Deck 6

Question 1

Selection Interviews

Answer 1

unstructured (nondirective) interview
structured (directive) interview

Question 2

Avoiding discrimination in interviews

Answer 2

-use objective/job related questions
-standardize interview administration
-use multiple interviewers

Question 3

types of questions asked

Answer 3

-situational
-behavioral
-job related
-stress

Question 4

ways in which interview can be conducted

Answer 4

-unstructured sequential interview
-panel interview
-phone interviews
-video assisted interviews
-computerized interviews
-mass interview
-structured sequential interview

Question 5

3 ways to make the interview useful

Answer 5

1. structure the interview to increase its validity
2. carefully choose what sorts of traits are to be assessed
3. beware of committing interviewing errors

Question 6

factors affecting an interviews usefullness

Answer 6

-first impressions
-interviewer’s misunderstanding of the job
-candidate order error and pressure to hire
-nonverbal behavior and impression management
-applicant’s personal characteristics
-interviewer’s inadvertent behavior

Question 7

the structured situational interview

Answer 7

1. analyze the job
2. rate the job’s main duties
3. create interview questions
4. create benchmark answers
5. appoint the interview panel and conduct interviews

Question 8

how to conduct a more effective interview

Answer 8

1. structure the interview
2. know the job
3. get organized
4. establish rapport
5. ask questions
6. take brief notes
7. close the interview
8. review the interview

Question 9

creating effective interview structures

Answer 9

-base questions on actual job duties
-use job knowledge situational or behavioral questions and objective criteria to evaluate interviewee’s responses
-use the same questions with all candidates
-use descriptive rating scales to rate answers
-if possible use a standardized interview form

Question 10

using a streamlined interview process

Answer 10

1. prepare for the interview
2. formulate questions to ask in the interview
3. conduct the interview
4. match the candidate to the job

Question 11

guidelines for the interviewee

Answer 11

-preparation is essential
-uncover the interviewer’s real needs
-relate yourself to the interviewer’s needs
-think before answering
-remember that appearance and enthusiasm are important
-make a good first impression
-ask questions

Question 12

purpose of orientation

Answer 12

-feel welcome and at ease
-understand the organization
-know what is expected in work and behavior
-begin the socialization process

Question 13

the orientation process

Answer 13

-employee benefit information
-personnel policies
-daily routine
-company organization and operations
-safety measures and regulations
-facilities tour

Question 14

training

Answer 14

process of teaching new employees the basic skills they need to perform their jobs

Question 15

hallmark

Answer 15

a feature or quality that is typical of something

Question 16

negligent

Answer 16

failing to give somebody/something enough care or attention, especially when this has serious results

Question 17

training strategic context

Answer 17

-the aims of firm’s training programs must make sense in terms of the company’s strategic goals
-training fosters employee learning, which results in enhanced organizational performance

Question 18

the 4 step training process

Answer 18

1. needs analysis
2. instructional design
3. program implementation
4. evaluation

Question 19

make the learning meaningful

Answer 19

1. at the start of training provide a bird’s eye view of the material
2. use a variety of familiar examples
3. organize the info so you can present it
4. use terms and concepts that’re familiar
5. use as many VAs as possible
6. create a perceived training need in trainees’ minds

Question 20

make skills transfer easy

Answer 20

1. maximize the similarity between the training and the work
2. provide adequate practice
3. label or identify each feature of the machine and step in the process
4. direct the trainees’ attention to important aspects of the job
5. provide preparatory info that lets trainees know what might happen back on the job