Recruitment and Selection

Question 1

The process of attracting employees to an organization.

Answer 1

Recruitment

Question 2

Twenty years ago, most employees were recruited through ____

Answer 2

advertisements run in newspapers and trade publications.

Question 3

Todays primary source both for employers advertising jobs as well as for applicants searching for jobs.

Answer 3

Internet

Question 4

Recruiting employees from outside the organization.

Answer 4

External Recruitment

Question 5

Recruiting employees already employed by the organization (promotion or transfer).

Answer 5

Internal Recruitment

Question 6

Internal promotions can be either

Answer 6

competitive or noncompetitive

Question 7

usually involve “career progression” positions.

Answer 7

Noncompetitive promotions

Question 8

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

Answer 8

Competitive promotions

Question 9

Steps in Selecting Employees

Answer 9

1.Job analysis
2.Selection of testing methods
3.Test validation
4.Recruitment
5.Screening
6.Testing
7.Selecting
8.Hiring/Rejecting

Question 10

Media Advertisements

Answer 10

Newspaper ads and Electronic media

Question 11

Types of Newspaper Ads

Answer 11

Respond by calling
Apply in person ads
Send-resume ads
Blind box

Question 12

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

Answer 12

Respond by calling

Question 13

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

Answer 13

Apply in person ads

Question 14

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

Answer 14

Send-resume ads

Question 15

instruct applicants to send their résumé to a box at the newspaper; neither the name nor the address of the company is provided.

Answer 15

Blind box

Question 16

Usage of televisions

Answer 16

Electronic Media

Question 17

Writing Recruitment Ads

Answer 17

Ads containing realistic information about the job
Ads containing detailed descriptions of the job and organization
Ads containing information about the selection process affect the probability that applicants will apply for a job

Question 18

Job vacancy notices are posted in places where customers or current employees are likely to see them: store windows, bulletin boards, restaurant placemats, and the sides of trucks.

Answer 18

Point-of-Purchase Methods

Question 19

Advantage of Point-of-Purchase Methods

Answer 19

it is inexpensive and it is targeted toward people who frequent the business

Question 20

Disadvantage of Point-of-Purchase Methods

Answer 20

only a limited number of people are exposed to the sign.

Question 21

Types of Recruiters

Answer 21

Campus and Outside Recruiters

Question 22

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

Answer 22

Virtual job fair

Question 23

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

Answer 23

Executive search firms

Question 24

An organization that specializes in finding jobs for applicants and finding applicants for organizations looking for employees.

Answer 24

Employment agency

Question 25

Employment agency charge either the company or the applicant when the applicant takes the job. The amount charged usually ranges from ____ of applicant's ____

Answer 25

10% to 30% of the applicant’s first-year salary.

Question 26

fees charged by executive search firms tend to be about ___ of the applicant’s ___

Answer 26

30%, first-year salary.

Question 27

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

Answer 27

Public Employment Agencies

Question 28

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

Answer 28

Employee Referrals

Question 29

A method of recruitment in which an organization sends out mass mailings of information about job openings to potential applicants.

Answer 29

Direct mail

Question 30

Types of Internet

Answer 30

Employer-Based Websites Job Boards Social Media Job fairs

Question 31

an organization lists available job openings and provides information about itself and the minimum requirements needed to apply to a particular job.

Answer 31

Employer-Based Websites

Question 32

a private company whose website lists job openings for hundreds or thousands of organizations and résumés for millions of applicants.

Answer 32

Job boards

Question 33

are traditional employee referral programs and networking on steroids.

Answer 33

Social media

Question 34

recruitment method in which several employers are available at one location so that many applicants can obtain information at one time.

Answer 34

Job fairs

Question 35

Evaluating the Effectiveness of Recruitment Strategies

Answer 35

Applicant Yield Method Cost per applicant Cost per qualified applicant

Question 36

getting enough bodies to fill the job openings.

Answer 36

Applicant Yield Method

Question 37

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.

Answer 37

Cost per applicant

Question 38

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

Answer 38

Cost per qualified applicant

Question 39

A method of recruitment in which job applicants are told both the positive and the negative aspects of a job.

Answer 39

Realistic job preview (RJP)

Question 40

A form of RJP that lowers an applicant’s expectations about the various aspects of the job.

Answer 40

Expectation-lowering procedure (ELP)

Question 41

Effective employee selection systems share three characteristics:

Answer 41

1.Valid 2.Reduce the chance of a legal challenge 3.Cost-effective.

Question 42

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 42

Employment interview

Question 43

Types of Interviews

Answer 43

Structured and Unstructured interview

Question 44

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 scores.

Answer 44

Structured interviews

Question 45

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 45

Unstructured interview

Question 46

Style of Interview

Answer 46

One on One Interviews Serial interviews Return interviews Panel interviews Group interviews

Question 47

involve one interviewer interviewing one applicant.

Answer 47

One on One Interviews

Question 48

involve a series of single interviews.

Answer 48

Serial interviews

Question 49

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

Answer 49

Return interviews

Question 50

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

Answer 50

Panel interviews

Question 51

have multiple applicants answering questions during the same interview.

Answer 51

Group interviews

Question 52

Medium of Interview

Answer 52

Face-to-face interviews Telephone interviews Video conference interviews Written interviews

Question 53

both the interviewer and the applicant are in the same room.

Answer 53

Face-to-face interviews

Question 54

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

Answer 54

Telephone interviews

Question 55

are conducted at remote sites.

Answer 55

Video conference interviews

Question 56

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

Answer 56

Written interviews

Question 57

Advantages of Structured Interviews

Answer 57

1.Based on job analysis 2.Structured interviews tap job knowledge, job skills, applied mental skills, and interpersonal skills 3.A further advantage to structured interviews is that the racial and gender similarity issues do not appear to greatly affect structured interviews

Question 58

Disadvantages of Structured Interviews

Answer 58

1.Applicants perceive structured interviews to be more difficult 2.Applicants may feel that they did not have the chance to tell the interviewer everything they wanted to

Question 59

Problems with Unstructured Interviews

Answer 59

Poor Intuitive Ability Lack of Job Relatedness Primacy effect Contrast effect Negative-Information Bias Interviewer-Interviewee Similarity Interviewee Appearance Nonverbal Cues

Question 60

basing hiring decisions on “gut reactions,” or intuition.

Answer 60

Poor Intuitive Ability

Question 61

asking questions that are not related to any particular job.

Answer 61

Lack of Job Relatedness

Question 62

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

Answer 62

Primacy effect

Question 63

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

Answer 63

Contrast effect

Question 64

The fact that negative information receives more weight in an employment decision than does positive information.

Answer 64

Negative-Information Bias

Question 65

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

Answer 65

Interviewer-Interviewee Similarity

Question 66

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.

Answer 66

Interviewee Appearance

Question 67

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

Answer 67

Nonverbal Cues

Question 68

Types of interview questions

Answer 68

clarifier disqualifier skill-level determiner past-focused (behavioral) future-focused (situational) organizational fit

Question 69

Creating a Scoring Key for Interview Answers

Answer 69

Right/Wrong Approach Typical-answer approach Key-issues approach

Question 70

on the basis of whether the answer given was correct or incorrect.

Answer 70

Right/Wrong Approach

Question 71

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

Answer 71

Typical-answer approach

Question 72

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

Answer 72

Key-issues approach