To start generating solutions, I would first follow the advice recommended by Gatewood, Field, and Barrick (2011) in that I would first perform a job analysis on the positions I am trying to obtain recruit for. To conduct this job analysis, I would gather data on the KSAs needed for the position by completing in-person interviews with SMEs in an individual or group setting, using a structured interview to obtain clear results. The job analysis will provide me with information on the relevant dimensions of job performance and the identification of KSAs necessary for the job. However, the job analysis must be conducted fully from a legal and defensible perspective. Gatewood, Field, and Barrick (2011) recommend a variety of ways to achieve this, ranging from using a professional job analyst, to ensuring that KSAs are mentioned more frequently as the type of information to be identified through analyses. From this, I will then be able to formulate a complete and correct job description that offers candidates a realistic preview of the job and also allows me to develop relevant selection devices. My next step would be to take a look at previous recruiting strategies used by On-Demand Transport to evaluate their effectiveness and areas for improvement. Using historical data, I will also be able to show improved effectiveness of my recruiting solutions. To demonstrate the effectiveness of my recruiting plan, I would use the advice of Gatewood, Field, and Barrick (2011). They recommended a set of recruitment metrics to get a more complete picture of recruitment effectiveness. I would first like to evaluate past recruiting strategies so that I can compare the newly implemented recruiting plan to the old strategies used by On D...... middle of document ......ning and experience ratings for selection procedures. As Gatewood, Field, and Barrick (2011) explained in their section on T&E assessments, T&E assessments are useful for making quick, initial screening decisions, especially when there are large quantities of questions to review. With on-demand transportation, the goal is to increase the effectiveness of selection procedures, and while T&E assessments have been shown to have a high degree of reliability (>.80), validity measures have shown a modest coefficient. A big caveat to the measure is that they are also time consuming, the asker needs analytical and writing skills, and there are accuracy issues especially if the appropriateness of the responses would be obvious to the asker. Overall, I believe the cost-benefit ratio is too high and would not provide on-demand transportation with the best value for money.