PROJECT 4

PERSONNEL RECRUITING 

Margaret J. Rys, Steve Hanna
Kansas State University

Proposed Grant $82,385

Abstract:
A reexamination of the “recruiter profile” is
 in order. Deming (1986), when referring to successful companies stated: "Companies obviously regard their employees as their most significant competitive asset and provide good general orientation and continuous training." If  the process for selection of recruiters is not matched to the current need for recruiters then the process is much less effective. 

The primary objectives of this research are:

· To define successful recruiter personality and characteristics, 
· To explore new processes for screening recruiter applicants, and
· To determine a revised profile of a successful recruiter.


This research will concentrate on developing techniques and decision tools used to recruit successfully as well as match workers to job assignments. Methods such as Principle Component Analysis, Eigenvector (for pairwise comparison of factors ) and Multi-Attribute Decision Methodology (MADM) will be used to evaluate the criteria for the new recruiter profile. The Myers-Briggs test will be utilized to match the personality traits to the profile needs. The MADM matrix will be used for both cardinal and ordinal ranking of potential recruiters. The new MADM method used can factor any quantitative and qualitative data considered into a single value. This new method of MADM will be tested and evaluated against the traditional methods.