Midterms 2

Question 1

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.

Answer 1

EMPLOYMENT INTERVIEW

Question 2

TYPES OF INTERVIEWS

Answer 2

Structured Interview
Unstructured Interview
Semi structured Interview

Question 3

• 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.

Answer 3

Structured Interview

Question 4

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

Answer 4

Unstructured Interview-

Question 5

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

Answer 5

Semi structured Interview-

Question 6

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.

Answer 6

STRUCTURE

Question 7

STYLE

Answer 7

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

Question 8

• involve one
  interviewer interviewing one applicant.

Answer 8

One-on-one interviews

Question 9

involve a series of single
interviews.

Answer 9

Serial interviews-

Question 10

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

Answer 10

Return interviews-

Question 11

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

Answer 11

Panel interview

Question 12

have multiple applicants
answering questions during the same
interview.

Answer 12

Group interview-

Question 13

MEDIUM

Answer 13

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

Question 14

both the interviewer
and the applicant are in the same room

Answer 14

Face-to-face interview-

Question 15

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

Answer 15

Telephone interviews-

Question 16

are
conducted at remote sites

Answer 16

Video Conference interviews-

Question 17

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

Answer 17

Written interviews

Question 18

CREATING INTERVIEW QUESTIONS

Answer 18

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

Question 19

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

Answer 19

Clarifiers

Question 20

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

Answer 20

Disqualifiers

Question 21

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

Answer 21

Skill-level determiner

Question 22

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

Answer 22

Futured-focused question

Question 23

• interview question
  that taps an applicant’s experience.

Answer 23

Past-focused question

Question 24

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

Answer 24

Organizational-fit question-

Question 25

TYPES OF RESUME
●

Answer 25

Chronological résumé
Functional résumé
Psychological résumé

Question 26

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

Answer 26

Chronological résumé

Question 27

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

Answer 27

Functional résumé

Question 28

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

Answer 28

Psychological résumé-

Question 29

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

Answer 29

Reference Check

Question 30

• 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.

Answer 30

Reference

Question 31

• 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)

Answer 31

Letter of recommendation

Question 32

REASONS for USING REFERENCE AND
RECOMMENDATION

Answer 32

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

Question 33

PREDICTING PERFORMANCE USING…

Answer 33

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

Question 34

Applicant Skill
●

Answer 34

Work Samples
Assessment Centers
Simulation
In-basket technique
Business Game

Question 35

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

Answer 35

Work Samples

Question 36

• 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

Answer 36

Assessment Centers

Question 37

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

Answer 37

Simulation-

Question 38

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

Answer 38

In-basket technique

Question 39

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

Answer 39

Business Game