Chapter 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 call
rather than to apply in person or
send résumés

Answer 4

Respond by calling

Question 5

Recruitment ads that instruct applicants to apply in person rather
than to call or send résumé

Answer 5

Apply-in-person ads

Question 6

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

Answer 6

Send-résumé ads

Question 7

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 7

Blind box

Question 8

A job fair
held on campus in which students can “tour” a company
online, ask questions of recruiters, and electronically send
résumés.

Answer 8

Virtual job fair

Question 9

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

Answer 9

Executive search firms

Question 10

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

Answer 10

Employment agency

Question 11

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

Answer 11

Public employment
agency

Question 12

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

Answer 12

Employee referral

Question 13

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

Answer 13

Direct mail

Question 14

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

Answer 14

Job fair

Question 15

The
amount of money spent on a
recruitment campaign divided by
the number of people that
subsequently apply for jobs as
a result of the recruitment
campaign.

Answer 15

Cost per applicant

Question 16

The amount of
money spent on a recruitment
campaign divided by the number of qualified people that
subsequently apply for jobs as
a result of the recruitment
campaign.

Answer 16

Cost per qualified
applicant

Question 17

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

Answer 17

Realistic job preview
(RJP)

Question 18

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

Answer 18

Expectation-lowering
procedure (ELP

Question 19

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 19

Employment interview

Question 20

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 20

Structured interviews

Question 21

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 21

Unstructured interview

Question 22

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

Answer 22

Contrast effect

Question 23

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

Answer 23

Negative-information
bias

Question 24

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

Answer 24

Nonverbal
communication

Question 25

A type of structured
interview question that clarifies
information on the résumé or
application

Answer 25

Clarifier

Question 26

A type of structured interview question in
which a wrong answer will
disqualify the applicant from
further consideration

Answer 26

Disqualifier

Question 27

A
type of structured-interview
question designed to tap an
applicant’s knowledge or skill

Answer 27

Skill-level determiner

Question 28

A type of structured interview
question in which applicants are
given a situation and asked how
they would handle it.

Answer 28

Future-focused question

Question 29

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

Answer 29

Situational question

Question 30

A
type of structured-interview
question that taps an applicant’s
experience

Answer 30

Past-focused question

Question 31

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

Answer 31

Patterned-behavior
description interview
(PBDI

Question 32

A type of
structured-interview question
that taps how well an applicant’s personality and valueswill
fit with the organizational
culture

Answer 32

Organizational-fit
questions

Question 33

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

Answer 33

Typical-answer approach

Question 34

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

Answer 34

Benchmark answers

Question 35

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

Answer 35

Key-issues approach

Question 36

A letter that
accompanies a résumé or job
application

Answer 36

Cover letter

Question 37

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

Answer 37

Resume

Question 38

A
résumé in which jobs are listed
in order from most to least
recent

Answer 38

Chronological résum

Question 39

A
résumé format in which jobs are
grouped by function rather than
listed in order by date

Answer 39

Functional résume

Question 40

A
résumé style that takes advantage of psychological principles
pertaining to memory organization and impression formation

Answer 40

Psychological résume

Question 41

A model proposed by
Anderson that postulates that
our impressions are based more
on the average value of each
impression than on the sum of
the values for each impression

Answer 41

Averaging versus adding
model