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I/O > Hiring Process > Flashcards

Hiring Process Flashcards

1
Q

determining the specific skills, roles, and number of employees the organization requires

A

hiring needs

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2
Q
  • evaluating current workforce
  • assess skills, experience, and performance to spot strengths and gaps
A

workforce analysis

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3
Q

align recruitment strategy with the organization’s objectives by ensuring each role supports overall company goals

A

business goals

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4
Q

based on current trends, technological advancements, and growth trajectories

A

future needs

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5
Q

determine the most effective channels and methods for recruiting candidates

A

recruitment strategy

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6
Q

provides a blueprint for attracting, screening, and retaining talent

A

recruitment plan

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7
Q

placed by applicants rather than by organizations

A

situation-wanted ads

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8
Q

allow organizations to list job openings and provide information about themselves and application requirements

A

employer-based website

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9
Q

involves using the internet to find potential candidates and display open job positions

A

online recruitment

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10
Q

remote opportunity for recruiters and job seekers to connect and discuss possible opportunities

A

virtual job fairs

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11
Q

critical document in the hiring process that outlines the details of a specific position within an organization

A

job description

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12
Q

most important component of writing a job description

A

job title

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13
Q

narrative picture of the job that highlights its general characteristics

A

job summary

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14
Q

includes technical skills or knowledge required for the job

A

key responsibilities

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15
Q

required qualifications that a candidate must meet to be considered for a position

A

skills and qualifications

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16
Q

includes location, hours of work, and salary

A

working conditions

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17
Q

involves promoting and making the job opening known to potential candidates

A

effective advertising

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18
Q

process by which organizations attract potential workers to apply for jobs

A

recruitment

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19
Q

recruitment method wherein job vacancy notices are posted in places where customers or current employees are likely to see them

A

point-of-purchase method

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20
Q

a candidate’s way to showcase their skills, qualifications, experience and personality when applying for jobs

A

resumes

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21
Q

list previous jobs in order from the most to least recent

A

chronological resumes

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22
Q

organizes jobs based on skills required to perform them rather than the order in which they were worked

A

functional resumes

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23
Q

contains the strength of both the chronological and functional styles and is based on psychological theory and research

A

psychological resumes

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24
Q

initial phase of reviewing information about job applicants to select individuals for jobs

A

initial screening

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25
Q

formal conversation between two or more people, typically with one person asking questions to obtain information, assess qualifications, or evaluate the suitability of a candidate for a job, admission, or other pusposes

A

interview

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26
Q

includes information about the company and the position, as well as a list of suggested questions and topics

A

interview guides

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27
Q

tool that companies can use to collect feedback from interviewers and other stakeholders about candidates

A

feedback forms

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28
Q

each criterion is assigned a point value, interviewers rate the candidates on each criterion using a rating scale

A

scorecards

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29
Q

lowers an applicant’s expectations about work and expectations in general and assures that new hires have a realistic grasp of the expectations and challenges of the work

A

ELP (Expectation-Lowering Procedure)

30
Q

gives perspective workers a fair, truthful, and impartial representation of what a position actually entails and is used to communicate both the good and bad aspects of a job

A

RLP (Realistic Job Preview)

31
Q
  • applicants are asked the same question in the same order
  • the interviewer asks a set of predetermined questions in a specific order
A

structured interviews

32
Q
  • applicants may be asked different questions
  • the interviewer has no predetermined set of questions
A

unstructured interviews

33
Q
  • mix of both structured and unstructured approaches
  • interviewer has a set of predetermined questions but can deviate and ask follow-up questions based on responses
A

semi-structured interviews

34
Q

in person interview and occur between one interviewer and one interviewee

A

one-to-one interviews

35
Q

combination of one-on-one meetings with a group of interviewers, typically conducted as a series of meetings staggered throughout the day

A

serial/series interviews

36
Q

indication of the employer’s increased interest in you as a potential employee

A

return interviews

37
Q

multiple interviewers question the candidates at the same time

A

panel interviews

38
Q

several candidates are interviewed together in a group setting

A

group interviews

39
Q

candidates meet with the interviewer in person, typically in an office or other designated location

A

face-to-face interviews

40
Q

candidates are screened and interviewed via telephones/cellular phones

A

telephone interviews

41
Q

interview that takes place remotely and uses video technology as the communication medium

A

video conference interviews

42
Q

questions asked about something that is unclear or hard to understand

A

clarifiers

43
Q

questions that contain the minimum requirements for a candidate to be eligible for a job

A

disqualifiers

44
Q

question designed to assess the applicant’s level of knowledge and experience in a particular area

A

skill-level determiners

45
Q

questions in which applicants are given a situation and asked how they would handle it

A

future-focused questions

46
Q

questions that tap an applicant’s experience

A

past-focused questions

47
Q

assessment used to provide an unbiased, validated evaluation of a candidate’s ability to perform the duties listed in the job description

A

skills test

48
Q

type of psychometric test used to assess cognitive skills and other specific abilities and behavioral traits

A

aptitude test

49
Q

ability to accurately process and interpret visual sensory information

A

perceptual ability test

50
Q

standardized assessment of how one’s brain functions

A

neurocognitive assessment

51
Q

valuable tool for assessing a candidate’s mental aptitude

A

cognitive ability test

52
Q

fictional problems are presented, which the players must actively work on and find a solution for

A

business games

53
Q

recreates realistic scenarios agents encounter in their role and immerses candidates into them

A

job simulations

54
Q

asks the applicant to pretend its the first day of a new job and he or she has found a series of items in his or her in-basket

A

in-basket technique

55
Q

requires a person to demonstrate how well he or she can perform the tasks involved in a job under standardized conditions

A

work samples

56
Q

measure of reliability obtained by administering the same test twice over a period of time to a group of individuals

A

test-retest reliability

57
Q

looking at items on a test and comparing the results

A

internal consistency reliability

58
Q

consistency of results between two different but equivalent forms of a test

A

alternate-form reliability

59
Q

consistency when different people who score the same test agree

A

scorer reliability

60
Q

applicants must meet or exceed the passing score on more than one selection test

A

multiple cut-off scores

61
Q

administering one test at a time so that applicants must pass that hurdle/test before being allowed to take the next test

A

multiple hurdle approach

62
Q

distinguishes acceptable from unacceptable performance

A

passing scores approach

63
Q

overall score of candidates is rank-ordered, from the highest-lowest

A

top-down selection

64
Q

screening tool used to verify job applicant information through official legal records

A

background checks

65
Q

contacting previous employers, supervisors, schools, and so forth to verify key employment and educational information and learn more about a candidate’s background, experiences, and skills

A

reference checking

66
Q

process of determining those applicants who are selected for hire vs those who are rejected

A

decision

67
Q

a predictor cutoff is implemented in order to separate applicants who passed from those who failed the test

A

predictor validity

68
Q

can be equated as the number of job openings divided by the number of applicants

A

selection ratio

69
Q

follow what they see as universal codes of practice and rules

A

universalist cultures

70
Q

put more emphasis on relationships and are willing to bend the rules in making selection decisions

A

particularist cultures

71
Q
A

I/O (2 decks)

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