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Major Subjs > Recruitment and Selection > Flashcards

Recruitment and Selection Flashcards

1
Q

The process of attracting employees to an organization.

A

Recruitment

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2
Q

Twenty years ago, most employees were recruited through ____

A

advertisements run in newspapers and trade publications.

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3
Q

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

A

Internet

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4
Q

Recruiting employees from outside the organization.

A

External Recruitment

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5
Q

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

A

Internal Recruitment

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6
Q

Internal promotions can be either

A

competitive or noncompetitive

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7
Q

usually involve “career progression” positions.

A

Noncompetitive promotions

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8
Q

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

A

Competitive promotions

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9
Q

Steps in Selecting Employees

A

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

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10
Q

Media Advertisements

A

Newspaper ads and Electronic media

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11
Q

Types of Newspaper Ads

A

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

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12
Q

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

A

Respond by calling

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13
Q

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

A

Apply in person ads

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14
Q

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

A

Send-resume ads

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15
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

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16
Q

Usage of televisions

A

Electronic Media

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17
Q

Writing Recruitment Ads

A

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

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18
Q

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.

A

Point-of-Purchase Methods

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19
Q

Advantage of Point-of-Purchase Methods

A

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

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20
Q

Disadvantage of Point-of-Purchase Methods

A

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

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21
Q

Types of Recruiters

A

Campus and Outside Recruiters

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22
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

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23
Q

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

A

Executive search firms

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24
Q

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

A

Employment agency

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25
Q

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

A

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

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26
Q

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

A

30%, first-year salary.

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27
Q

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

A

Public Employment Agencies

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28
Q

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

A

Employee Referrals

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29
Q

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

A

Direct mail

30
Q

Types of Internet

A

Employer-Based Websites
Job Boards
Social Media
Job fairs

31
Q

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

A

Employer-Based Websites

32
Q

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

A

Job boards

33
Q

are traditional employee referral programs and networking on steroids.

A

Social media

34
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

35
Q

Evaluating the Effectiveness of Recruitment Strategies

A

Applicant Yield Method
Cost per applicant
Cost per qualified applicant

36
Q

getting enough bodies to fill the job openings.

A

Applicant Yield Method

37
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

38
Q

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.

A

Cost per qualified applicant

39
Q

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

A

Realistic job preview (RJP)

40
Q

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

A

Expectation-lowering procedure (ELP)

41
Q

Effective employee selection systems share three characteristics:

A

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

42
Q

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.

A

Employment interview

43
Q

Types of Interviews

A

Structured and Unstructured interview

44
Q

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.

A

Structured interviews

45
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

46
Q

Style of Interview

A

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

47
Q

involve one interviewer interviewing one applicant.

A

One on One Interviews

48
Q

involve a series of single interviews.

A

Serial interviews

49
Q

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

A

Return interviews

50
Q

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

A

Panel interviews

51
Q

have multiple applicants answering questions during the same interview.

A

Group interviews

52
Q

Medium of Interview

A

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

53
Q

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

A

Face-to-face interviews

54
Q

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

A

Telephone interviews

55
Q

are conducted at remote sites.

A

Video conference interviews

56
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

57
Q

Advantages of Structured Interviews

A

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

58
Q

Disadvantages of Structured Interviews

A

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

59
Q

Problems with Unstructured Interviews

A

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

60
Q

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

A

Poor Intuitive Ability

61
Q

asking questions that are not related to any particular job.

A

Lack of Job Relatedness

62
Q

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

A

Primacy effect

63
Q

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

A

Contrast effect

64
Q

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

A

Negative-Information Bias

65
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

66
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.

A

Interviewee Appearance

67
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

68
Q

Types of interview questions

A

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

69
Q

Creating a Scoring Key for Interview Answers

A

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

70
Q

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

A

Right/Wrong Approach

71
Q

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

A

Typical-answer approach

72
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

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