f Flashcards
informs new employees
about the organization’s objectives, history,
philosophy, procedures, and rules includes a tour of
the entire facility.
organization orientation
is a process whose
major objectives is to reduce the anxiety level that
all new employees feel; to familiarize them with the
job, the work unit, and the organization; and to
embed organizational values, beliefs, and accepted
orientation
useful for physical
requirements and for insurance purposes related to
pre-existing conditions
physical examination
- dedicated facilities in which
job candidates undergo a series of performance
simulation tests to evaluate their managerial
potential.
assessment centers
is requiring applicants to actually
perform a task or set of tasks that are central to
successful job performance
work sampling
testing an
applicant’s ability to perform actual job behaviors,
use required skills, and demonstrate specific
knowledge of the job.
performance simulation tests
occur when a potential employer
contacts previous employers to verify information
that the applicant has provided. It is important to
ask good questions in order to get the information
necessary to make a good hiring decision
reference checks
background investigation include?
reference checks
performance simulation tests
work sampling
assessment centers
physical examinations
orientation
type of tests?
Intelligence: how smart are you?
Aptitude: can you learn to do it?
Attitude: how do you feel about it?
Ability: can you do it?
Interest: do you want to do it?
rovide standardized sets of
questions, uniform methods of recording
information, and standardized ratings of the
qualifications of applicants. If interviews are not
well structured and standardized, they can be
biased.
structured interviews
are conducive to
interviewer biases: favoring applicants who share
their values, giving undue weight to negative
information, and allowing the order in which
applicants are interviewed to influence evaluations.
unstructured interviews
are valuable for assessing an applicant’s
intelligence, level of motivation, and interpersonal
skills.
interviews
guidelines for conducting an interview
a. Plan the interview
b. Establish rapport
c. Ask questions
d. Close the interview.
e. Review the interview
Candidates who exhibit stronger nonverbal behavior
such as eye contact and energy level are perceived
as stronger by the interviewers.
influence of nonverbal behavior
When an adequate candidate is
preceded by either an outstanding, or a poor
candidate, by contrast he or she looks either less
satisfactory or much better.
candidate order
Anytime an interviewer is told that he or she must
hire a certain number of people within a short time
frame, poor selection decisions may be made
pressure to hire
When interviewers do not have a good
understanding of the job requirements, they do not
make good selections of candidates
poor knowledge of job
When an interviewer has received negative
information about candidate, through references or
other sources, he or she will almost always view the
candidate negatively.
negative emphasis
This is where the interviewer jumps to a conclusion
about the candidate during the first few minutes of
the interview.
snap judgements
How to Avoid Common Interviewing Mistakes
snap judgements
negative emphasis
poor knowledge of job
pressure to hire
candidate order
influence of nonverbal behavior
conveys job information to the applicant in an
unbiased manner, including both positive and
negative factors
realistic job previews
Intentionally creates anxiety to determine how an
applicant will react to stress on the job.
stress interview
One candidate is interviewed by several
representatives of the firm.
board interview
Several applicants interact in the presence of one or
more company representatives.
group interview
In a typical employment interview, the applicant
meets one-on-one with an interviewer
one on one interview
methods of interviewing
one on one interview
group interview
board interview
stress interview
derived from behaviors of successful employees are
prepared for use in rating applicant responses.
Questions asked in behavior description
interviewing are legally safe because they are job
related.
benchmark answers
A structured interview that uses questions designed
to probe the candidate’s past behavior in specific
situations.
behavior description interviewing
Seek to
determine the applicant’s willingness to conform to
the requirements of the job
worker requirements questions
Involve
situations in which an applicant may be actually
required to perform a sample task from the job.
job sample simulation questions
Probe the applicant’s
job-related knowledge.
job knowledge questions
Pose a hypothetical job
situation to determine what the applicant would do
in that situation.
situational questions
A structured interview typically contains
four types of question:
situational questions
job knowledge questions
job sample simulation questions
worker requirements questions
An interview consisting of a series of job-related
questions that are asked consistently of each
applicant for a particular job is known as structured
interview
The Structured (Directive or Patterned)
Interview
an interview where
probing, open-ended questions are asked
The Unstructured (Nondirective) Interview
types of interviews
The Unstructured (Nondirective) Interview
The Structured (Directive or Patterned)
Interview
Behavior Description Interviewing
ill-defined
but refers to management’s perception of the degree
to which the prospective employee will fit ni with,
for example, the firm’s culture or value system
hiring criterion that is not
prominently mentioned in the literature
organizational fit
normally
observed during the interview include physical
appearance, speaking ability, vocabulary, poise,
adaptability, and assertiveness.
personal qualities
If an individual cannot
work well with other employees, chances for
success are slim.
interpersonal skills
In the absence of
significant work experience, a person’s academic
background takes on greater importance
academic achievement
requires
determining the applicant’s skills, abilities, and
willingness to handle responsibility
occupational experience
content of the interview
occupational experience
academic achievement
interpersonal skills
personal qualities
organizational fit
essential to effective
employment interviews.
interview planning
goal-oriented conversation in which
the interviewer and applicant exchange information.
interviews
The Internet is increasingly being used to test
various skills required by applicants.
internet testing
For many years, another means used to verify
background information has been the
honest test/polygraph tests
determine
whether a person carries the gene mutation for
certain diseases, including heart disease, colon
cancer, breast cancer, and Huntington’s disease
genetic testing
necessary to ensure workplace
safety, security, and productivity.
drug and alcohol testing
have not been
as useful as other types of tests
emphasize
subjective interpretation, the services of a qualified
psychologist are required.
personality test
It indicates the occupation in which a person is most
interested and is most likely to receive satisfaction.
vocational interest test
It identifies a task or set of tasks that are
representative of the job.
work sample tests (simulation)
This sort of test is designed to measure a candidate’s
knowledge of the duties of the position for which he
or she is applying.
job knowledge tests
This type of test is used to measure strength,
coordination, and dexterity
psychomotor abilities tests
It measures an individual’s ability to learn, as well
as to perform a job.
cognitive aptitude test
