Chap 4: EMPLOYEE SELECTION: RECRUITING AND INTERVIEWING

Question 1

The process of attracting employees to an organization.

Answer 1

Recruitment

Question 2

Recruiting employees from outside the organization.

Answer 2

External recruitment

Question 3

Recruiting employees already
employed by the organization

Answer 3

Internal recruitment

Question 4

Recruitment ads in which applicants are instructed to send their résumé to the company rather than call or apply in person.

Answer 4

Send-résumé ads

Question 5

Recruitment ads that instruct applicants to send their résumé to a box at the newspaper; neither the name nor the address of the company is provided.

Answer 5

Blind box

Question 6

Employment agencies, often also called headhunters, that specialize in placing applicants in high-paying jobs.

Answer 6

Executive search firms

Question 7

An organization that specializes in
finding jobs for applicants and finding applicants for organizations looking for employees

Answer 7

Employment agency

Question 8

also called headhunters

Answer 8

Executive search firms

Question 9

An employment service operated by a state or local government, designed to match applicants with job openings.

Answer 9

Public employment
agency

Question 10

A method of recruitment in which
a current employee refers a friend or family member for a job.

Answer 10

Employee referral

Question 11

A method of recruitment in which an organization sends out mass
mailings of information about job openings to potential applicants

Answer 11

Direct mail

Question 12

A recruitment method in which several employers are available at one location so that many applicants can obtain information at one time.

Answer 12

Job fair

Question 13

A method of recruitment in which job applicants are told both the positive and the negative aspects of a job

Answer 13

Realistic job preview (RJP)

Question 14

A form of RJP that lowers an applicant’s expectations about the various aspects of the job.

Answer 14

Expectation-lowering procedure (ELP)

Question 15

A method of selecting employees
in which an interviewer asks questions of an applicant and then makes an employment decision based on the answers to the questions as well as the way in which the questions were answered.

Answer 15

Employment interview

Question 16

Interviews in which questions are based on a job analysis, every applicant is asked the same questions, and there is a standardized scoring system so that identical answers are given identical scores.

Answer 16

Structured interviews

Question 17

An interview in which applicants
are not asked the same questions and in which there is no standard scoring system to score applicant answers.

Answer 17

Unstructured interview

Question 18

7 Styles of Interview

Answer 18

One on One
Serial
Return
Panel
Group
Serial-Panel-Group

Question 19

Medium

Answer 19

Face to face
Telephone
Videoconference
Written

Question 20

Advantages of Structured Interviews

Answer 20

structured interviews are viewed more favorably by the courts(based on a job analysis and result in substantially lower adverse impact)

Question 21

8 Problems with Unstructured Interviews

Answer 21

-Poor Intuitive ability
-Lack of Job relations
-Primacy effects
-Contrast Effects
-Negative-Information Bias
-Interview-Interviewee Similarity
-Interview Appearance
-Nonverbal Cues

Question 22

The fact that information presented early in an interview carries more weight than information presented later.

Answer 22

Primacy effect

Question 23

When the performance of one applicant affects the perception of the performance of the next applicant.

Answer 23

Contrast effect

Question 24

The fact that negative information receives more weight in an employment decision than does positive information

Answer 24

Negative-information bias

Question 25

Factors such as eye contact and posture that are not associated with actual words spoken.

Answer 25

Nonverbal communication

Question 26

6 Types of Interview questions

Answer 26

clarifiers, disqualifiers, skill-level determiners, past-focused, future-focused, and organizational fit

Question 27

A structured-interview technique
in which applicants are presented with a series of situations and asked how they would handle each one

Answer 27

Situational question

Question 28

A structured interview in which the questions focus on behavior in previous jobs.

Answer 28

Patterned-behavior
description interview
(PBDI)

Question 29

two main methods of scoring most answers:

Answer 29

typical-answer approach and key-issues approach

Question 30

Some interview questions, especially skill-level determiners, can be scored simply on the basis of whether the answer given was correct or incorrect.

Answer 30

Right/Wrong Approach

Question 31

Standard answers to interview questions, the quality of which has been agreed on by job experts.

Answer 31

Benchmark answers

Question 32

A method of scoring interview answers that compares an applicant’s answer with benchmark answer

Answer 32

Typical-answer approach

Question 33

A method of scoring interview answers that provides points for each part of an answer that matches the scoring key.

Answer 33

Key-issues approach

Question 34

Types of Résumé

Answer 34

-Chronological résumé
-Functional résumé
-Psychological résumé

Question 35

A formal summary of an applicant’s professional and educational background.

Answer 35

Résumé

Question 36

Cover Letters contain a:

Answer 36

salutation, four basic paragraphs, and a closing signature

Question 37

A letter that accompanies a résumé or job application.

Answer 37

Cover letter

Question 38

Characteristics of Effective Résumés

Answer 38

1.The résumé must be attractive and easy to read.
2.The résumé cannot contain typing, spelling, grammatical, or factual mistakes
3.The résumé should make the applicant look as qualified as possible—without lying