indpsh2 Flashcards
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
Hiring Process
The process of attracting employees to an organization (Aamodt, 2015)
Recruitment:
The action or fact of carefully choosing someone or something as being the best or most suitable.
Selection:
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)
Affirmative Action
– sets of different policies developed in order to monitor and avoid unethical or mischievous recruitment practice.
Recruitment Policy
(Writing a Recruitment Advertisement)
– An emblem of the recruiting company is visible on the advertisement.
Company Emblem
(Writing a Recruitment Advertisement)
– Information about the job were accurate, feasible, and genuine.
Realistic Job Information
(Writing a Recruitment Advertisement)
– information about the job must be sufficient.
Detailed Job Information
(Writing a Recruitment Advertisement)
– the proper selection process was displayed.
Possible Selection Process
(Different recruitment methods)
– concern on recruiting applicants within the organization or is currently working for the company.
Internal Method/Sources
(Different recruitment methods)
– concern on recruiting candidates outside the organization.
External Method/Sources
(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.
Blind Box
(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.
point-of-purchase method
– also called as jobs-wanted or position-wanted ads that are placed by the applicant rather than the different organizations.
Situational Wanted Advertisement
– 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.
Selection
– 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.
Preliminary Screening
– 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,
Application Form
– a procedure designed to obtain in-depth information through personal and oral inquiries.
In-depth Interview
(Different interview styles)
– involves a single interviewer and an interviewee.
One on One Interview
(Different interview styles)
– involves a series of interviews from the hiring officer up to the department head.
Serial Interview
(Different interview styles)
– involves a number of interviewers usually with three or four members, and an interviewee.
Panel Interview
(Different interview styles)
– involves an interviewer and a number of interviewees that can be accommodated by the interviewer
Mass Interview
(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.
Written Interview
– 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.
Structured or Directive Interview
- 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.
Stress Interview
(Different types of interview questions)
– includes clarifying questions about the information provided in the resume and application forms.
Clarifier
(Different types of interview questions)
– includes questions that may disqualify an applicant from a wrong answer
Disqualifiers
(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.
Behavioral, Past Focus, or Patterned Behavior Description Interview
(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.
Situational or Future Focus Interview
(Different types of interview questions)
– questions that focus on the knowledge of the interviewee about his/her chosen discipline or career.
Skills, Skill-Level Determiner, or Knowledge Focus Interview
(Different types of interview questions)
– designed to assess how an applicant could fit in the organization.
Organizational Fit Focus
an unstructured conversational pattern in which an interviewer may pursue points of interests which are unrelated to his/her job application.
Unstructured or Nondirective Interview
(Problems in unstructured interviews)
– hiring decisions were based on gut feelings and subjective evaluations.
Poor Intuitive Ability
(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.
Primacy Effect
(Problems in unstructured interviews)
– the performance of one applicant affects the perception of an interviewer towards the following applicants.
contrast Effect
(Problems in unstructured interviews)
– applicants with similar characteristics or cultural background with the interviewer may receive high scores than other applicants.
Interviewer - Applicant Similarities
(Problems in unstructured interviews)
– when attractiveness bias influences an interviewer’s decision in the hiring process.
Interviewee Appearance
(Problems in unstructured interviews)
– appropriate and inappropriate nonverbal cues may influence interview results.
Non-verbal Communication
(Creating a Scoring Key for Interview Answers)
– scored based on correct and incorrect answers.
Right-Wrong Approach
(Creating a Scoring Key for Interview Answers)
– scored based on benchmark answers and then rated with a five point scale.
Typical-Answer Approach
(Creating a Scoring Key for Interview Answers)
– determined by Subject Matter Experts for a number of possible answers favorableness.
Benchmark Answers
(Creating a Scoring Key for Interview Answers)
– scored based on the key issues or word the applicant was able to tackle or provided.
Key-Issues Approach
– are structured written, visual or verbal evaluations administered in a standardized condition to asses cognitive, emotional and other functions of an individual.
Psychological Tests
(Characteristics of a Psychological Tests)
– administered following a strict and systematic procedures and conditions.
Standardization
(Characteristics of a Psychological Tests)
– test results are assessed based on numerical representations and eliminates subjective prejudice and biases.
Objectivity
(Characteristics of a Psychological Tests)
– a frame of reference is established where the obtained score is to be compared.
Norms
(Characteristics of a Psychological Tests)
– the overall consistency of the tests, where similar results will occur under consistent conditions.
Reliability
(Characteristics of a Psychological Tests)
– the degree to which a test measures what it purports to measure.
Validity
(Characteristics of a Psychological Tests)
– the degree to which the measure retains its validity and reliability across various contexts.
Generalizability
– tests that are supposed to be administered witha single applicant or respondent.
Individual Testing
– tests that are allowed to be administered with a certain number of applicants or respondents.
Group Testing
– tests that are administered with the help of electronic and technological processing unit.
Computerized Testing
– 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.
Speed and Power Tests
– tests where questions where written and printed in a questionnaire and answers are recorded on an answer sheet.
Paper-and-Pencil Tests
– usually takes longer than a paper and pencil test for it assesses an actual performance of an individual for a certain job or task.
Performance Tests
– ____ tests are tests that are guided by psychometric standardization, while ____ tests allow subjective evaluation that may include biases and prejudice.
Objective and Subjective Tests
