As explored in ASSESSING EXTERNAL JOB CANDIDATES, when internal staffing is not effective at filling openings, external staffing is necessary. Even if a firm's applicant pool contains some people who would make great hires, if the firm's assessment system can't identify them they will not become employees. The primary goal of external candidate assessment is to identify the job candidates who fit the person specification for the job being filled, and to identify people who would likely be poor performers and screen them out. The assessment system should also evaluate candidates' fit with the organization, group, and supervisor and their ability to contribute to business strategy execution. This allows a firm to identify the job candidates best able to perform the open job and best able to help the company execute its business strategy and enhance its competitive advantage. This practical resource includes a discussion of different external assessment methods and their strengths and weaknesses. Book jacket.

Jean M. Phillips and Stanley M. Gully have their doctorates in human resources and are professors of human resource management at Rutgers University. They are the coauthors of Strategic Staffing. They both live in Annandale, New Jersey.