indpsh2

Question 1

It refers to the process of finding, attracting, selecting and hiring new employees to a company. This process has three key segments: Planning, Recruitment, and Selection

Answer 1

Hiring Process

Question 2

The process of attracting employees to an organization (Aamodt, 2015)

Answer 2

Recruitment:

Question 3

The action or fact of carefully choosing someone or something as being the best or most suitable.

Answer 3

Selection:

Question 4

is any measure, beyond simple termination of discriminatory practice, adopted to correct for past or present discrimination or to prevent discrimination from recurring in the future. (unless, it is BFOQ (Bonafide Occupational Qualification)

Answer 4

Affirmative Action

Question 5

– sets of different policies developed in order to monitor and avoid unethical or mischievous recruitment practice.

Answer 5

Recruitment Policy

Question 6

(Writing a Recruitment Advertisement)
– An emblem of the recruiting company is visible on the advertisement.

Answer 6

Company Emblem

Question 7

(Writing a Recruitment Advertisement)
– Information about the job were accurate, feasible, and genuine.

Answer 7

Realistic Job Information

Question 8

(Writing a Recruitment Advertisement)
– information about the job must be sufficient.

Answer 8

Detailed Job Information

Question 9

(Writing a Recruitment Advertisement)
– the proper selection process was displayed.

Answer 9

Possible Selection Process

Question 10

(Different recruitment methods)
– concern on recruiting applicants within the organization or is currently working for the company.

Answer 10

Internal Method/Sources

Question 11

(Different recruitment methods)
– concern on recruiting candidates outside the organization.

Answer 11

External Method/Sources

Question 12

(Type of external recruitment)
- Applicants to send their résumé to a box at the newspaper; neither the name nor the address of the company is provided.

Answer 12

Blind Box

Question 13

(Type of external recruitment)
- job vacancy notices are posted in places where customers or current employees are likely to see them: store windows, bulletin boards, restaurant placemats, and the sides of trucks.

Answer 13

point-of-purchase method

Question 14

– also called as jobs-wanted or position-wanted ads that are placed by the applicant rather than the different organizations.

Answer 14

Situational Wanted Advertisement

Question 15

– the process of choosing among the collected pool of applicants who applied for a certain position. It is the process in which the human resources or hiring department follows a structured series of steps that would help them decide on which among the recruits should be hired.

Answer 15

Selection

Question 16

– it includes the initial interviews and preliminary screening techniques for it only assesses obvious and observable factors such as communication skills, physical appearance and grooming, educational background, training, and experience. It provides a general impression of a certain individual or applicant.

Answer 16

Preliminary Screening

Question 17

– it is done by assessing an applicant’s employment application forms which were filled by those applicants who passed the preliminary screening it includes details such as: Schools Attended, Skills and Talents,

Answer 17

Application Form

Question 18

– a procedure designed to obtain in-depth information through personal and oral inquiries.

Answer 18

In-depth Interview

Question 19

(Different interview styles)
– involves a single interviewer and an interviewee.

Answer 19

One on One Interview

Question 20

(Different interview styles)
– involves a series of interviews from the hiring officer up to the department head.

Answer 20

Serial Interview

Question 21

(Different interview styles)
– involves a number of interviewers usually with three or four members, and an interviewee.

Answer 21

Panel Interview

Question 22

(Different interview styles)
– involves an interviewer and a number of interviewees that can be accommodated by the interviewer

Answer 22

Mass Interview

Question 23

(one of the mediums in conducting an interview)
–Interviews conducted by answering a series of interview questions and sending it through a regular mail or email.

Answer 23

Written Interview

Question 24

– an interview following an identified procedure and sequencing of questions. Questions are based on the results of the job analysis, with a standardized scoring key are provided to evaluate each answer and are all job related questions.

Answer 24

Structured or Directive Interview

Question 25

• An interview in which the applicant is made uncomfortable by a series of often rude questions. This technique helps identify hypersensitive applicants and those with low or high stress tolerance.

Answer 25

Stress Interview

Question 26

(Different types of interview questions)
– includes clarifying questions about the information provided in the resume and application forms.

Answer 26

Clarifier

Question 27

(Different types of interview questions)
– includes questions that may disqualify an applicant from a wrong answer

Answer 27

Disqualifiers

Question 28

(Different types of interview questions)
– considered being the best predictor of future performance. It focuses on what the applicant has done rather than what they can do.

Answer 28

Behavioral, Past Focus, or Patterned Behavior Description Interview

Question 29

(Different types of interview questions)
– can tap an applicant’s problem solving ability, experience, and common sense. A problematic situation will be given and the interviewee would suggest things that can solve the problem presented.

Answer 29

Situational or Future Focus Interview

Question 30

(Different types of interview questions)
– questions that focus on the knowledge of the interviewee about his/her chosen discipline or career.

Answer 30

Skills, Skill-Level Determiner, or Knowledge Focus Interview

Question 31

(Different types of interview questions)
– designed to assess how an applicant could fit in the organization.

Answer 31

Organizational Fit Focus

Question 32

an unstructured conversational pattern in which an interviewer may pursue points of interests which are unrelated to his/her job application.

Answer 32

Unstructured or Nondirective Interview

Question 33

(Problems in unstructured interviews)
– hiring decisions were based on gut feelings and subjective evaluations.

Answer 33

Poor Intuitive Ability

Question 34

(Problems in unstructured interviews)
– also known as first impression effect or halo effect which early information influences the overall perception of the interviewer all throughout the interview procedure.

Answer 34

Primacy Effect

Question 35

(Problems in unstructured interviews)
– the performance of one applicant affects the perception of an interviewer towards the following applicants.

Answer 35

contrast Effect

Question 36

(Problems in unstructured interviews)
– applicants with similar characteristics or cultural background with the interviewer may receive high scores than other applicants.

Answer 36

Interviewer - Applicant Similarities

Question 37

(Problems in unstructured interviews)
– when attractiveness bias influences an interviewer’s decision in the hiring process.

Answer 37

Interviewee Appearance

Question 38

(Problems in unstructured interviews)
– appropriate and inappropriate nonverbal cues may influence interview results.

Answer 38

Non-verbal Communication

Question 39

(Creating a Scoring Key for Interview Answers)
– scored based on correct and incorrect answers.

Answer 39

Right-Wrong Approach

Question 40

(Creating a Scoring Key for Interview Answers)
– scored based on benchmark answers and then rated with a five point scale.

Answer 40

Typical-Answer Approach

Question 41

(Creating a Scoring Key for Interview Answers)
– determined by Subject Matter Experts for a number of possible answers favorableness.

Answer 41

Benchmark Answers

Question 42

(Creating a Scoring Key for Interview Answers)
– scored based on the key issues or word the applicant was able to tackle or provided.

Answer 42

Key-Issues Approach

Question 43

– are structured written, visual or verbal evaluations administered in a standardized condition to asses cognitive, emotional and other functions of an individual.

Answer 43

Psychological Tests

Question 44

(Characteristics of a Psychological Tests)
– administered following a strict and systematic procedures and conditions.

Answer 44

Standardization

Question 45

(Characteristics of a Psychological Tests)
– test results are assessed based on numerical representations and eliminates subjective prejudice and biases.

Answer 45

Objectivity

Question 46

(Characteristics of a Psychological Tests)
– a frame of reference is established where the obtained score is to be compared.

Answer 46

Norms

Question 47

(Characteristics of a Psychological Tests)
– the overall consistency of the tests, where similar results will occur under consistent conditions.

Answer 47

Reliability

Question 48

(Characteristics of a Psychological Tests)
– the degree to which a test measures what it purports to measure.

Answer 48

Validity

Question 49

(Characteristics of a Psychological Tests)
– the degree to which the measure retains its validity and reliability across various contexts.

Answer 49

Generalizability

Question 50

– tests that are supposed to be administered witha single applicant or respondent.

Answer 50

Individual Testing

Question 51

– tests that are allowed to be administered with a certain number of applicants or respondents.

Answer 51

Group Testing

Question 52

– tests that are administered with the help of electronic and technological processing unit.

Answer 52

Computerized Testing

Question 53

– a _____ has a fix time limit which all test takers must conform, it usually contains easy to
moderate level questions. A_______may not have time limit for it contains a much difficult set of questions.

Answer 53

Speed and Power Tests

Question 54

– tests where questions where written and printed in a questionnaire and answers are recorded on an answer sheet.

Answer 54

Paper-and-Pencil Tests

Question 55

– usually takes longer than a paper and pencil test for it assesses an actual performance of an individual for a certain job or task.

Answer 55

Performance Tests

Question 56

– ____ tests are tests that are guided by psychometric standardization, while ____ tests allow subjective evaluation that may include biases and prejudice.

Answer 56

Objective and Subjective Tests