit and their validity and reliability and impact on retention.
• Cultural fit– is it necessary for success or risks associated with creating a homogeneous organization – legal ramifications and impact on growth and innovativeness

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ANNOTATED BIBLIOGRAPHY

An annotated bibliography is a list of citations to books, articles, and documents. Each citation is followed by a brief (up to 150 words) descriptive and evaluative paragraph, the annotation. The purpose of the annotation is to inform the reader of the relevance, accuracy, and quality of the sources cited.

You should provide the following:

• A brief description of the author’s topic, thesis, methodology. Discuss what kind of evidence the author draws upon and provide a concise outline of the main points of the article.
• The most important aspect of the annotation is to include your critical evaluation of the source’s usefulness in your research.
• No more than 150 words for each annotation.

EXECUTIVE SUMMARY

• Should be at least 1 page but no more than 2 pages, double-spaced (in addition to the 4-6 pages of your research).
• Should be directed at the CEO – THIS IS IMPORTANT THAT YOU FOCUS ON YOUR AUDIENCE!!
• Grammar and writing count!!
• Accuracy is essential because decisions will be made based on your summary by a CEO who may not have read your original paper.
• The summary should include a concise statement of the conclusion you reached after conducting your analysis and/or research. For example, if you are conducting research on the impact of social media on recruiting, you may conclude to the CEO that several forms of social media you found in your research are used in your industry and should be used at your company to remain competitive in your recruiting efforts