Midterms 2 Flashcards
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
TYPES OF INTERVIEWS
Structured Interview
Unstructured Interview
Semi structured 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
answers are given identical scores.
Structured Interview
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-
a data
collection method that relies on asking
questions within predetermined thematic
framework
Semi structured Interview-
Determined by the source of questions, the
extent to which all applicants are asked the
same questions, and the structure of the
system used to score the answer.
STRUCTURE
STYLE
One-on-one interviews
Serial interviews
Return interviews
Panel interview
Group interview
- involve one
interviewer interviewing one applicant.
One-on-one interviews
involve a series of single
interviews.
Serial interviews-
are similar to serial
interviews with the difference being passing
of time between the first and subsequent
interview.
Return interviews-
- have multiple interviewers
asking questions and evaluating answers of
the applicant at the same time
Panel interview
have multiple applicants
answering questions during the same
interview.
Group interview-
MEDIUM
Face-to-face interview
Telephone interviews
Video Conference interviews
Written interviews
both the interviewer
and the applicant are in the same room
Face-to-face interview-
are often used
screen applicants but do not allow the use of
visual cues (not always a bad thing).
Telephone interviews-
are
conducted at remote sites
Video Conference interviews-
- involve the applicant
answering a series of written questions and
then sending the answer back through
regular mail or through email
Written interviews
CREATING INTERVIEW QUESTIONS
Clarifiers
Disqualifiers
Skill-level determiner
Futured-focused question
Past-focused question
Organizational-fit question
- interview questions that clarify
information on the résumé or application.
Clarifiers
- interview questions in which a
wrong answer will disqualify the applicant
from further consideration.
Disqualifiers
- interview question
designed to tap an applicant’s knowledge or
skill
Skill-level determiner
- interview
question in which applicants are given a
situation and asked how they would handle it
Futured-focused question
- interview question
that taps an applicant’s experience.
Past-focused question
interview
question that taps how well an applicant’s
personality and values will fit with the
organizational culture.
Organizational-fit question-
TYPES OF RESUME
●
Chronological résumé
Functional résumé
Psychological 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-
- process of confirming the
accuracy of information provided by an
applicant.
Reference Check
- the expression of an opinion,
either orally or through a written checklist,
regarding an applicant’s ability, previous
performance, work habits, character, or
potential for future success.
Reference
- a letter
expressing an opinion regarding an
applicant’s ability, envious performance,
work habits, character, or for future success.
(positive lang dapat ang laman ng letter)
Letter of recommendation
REASONS for USING REFERENCE AND
RECOMMENDATION
Confirming details on résumé
Checking for Discipline Problems
Discovering New Information About the
Applicant
Predicting Future Performance
PREDICTING PERFORMANCE USING…
Applicant training and Education
Applicant Knowledge
Applicant Ability
Applicant Skill
Prior Experience
Applicant Skill
●
Work Samples
Assessment Centers
Simulation
In-basket technique
Business Game
- a method of
selecting employees in which an
applicant is asked to perform
samples of actual job-related tasks.
Work Samples
- method of
selecting employees in which
applicants participate in several
job-related activities, at least one of
which must be a simulation, and are
rated by several trained
evaluations
Assessment Centers
real backbone of the
assessment center because they
enable assessors to see an
applicant “in action”.
Simulation-
- designed to
simulate the types of daily
information that appear on a
manager’s or employee’s desk.
In-basket technique
- an exercise
usually found in assessment
centers, that is designed to simulate
the business and marketing
Business Game
