Abstract
Human Resources Managers are attempting to administer civil service selection systems to effectively meet the often competing needs of job seekers, taxpayers, hiring supervisors, and the many requirements of the legal, social and professional environments. As jobs become scarce and applicants more plentiful, the debate intensifies over whether to take steps to reduce the number of candidates who participate in examinations. The various stakeholders have widely polarized viewpoints on this subject. While acknowledging the unresolved philosophical issue, this paper explores available strategies for applicant reduction, which do not unfairly discriminate against any legally protected group. These strategies should be thoroughly evaluated and incorporated into an agency's selection procedures only after careful consideration of their impact on the overall objectives of the agency's civil service system.
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