Midterms 2 Flashcards

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1
Q

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.

A

EMPLOYMENT INTERVIEW

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2
Q

TYPES OF INTERVIEWS

A

Structured Interview
Unstructured Interview
Semi structured Interview

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3
Q
  • 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.
A

Structured Interview

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4
Q

an interview in
which applicants are not asked the same
questions and in which there is no standard
scoring system to score applicant answers

A

Unstructured Interview-

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5
Q

a data
collection method that relies on asking
questions within predetermined thematic
framework

A

Semi structured Interview-

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6
Q

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.

A

STRUCTURE

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7
Q

STYLE

A

One-on-one interviews
Serial interviews
Return interviews
Panel interview
Group interview

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8
Q
  • involve one
    interviewer interviewing one applicant.
A

One-on-one interviews

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9
Q

involve a series of single
interviews.

A

Serial interviews-

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10
Q

are similar to serial
interviews with the difference being passing
of time between the first and subsequent
interview.

A

Return interviews-

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11
Q
  • have multiple interviewers
    asking questions and evaluating answers of
    the applicant at the same time
A

Panel interview

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12
Q

have multiple applicants
answering questions during the same
interview.

A

Group interview-

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13
Q

MEDIUM

A

Face-to-face interview
Telephone interviews
Video Conference interviews
Written interviews

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14
Q

both the interviewer
and the applicant are in the same room

A

Face-to-face interview-

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15
Q

are often used
screen applicants but do not allow the use of
visual cues (not always a bad thing).

A

Telephone interviews-

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16
Q

are
conducted at remote sites

A

Video Conference interviews-

17
Q
  • involve the applicant
    answering a series of written questions and
    then sending the answer back through
    regular mail or through email
A

Written interviews

18
Q

CREATING INTERVIEW QUESTIONS

A

Clarifiers
Disqualifiers
Skill-level determiner
Futured-focused question
Past-focused question
Organizational-fit question

19
Q
  • interview questions that clarify
    information on the résumé or application.
A

Clarifiers

20
Q
  • interview questions in which a
    wrong answer will disqualify the applicant
    from further consideration.
A

Disqualifiers

21
Q
  • interview question
    designed to tap an applicant’s knowledge or
    skill
A

Skill-level determiner

22
Q
  • interview
    question in which applicants are given a
    situation and asked how they would handle it
A

Futured-focused question

23
Q
  • interview question
    that taps an applicant’s experience.
A

Past-focused question

24
Q

interview
question that taps how well an applicant’s
personality and values will fit with the
organizational culture.

A

Organizational-fit question-

25
Q

TYPES OF RESUME

A

Chronological résumé
Functional résumé
Psychological résumé

26
Q
  • a résumé in which
    jobs are listed in order from most to least
    recent
A

Chronological résumé

27
Q
  • a résumé format in
    which jobs are grouped by function rather
    than listed in order by date.
A

Functional résumé

28
Q

a résumé style that
takes advantage of psychological principles
pertaining to memory organization and
impression formation.

A

Psychological résumé-

29
Q
  • process of confirming the
    accuracy of information provided by an
    applicant.
A

Reference Check

30
Q
  • 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.
A

Reference

31
Q
  • 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)
A

Letter of recommendation

32
Q

REASONS for USING REFERENCE AND
RECOMMENDATION

A

Confirming details on résumé
Checking for Discipline Problems
Discovering New Information About the
Applicant
Predicting Future Performance

33
Q

PREDICTING PERFORMANCE USING…

A

Applicant training and Education
Applicant Knowledge
Applicant Ability
Applicant Skill
Prior Experience

34
Q

Applicant Skill

A

Work Samples
Assessment Centers
Simulation
In-basket technique
Business Game

35
Q
  • a method of
    selecting employees in which an
    applicant is asked to perform
    samples of actual job-related tasks.
A

Work Samples

36
Q
  • 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
A

Assessment Centers

37
Q

real backbone of the
assessment center because they
enable assessors to see an
applicant “in action”.

A

Simulation-

38
Q
  • designed to
    simulate the types of daily
    information that appear on a
    manager’s or employee’s desk.
A

In-basket technique

39
Q
  • an exercise
    usually found in assessment
    centers, that is designed to simulate
    the business and marketing
A

Business Game