Outcome 2 / initial screen

Question 1

Summary

Answer 1

Initial applicants ( résumés and cover letters, application forms, references, Internet checks and phone screening)

the employment interview
remains central to the selection process

Most interviews are
conducted in person, but they can also be conducted
via video or phone or administered by a computer
(automated).

Question 2

Cover letter and resumes

Answer 2

reviewed first skills, abilities, education, or experience

Evaluating résumés can be a subjective process

Bias can also enter the process.

Job description criteria are placed in the left-hand column of the grid, based on a scale as to whether the skills outlined in their résumés and cover letters match the job.
résumé-screening software

Question 3

1. Internet checks and phone screening

Answer 3

Google the candidate
Short phone interviews
screening interviews,

Question 4

video résumés

Answer 4

Short video clips that highlight applicants’ qualifications beyond what they can communicate on their résumé

Question 5

Application Forms

Answer 5

Asking applicants to transcribe specific résumé material onto a standardized application form

Application date.
Educational background.
Experience
Arrests and criminal convictions.
Country of citizenship.
References
Disabilities

weighted application blank
(WAB)

Question 6

2. Employment Interviews

Answer 6

reasons:

1. it is especially practical when there are only a small number of applicants
2. it serves other purposes, such as public relations
3. interviewers maintain great faith and confidence in their judgments

Question 7

nondirective interview

Answer 7

An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks

Question 8

structured interview

Answer 8

An interview in which a set of standardized questions with an established set of answers is used

Question 9

situational interview

Answer 9

An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it

Question 10

behavioral description interview (BDI)

Answer 10

An interview in which an applicant is asked questions about what he or she did in a given situation

Question 11

panel interview

Answer 11

An interview in which a board of interviewers questions and observes a single candidate

Question 12

sequential interview

Answer 12

A format in which a candidate is interviewed by multiple people, one right after another

Question 13

Interviewer Training

Answer 13

1. Understand the job
2. Establish an interview plan
3. Establish and maintain rapport and listen actively
4. Pay attention to nonverbal cues.
5. Provide information as freely and honestly as possible
6. Use questions effectively
7. Separate facts from inferences
8. Recognize biases and stereotypes
9. Avoid the “halo error,” or judging an individual favourably or unfavourably
   overall on the basis of only one strong point (or weak point) on which you
   place high value.
10. Control the course of the interview
11. Standardize the questions asked