Chap 4: EMPLOYEE SELECTION: RECRUITING AND INTERVIEWING Flashcards
The process of attracting employees to an organization.
Recruitment
Recruiting employees from outside the organization.
External recruitment
Recruiting employees already
employed by the organization
Internal recruitment
Recruitment ads in which applicants are instructed to send their résumé to the company rather than call or apply in person.
Send-résumé ads
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.
Blind box
Employment agencies, often also called headhunters, that specialize in placing applicants in high-paying jobs.
Executive search firms
An organization that specializes in
finding jobs for applicants and finding applicants for organizations looking for employees
Employment agency
also called headhunters
Executive search firms
An employment service operated by a state or local government, designed to match applicants with job openings.
Public employment
agency
A method of recruitment in which
a current employee refers a friend or family member for a job.
Employee referral
A method of recruitment in which an organization sends out mass
mailings of information about job openings to potential applicants
Direct mail
A recruitment method in which several employers are available at one location so that many applicants can obtain information at one time.
Job fair
A method of recruitment in which job applicants are told both the positive and the negative aspects of a job
Realistic job preview (RJP)
A form of RJP that lowers an applicant’s expectations about the various aspects of the job.
Expectation-lowering procedure (ELP)
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.
Employment interview
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.
Structured interviews
An interview in which applicants
are not asked the same questions and in which there is no standard scoring system to score applicant answers.
Unstructured interview
7 Styles of Interview
One on One
Serial
Return
Panel
Group
Serial-Panel-Group
Medium
Face to face
Telephone
Videoconference
Written
Advantages of Structured Interviews
structured interviews are viewed more favorably by the courts(based on a job analysis and result in substantially lower adverse impact)
8 Problems with Unstructured Interviews
-Poor Intuitive ability
-Lack of Job relations
-Primacy effects
-Contrast Effects
-Negative-Information Bias
-Interview-Interviewee Similarity
-Interview Appearance
-Nonverbal Cues
The fact that information presented early in an interview carries more weight than information presented later.
Primacy effect
When the performance of one applicant affects the perception of the performance of the next applicant.
Contrast effect
The fact that negative information receives more weight in an employment decision than does positive information
Negative-information bias
Factors such as eye contact and posture that are not associated with actual words spoken.
Nonverbal communication
6 Types of Interview questions
clarifiers, disqualifiers, skill-level determiners, past-focused, future-focused, and organizational fit
A structured-interview technique
in which applicants are presented with a series of situations and asked how they would handle each one
Situational question
A structured interview in which the questions focus on behavior in previous jobs.
Patterned-behavior
description interview
(PBDI)
two main methods of scoring most answers:
typical-answer approach and key-issues approach
Some interview questions, especially skill-level determiners, can be scored simply on the basis of whether the answer given was correct or incorrect.
Right/Wrong Approach
Standard answers to interview questions, the quality of which has been agreed on by job experts.
Benchmark answers
A method of scoring interview answers that compares an applicant’s answer with benchmark answer
Typical-answer approach
A method of scoring interview answers that provides points for each part of an answer that matches the scoring key.
Key-issues approach
Types of Résumé
-Chronological résumé
-Functional résumé
-Psychological résumé
A formal summary of an applicant’s professional and educational background.
Résumé
Cover Letters contain a:
salutation, four basic paragraphs, and a closing signature
A letter that accompanies a résumé or job application.
Cover letter
Characteristics of Effective Résumés
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
