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 call rather than to apply in person or send résumés
Respond by calling
Recruitment ads that instruct applicants to apply in person rather than to call or send résumés
Apply-in-person ads
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
A job fair held on campus in which students can “tour” a company online, ask questions of recruiters, and electronically send résumés
Virtual job fair
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
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
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
Cost per applicant
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
Cost per qualified
applicant
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
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
A type of structured interview question that clarifies information on the résumé or application
Clarifier
A type of structured interview question in which a wrong answer will disqualify the applicant from further consideration
Disqualifier
A type of structured-interview question designed to tap an applicant’s knowledge or skill
Skill-level determiner
A type of structured interview question in which applicants are given a situation and asked how they would handle it
Future-focused question
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 type of structured-interview question that taps an applicant’s experience
Past-focused question
A structured interview in which the questions focus on behavior in previous jobs
Patterned-behavior
description interview
(PBDI)
A type of structured-interview question that taps how well an applicant’s personality and values will fit with the organizational culture
Organizational-fit
questions
A method of scoring interview answers that compares an applicant’s answer with benchmark answers
Typical-answer 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 provides points for each part of an answer that matches the scoring key
Key-issues approach
A letter that accompanies a résumé or job application
Cover letter
A formal summary of an applicant’s professional and educational background
Résumé
A résumé in which jobs are listed in order from most to least recent
Chronological résumé
A résumé format in which jobs are grouped by function rather than listed in order by date
Functional résumé
A résumé style that takes advantage of psychological principles pertaining to memory organization and impression formation
Psychological résumé
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
Averaging versus adding
model
