Recruitment and Selection Flashcards

You may prefer our related Brainscape-certified flashcards:
1
Q

Recruiting employees from outside the organization.

A

External Recruitment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q
  • Recruiting employees already employed by the organization (promotion or transfer).
A

Internal recruitment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

usually involve “career progression” positions.

A

Noncompetitive promotions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

several internal applicants compete with one another (and sometimes with external applicants) for a limited number of higher positions.

A

Competitive promotions,

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

applicants are instructed to call rather than to apply in person or send résumés.

A

Respond but calling

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q
  • instruct applicants to apply in person rather than to call or send résumés.
A

Apply in person Ads

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

send their résumé to the company rather than call or apply in person.

A

send-resume ads

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q
  • instruct applicants to send their résumé to a box at the newspaper; neither the name nor the address of the company is provided.
A

Blind Box

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Usage of televisions
• The potential advantage to using electronic media for recruitment is that, according to a 2013 study by the Radio Advertising Bureau, Americans spend 3.7 hours per day watching TV and 2.3 hours a day listening to the radio.

A

Electronic Media

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

A job fair held on campus in which students can “tour” a company online, ask questions of recruiters, and electronically send résumés.

A

Virtual job fair

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

often also called headhunters, that specialize in placing applicants in high-paying jobs.

A

Executive search firms

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q
  • An organization that specializes in finding jobs for applicants and finding applicants for organizations looking for employees.
A

Employment agency

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q
  • An employment service operated by a state or local government, designed to match applicants with job openings.
A

Public Employment Agencies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

• A method of recruitment in which a current employee refers a friend or family member for a job

A

Employee Referrals

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

A method of recruitment in which an organization sends out

A

Direct mail

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q
  • are traditional employee referral programs and networking on steroids.
A

Social Media

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q
  • recruitment method in which several employers are available at one location so that many applicants can obtain information at one time.
A

Job fairs

18
Q
  • getting enough bodies to fill the job openings.
A

Applicant Yield Method

19
Q
  • The amount of money spent on a recruitment campaign divided by the number of people that subsequently apply for jobs as a result of the recruitment campaign.
A

Cost per applicant

20
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

21
Q

involve one interviewer interviewing one applicant.

A

One on One Interviews

22
Q

involve a series of single interviews.

A

serial interviews

23
Q

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

A

Return interviews

24
Q
  • have multiple interviewers asking questions and evaluating answers of the same applicant at the same time.
A

Panel İnterviews

25
Q
  • have multiple applicants answering questions during the same interview.
A

Group Interviews

26
Q
  • both the interviewer and the applicant are in the same room.
A

Face-to-face interviews

27
Q

are often used to screen applicants but do not allow the use of visual cues.

A

Telephone Interviews

28
Q
  • are conducted at remote sites.
A

Video conference interviews

29
Q
  • involve the applicant answering a series of written questions and then sending the answers back through regular mail or through email.
A

Written interviews

30
Q
  • basing hiring decisions on “gut reactions,” or intuition.
A

Poor Intuitive Ability

31
Q

asking questions that are not related to any particular job.

A

Lack of Job Relatedness -

32
Q
  • The fact that information presented early in an interview carries more weight than information presented later. “first impressions”
A

Primacy effect

33
Q

When the performance of one applicant affects the perception of the performance of the next applicant.

A

Contrast effect

34
Q
  • The fact that negative information receives more weight in an employment decision than does positive information. Seems to occur only when interviewers aren’t aware of job requirements
A

Negative-Information Bias

35
Q
  • an interviewee will receive a higher score if he or she is similar to the interviewer in terms of personality, attitude, or race.
A

Interviewer-Interviewee Similarity

36
Q
  • indicate that, in general, physically attractive applicants have an advantage in interviews over less attractive applicants, and applicants who dress professionally receive higher interview scores than do more poorly dressed applicants.
    • This attractiveness bias occurred for men and women and for traditionally masculine and feminine job types.
A

Interviewee Appearance

37
Q
  • use of appropriate nonverbal communication is highly correlated with interview scores. Appropriate nonverbal cues include such things as smiling and making appropriate eye contact.
A

Nonverbal Cues

38
Q
  • on the basis of whether the answer given was correct or incorrect.
A

Right/Wrong Approach

39
Q

A method of scoring interview answers that compares an applicant’s answer with benchmark answers.

A

Typical-answer approach

40
Q
  • A method of scoring interview answers that provides points for each part of an answer that matches the scoring key.
A

Key-issues approach