RECRUITMENT AND RETENTION DECISIONS THAT MAXIMIZE THE UTILITY OF A PROBATIONARY SELECTION TO OBTAIN A FIXED QUOTA OF SUCCESSFUL SELECTEES
研究了在固定成功选拔者配额下，如何通过单队列或多队列方法优化招聘来源和留任决策，以最大化选拔效用，对人力资源从业者选择招聘策略有参考价值。
This article addresses the recruitment and retention decision problems that the selection practitioner faces when the objective is to maximize the utility of a fixed quota of successful selectees. Because the objective can be achieved by either a one‐cohort or a multiple cohort with replacement approach, two optimizing procedures are presented. Given information on the selection predictor and the available recruiting sources, both procedures identify the criterion cutoff value (i.e., the critical value of the observed job performance at the end of the probationary period) that makes the best differentiation between successful and unsuccessful selectees. In addition, the proposals indicate the combination of recruiting sources (one‐cohort approach) or the sequence of recruiting source combinations (multiple cohort approach) that, in combination with the optimal retention decision, result in the maximum possible utility of the predictor selected workforce. So, the article extends the previous contribution of, among others, Martin and Raju (1992) and Law and Myors (1993) to the case where not all the selectees are considered as successful. Also, the proposal recognizes the fact that the average quality of the applicants may vary across the recruitment sources.