Week 2

Question 1

P-J Fit:

Answer 1

Person-job fit

1. The extent to which a job fits an employee’s knowledge, skills and abilities, and
2. the extent to which a job meets an employee’s needs, desires, or preferences (Edwards, 1991).

Question 2

P-O Fit

Answer 2

person-organisation fit

•The value congruence between the individual and the organisation (Chatman, 1989).

•

Question 3

High levels of P-J fit and P-O fit are

Answer 3

•

•High levels of P-J fit and P-O fit are related to better employee satisfaction, commitment, low turnover, higher levels of performance and interpersonal helping (Kristof-Brown et al., 2005).

•

•In a job search process, the job applicant and the recruiter are both looking for cues to establish P-J fit and P-O fit.

Question 4

The Effects of Applicant Resume Contents on Recruiters’ Hiring Recommendations

Answer 4

Question 5

Résumé Length

Answer 5

•A study investigated whether CPA recruiters (the Big Five) are more likely to interview candidates with one-page resumes or two-page resumes when candidates are highly and similarly qualified graduating seniors with accounting majors.

Recruiters ranked candidates with two-page resumes more favourably than candidates with one page resumes (Blackburn-Brockman & Belanger, 2001).

Question 6

Common resume parts

Answer 6

1. Contact details: name, address, telephone number
2. Employment objective or profile statement
3. Educational qualifications
4. Professional or work experience
5. Achievements
6. Activities and interests
7. Referees

Question 7

Types of Résumé

Answer 7

• Chronological
• targeted
• functional

Question 8

•A chronological résumé

Answer 8

• includes all the usual parts of a résumé with appropriate headings, but is simpler and shorter than functional and targeted résumés.
• suited to a graduate with relevant educational qualifications but limited employment experience.

Question 9

•The functional résumé (sometimes called a skills resume)

Answer 9

•places emphasis on skills and experience gained through previous employment.

suited to a person with substantial work experience

Question 10

•A targeted résumé

Answer 10

• emphasises skills and experiences relevant to a specific job
• focuses on skills and capabilities, rather than history

•

Question 11

AIDA Formula

Answer 11

Writing strategy for a persuasive letter

1.Attention: Open with a sentence or paragraph that grabs the reader’s attention

●

2.Interest: In the next paragraph, develop the interest of the reader. Show what is in it for them.

●

3. Desire: Use the middle paragraph to develop the desire to invite you for an interview
4. Action: State in the concluding paragraph the action to be taken

Question 12

The STAR model

Answer 12

The STAR model is one way of presenting information against selection criteria

• Situation—Set the context by describing the circumstance where you used the skills or qualities and gained the experience.
• Task—What was your role?
• Actions—What did you do and how did you do it?

•Results—What did you achieve?
What was the end result and how does it relate to the job you are applying for?

Question 13

–Types of interviews

Answer 13

–Single, Series, Panel

–Can be face-to-face, telephone, virtual

–

Question 14

–

–Types of questions

Answer 14

–conversational, case, behavioural questions, projective techniques, stress situations.

Question 15

Interview Question Examples

Answer 15

CONVERSATIONAL

• Why do you want to work for us?
• How has your education prepared you for your career?

BEHAVIOURAL

• Tell me about a time you used your initiative.

PROJECTIVE

• How would your best friend describe you?

Question 16

Post-interview stage

Answer 16

—

—Two situations:

◦delay

◦offer

◦

—A follow-up letter/email

—

—A follow-up telephone call

—

Question 17

Steps in the Interview Process

Answer 17

Question 18

interview guide enables

Answer 18

standardisation of interviews for effective comparison and summarisation

Question 19

Preparing the Interview Guide

Answer 19

• Determine the objectives of the interview.
• Plan the structure of the interview.
• Prepare interview questions.
• Prepare additional notes if they assist. For example having an organisation chart helps in clarifying roles and responsibilities.

Question 20

Common Biases that Affect Interviews

Confirmation bias:

Answer 20

—Tendency for humans to seek out information that supports a pre-conceived belief about the applicant that has been formed prior to the interview.

Question 21

Common Biases that Affect Interviews

Affective heuristic:

Answer 21

—The interviewer’s decisions are influenced by quick and superficial evaluations, such as the level of attractiveness of a candidate, race, gender, background, etc.

Question 22

Common Biases that Affect Interviews

Anchoring

Answer 22

—Tendency for interviewers to place an arbitrary anchor of expectation of a candidate, which then influences their evaluation of the candidate.

Question 23

Common Biases that Affect Interviews

Intuition:

Answer 23

—Might not be reliable, as it is thought to be susceptible to factors not related to the hiring decision.

Question 24

How to Overcome Biases when Interviewing

Answer 24

—Allow enough time to do evaluations. This increases accuracy and reduces biases.

—

—A structured criteria for decision making leads to more accurate evaluations.

—

—Increased accountability reduces the effect of biases and increases the accuracy of evaluations.

Question 25

First Impressions

Answer 25

—

—Weighted more heavily than the information received (Polak, 2005)

—

—Composed of

1. How you enter the room
2. Non-verbal messages within the first few minutes

Question 26

1. Effective Entrance

Answer 26

—

—E.g., walking into a reception for an interview

—

—Anna Bass (2010) suggests:

◦Visualise successful communication (eye contact, dress, movement)

◦Positive self-talk

◦Be natural

Question 27

2. Non-verbal Confidence

Answer 27

—Visual components and the way a speakers voice sounds account for 93% of the persons believability (Clarke, 2005)

—

—Posture

—

—Handshake

Question 28

Prep Formula

for Impromptu Speech

Answer 28

◦P stands for main point

◦R stands for reason

◦E stands for example

◦P stands for restating the main point

Question 29

Presentations for Persuasion

Answer 29

Rhetorical questions: Questions asked by the presenter that don’t actually require a response from the audience. (e.g., ‘Doesn’t everyone hate advertising?’)

Quotations: Famous or humorous quotations and surprising statistical information can also be very useful for drawing attention to the importance of a topic.

Anecdotes: A story that serves as an example for the main idea of the presentation. Humour is useful in anecdotes but make sure that the nature of the joke is not offensive or biased.

Personal testimony: Given personal examples and/or drawing upon the audiences examples helps make an emotional connection with the audience. Emotional connections along with logical argument helps in effective persuasion.

Question 30

Voice During Presentations

Answer 30

Voice clarity and very important

Vary the volume, pitch and pace of your voice to add interest

A higher pitch indicates excitement and a lower one emphasis

Use vocabulary the audience is familiar with

Speak slowly but not more loudly if the audience comprises of second language speakers of the language.

Question 31

Audience Interaction

Answer 31

Interactive presentations can be fun and interesting.

Some ways of interacting:

◦using questions and answers

◦asking for volunteers

◦ask people to respond by raising hands

◦asking members of an audience to discuss their own experience in relation to the topic.