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INDUSTRIAL PSYCH > PRELIMS LESSON 2 > Flashcards

PRELIMS LESSON 2 Flashcards

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1
Q

process of search for and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from time to time in the organization

A

Recruitment

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2
Q

STEPS IN RECRUITMENT AND HIRING

A

STEP 1: IDENTIFY VACANCY AND EVALUATE NEED
STEP 2: DEVELOP POSITION DESCRIPTION
STEP 3: DEVELOP RECRUITMENT PLAN
STEP 4: SELECT SEARCH COMMITTEE
STEP 5: POST POSITION AND IMPLEMENT RECRUITMENT PLAN
STEP 6: REVIEW APPLICANTS AND DEVELOP SHORT LIST
STEP 7: CONDUCT INTERVIEW
STEP 8: SELECT HIRE
STEP 9: FINALIZE RECRUITMENT

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3
Q

When it is determined a new position is needed, it is important to:

A

Newly Created Position

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4
Q

When attrition occurs, replacing the role is typically the logical step to take

A

Replacement

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5
Q

A DECREASE IN THE WORKFORCE

A

ATTRITION

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6
Q

the core of a successful recruitment process

A

position description

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7
Q

used to develop interview questions, interview evaluations, and reference check questions

A

position description

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8
Q

what should the hiring manager identify prior to developing a job description?

A

General Information, Position Purpose, Essential Functions, Minimum Requirements Preferred Qualifications

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9
Q

contains advertising channels to be used to achieve the goals of the recruitment plan

A

position’s placement goals

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10
Q

typically developed by the hiring manager in conjunction with the Departmental HR Coordinator

A

recruitment plan

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11
Q

Recruitment plan elements:

A
  • Posting Period
  • Placement Goals
  • Additional Advertising Resources
  • Diversity Agencies
  • Resume Banks
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12
Q

Major Sources of candidates to fill a vacant position

A

Internal Source

External Source

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13
Q

these are the qualified candidates from the company and within the ranks of its present employees.

A

Internal Source

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14
Q

effects of hiring internally

A
  • It boosts employee morale
  • Career development
  • Less expensive of time and resources
  • Best applicable for supervisory or mid-level positions.
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15
Q

2 Internal Sources of Recruitment

A

Promotion

Transfer

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16
Q

reassignment of an employee to a higher promotion

A

Promotion

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17
Q

Selection of talented personnel from other branches of the company to another branch where there is a shortage of people

A

Transfer

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18
Q

why do companies hire from outside their company employees?

A
  • No one from within among the next rank or employees can successfully perform the job.
  • New vacant position requires added skills due to new technology
  • Culture of conflict vying for a new position
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19
Q

Recruitment Methods

A
  1. Job posting
  2. The Word- of -Mouth System
  3. Advertising media
  4. Walk ins and Unsolicited applicants
  5. Campus and University Recruitment
  6. Job Fair and Open House
  7. Government Agencies
  8. The internet
  9. Recruitment Agency
  10. Executive Search firms
  11. Employee referral/ Personal recommendations referral of acquaintances or friends.
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20
Q

When a position becomes available it is posted on the company bulletin board for the information of interested parties.

A

Job posting

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21
Q

considered as the least expensive.

A

The Word- of -Mouth System

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22
Q

Advertisements and promotions typically include important information such as the location, job title, description, compensation package, and instructions on how to apply for jobs.

A

Advertising media

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23
Q
  • soliciting applicants through media, newspapers, magazines, radio, television
A

Advertising media

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24
Q

organizations send recruiters to college to interview students for available positions

A

Campus and University Recruitment

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25
Q

organizational representatives of the company gather and interview several applicants over a period of time in some specified field. (big events, malls, and city halls)

A

Job Fair and Open House `

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26
Q

an employment service operated by a state or a local government, designed to match applicants with job openings.

A

. Government Agencies

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27
Q

person/entity engaged in recruitment and placement of workers for a fee which is charged directly/indirectly to workers/employers or both.

A

. Recruitment Agency

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28
Q

Head hunters, a consultancy agency, for hiring executive or managerial positions.

A

Executive Search firms

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29
Q

form to ensure applicants selected for an interview and final consideration are evaluated by more than one individual to minimize the potential for personal bias

A

selection committee

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30
Q

hiring managers make this committee through a diverse cross-section of the staff

A

selection committee

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31
Q

Once the position description has been completed, the position can then be posted. Every effort should be made to ensure the accuracy of the job description and posting text. It may not be possible to change elements of a position once posted, because it may impact the applicant pool.

A

POST POSITION AND IMPLEMENT RECRUITMENT PLAN

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32
Q

-To ensure applicants selected for an interview and final consideration are evaluated by more than one individual to minimize the potential for personal bias, a selection committee is formed

A

SELECT SEARCH COMMITTEE

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33
Q

A step in recruitment wherein It is recommended that all search committee members review all Applicants to ensure more than one person assesses their qualifications and that individual opinion or biases are avoided

A

REVIEW APPLICANTS AND DEVELOP SHORTLIST

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34
Q

Human Resources may review all Applicants during this step

A

REVIEW APPLICANTS AND DEVELOP SHORTLIST

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35
Q

ASSESSMENT METHODS FOR SELECTION AND PLACEMENT

A
  1. PSYCHOLOGICAL TESTS
  2. BIOGRAPHICAL INVENTORY
  3. INTERVIEWS
  4. WORK SAMPLES
  5. ASSESSMENT CENTERS
36
Q

is a standardized series of problems or questions that assess a particular characteristic

A

Psychological Test

37
Q

o Used to assess KSAOs including knowledge, skill, ability, attitudes, interests, and personality

A

Psychological Test

38
Q

Characteristics of Test

A
  1. Group vs. Individual tests
  2. Objective vs. Open-ended tests
  3. Paper- and Pencil vs. Performance Tests
  4. Power vs. Speed Tests
39
Q

can be administered to several people at once.

A

Group test

40
Q

adminitered when one has to score the items as the test proceeds or when an apparatus is involved that only one person can use at a time.

A

Individual test

41
Q

the test taker must choose one of several possible responses

A

Objective test

42
Q

an essay exam

A

Open-ended tests

43
Q

responses are made in written form, often with a pencil

A

Paper- and Pencil Tests

44
Q

involves the manipulation of apparatus, equipment, materials, or tools.

A

Performance test

45
Q

gives the test taker almost unlimited time to complete a test.

A

Power tests

46
Q

has a strict time limit and designed with time pressure.

A

Speed test

47
Q

Candidates are generally favorable toward computer-based testing because it is usually quicker, provides immediate feedback, and results in more timely employment decisions

A

Computer-based testing

48
Q

Candidates who are more favorably disposed to a selection procedure have higher test-taking motivation and, consequently, do better on the particular test

A

Test-taking motivation

49
Q

assess a person’s capacity to do or learn a particular task.

A

ability or aptitude tests

50
Q

Individual cognitive abilities such as the mathematical or verbal ability.

A

Cognitive Ability tests

51
Q

assess such things as the ability to manipulate objects and use tools

A

Psychomotor Ability tests

52
Q

often called an Achievement test.

A

Knowledge and skill test

53
Q

assess what a person is able to do.

A

skill test

54
Q

assess what the person knows.

A

Knowledge test

55
Q

the predisposition or tendency to behave in a particular way across different situations.

A

Personality trait

56
Q

Applicants react less favorably to personality tests than other types of paper-and-pencil tests; this may be because they are less clearly related to job behavior, because they are longer, or because, unlikeability or knowledge tests, personality tests have no “correct” answers

A

Personality tests

57
Q

The ability people have to control and recognize emotions in themselves and in others.

A

Emotional Intelligence Tests

58
Q

Designed to predict whether or not an employee will engage in counterproductive or dishonest behavior on the job. Cheating, poor performance, sabotage and theft

A

Integrity Tests

59
Q

Matcher either the interests or personality of test taker to variety of different occupations and occupational categories.

A

Vocational Interests Tests

60
Q

Asks specific experiences at school and work or even other areas of life.

A

Biographical Information

61
Q

A face-to –face meeting between one or more interviewers who are collecting information or making hiring decisions and an interviewee.

A

INTERVIEWS

62
Q

preplanned questions that are asked of every person who is interviewed.

A

Structured interview

63
Q

no specific reference and the applicant is given a free hand taking about himself and the interviewer makes an assessment.

A

Unstructured interview

64
Q

KINDS OF INTERVIEW

A 
STRUCTURED INTERVIEW
UNSTRUCTURED INTERVIEW
ONE-ON-ONE INTERVIEW
SERIAL INTERVIEW
PANEL INTERVIEW
GROUP  INTERVIEW
65
Q

Types of interview Questions

A 
Clarifier
Disqualifiers
Past focus 
Skill or knowledge focus 
Future focus
Organizational fit focus
66
Q

allows the interviewer to clarify information in the resume, application letter, or form, fill in the gaps and obtain other necessary information.

A

Clarifier

67
Q

question in which a wrong answer will disqualify a person from further consideration.

A

Disqualifiers

68
Q

focus on what the applicant has done rather than what they can do.

A

Past focus

69
Q

a type of structured interview question designed to tap an applicant’s knowledge or skill.

A

Skill level determiner

70
Q

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

A

. Future focus

71
Q

Questions that tap how well an applicant’s personality and values will fit with the organization’s culture.

A

Organizational fit focus

72
Q

An assessment device that requires a person to demonstrate how well he can perform tasks involved in a job under standardized conditions

A

WORK SAMPLES

73
Q

Measures how well a person is able to perform the tasks of a specific job

A

ASSESSMENT CENTERS

74
Q

It consists of several different types of exercises that take place over one or more days. Used to identify people’s managerial potential.

A

ASSESSMENT CENTERS

75
Q

COMPONENTS OF HIRING DECISIONS

A 
Workplace Personality 50%
Mental Abilities 20%
Experience 18%
Education 10%
References 2%
76
Q

HIRING DECISIONS TOOLS

A
  1. Resumes/CV’s
  2. Medical Results
  3. Background check
  4. Reference Investigation
  5. Document Legalities
  6. Interview
  7. Psychological Test
77
Q

o Preparing for the Interview

A

 Panel Interviews
 Virtual Interviews
 Interview Questions

78
Q

Process of choosing the right person for the right job from a pool of different candidates who applied for a certain job.

A

Selection

79
Q

step in recruitment wherein the Once the interviews have been completed, the committee will meet to discuss the interviewees. Committee members will need to assess the extent to which each one met their selection criteria.

A

STEP 8: SELECT HIRE

80
Q

Process of Selection

A
  1. Resume Screening/ Application form
  2. Written test
  3. Interview
  4. Medical exam
  5. Initial job offer (salary and benefits; counter offers; bargaining)
  6. Final offer
  7. Induction or placement. (needs documentation)
81
Q

done to obtain information about a candidate’s behavior and work performance from prior employers that could be critical to your decision, regardless of their skills, knowledge, and abilities

A

Reference Checks

82
Q

As past performance is the best predictor of future success, it is recommended references be obtained from current and previous supervisors who can speak to the candidate’s on the job performance

A

Reference Checks

83
Q

If an employee engages in harmful behavior, which would have been revealed in a reference check, the company can be held legally responsible for ________

A

“negligent hiring”

84
Q

states the law against age discrimination

A

Congress House Bill 2591

Anti- Age Discrimination Act of 2010

85
Q

STEPS IN FINALIZING RECRUITMENT

A

o Initiating the Offer
o Negotiating the Offer
o Countering the Offer
o Finalizing the Offer

INDUSTRIAL PSYCH (11 decks)

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