Chapter 4

Question 1

The process by which organizations attract qualified applicants. According to Cambridge dictionary, it is the process of identifying candidates to hire or bring on board as new members of an organization.

Answer 1

Recruitment

Question 2

When you are recruiting outside the company.

Answer 2

External Recruitment

Question 3

Recruiting employees that are already employed by the organization. This may include promoting or transferring someone.

Answer 3

Internal Recruitment

Question 4

Can result in change of title and in increased in pay

Answer 4

Competitive Internal

Question 5

Can usually result in career progression positions.

Answer 5

Noncompetitive Internal

Question 6

Local newspaper or professional journal

Answer 6

Newspaper Ads

Question 7

Ads that direct potential applicants to phone

Answer 7

Respond by Calling

Question 8

Ads that urge applicants to apply in person

Answer 8

Apply-in-Person ads

Question 9

Advertisements that urge candidates to send their resumes to the company

Answer 9

Send resume ads

Question 10

Ads instructing candidates to email their CV but omitting the company’s name or address

Answer 10

Blind box

Question 11

Reach different types of audience

Answer 11

Televisions and Radios - adv

Question 12

Job opportunities are placed in locations where potential consumers or present workers are expected to see them.

Answer 12

Point-of-Purchase Methods

Question 13

Companies send representatives to colleges to answer questions about
themselves and interview students for vacant positions.

Answer 13

Campus Recruiters

Question 14

A job fair held on campus where candidates may speak with recruiters, research firms online, and submit their applications electronically.

Answer 14

Virtual Job Fai

Question 15

Enables them to explain to the applicant how joining the company will advance the
applicant’s career and to promote the business

Answer 15

Outside Recruiters

Question 16

When an applicant accepts a position, they charge either the employer or the applicant

Answer 16

Employment Agencies

Question 17

Known as “headhunters,” these individuals provided higher-paying non-entry level positions and always paid the employer, typically 30% of the candidate’s first-year salary

Answer 17

Executive Search Firms

Question 18

Are created primarily to aid the unemployed in finding employment, but they frequently provide services like career guidance and resume writing

Answer 18

Public Employment Agencies

Question 19

A technique for hiring in which a current employee suggests a friend or relative.

Answer 19

Employee Referral

Question 20

A rapidly expanding source of hiring. Online hiring typically takes one of three forms.

Answer 20

Internet

Question 21

The organization gives information about
itself, the minimal qualifications for
applying for a job, and a list of available
job openings.

Answer 21

Employer-Based Websites

Question 22

A private corporation with a website that features millions of resumes as well as job vacancies for hundreds or thousands of organizations.

Answer 22

Job Boards

Question 23

Are networking and employee referral programs on steroids. Different sites reach different audiences

Answer 23

Social Media

Question 24

Aimed to give as many applicants as possible information in a creative manner

Answer 24

Job Fairs

Question 25

Attracting underrepresented groups and demonstrating the company's commitment to diversity in hiring

Answer 25

Increasing Applicant Diversity

Question 26

When traditional recruitment methods are unsuccessful, organizations look for potential applicants through (e.g. IBM, Google, Cisco System)

Answer 26

Nontraditional Populations

Question 27

After discovering latent ability, recruiters persuade the candidate to submit an application for the position.

Answer 27

Recruiting “Passive” Applicant

Question 28

Recruitment strategy that informs prospective candidates of both the advantages and disadvantages of a position. Believed to be successful because they show potential employees that the company is willing to be honest

Answer 28

REALISTIC JOB PREVIEWS

Question 29

A type of RJP that decreases a candidate's expectations for different employment areas.

Answer 29

Expectation-lowering procedure (ELP)

Question 30

If the hiring process is unsuccessful the company will have a large pool of candidates to pick from. Three characteristics:

Answer 30

valid, reduce chance of legal challenge, and cost-effective

Question 31

Every applicant receives the same questions that are based on a job analysis, and there is a standardized scoring system that awards the same points for the same responses

Answer 31

Structured Interview

Question 32

Every applicant receives the same questions that are based on a job analysis, and there is a standardized scoring system that awards the same points for the same responses

Answer 32

Structured Interview

Question 33

An interview where in questions are not asked to applicants in the same manner and there is no established grading system for their answers

Answer 33

Unstructured Interview

Question 34

Involve one interviewer interviewing one applicant

Answer 34

One-on-one Interviews

Question 35

Consist of a number of individual interviews.

Answer 35

Serial Interviews

Question 36

Are comparable to serial interviews, with time elapsing between first and next interviews being the difference.

Answer 36

Return Interviews

Question 37

Numerous candidates are interviewed at about the same time

Answer 37

Panel Interviews

Question 38

The interviewer and candidate are present in the same space.

Answer 38

Face-to-face Interviews

Question 39

Thru phone/telephone, frequently employed to screen candidates, but forbids use of visual signals

Answer 39

Telephone Interviews

Question 40

Conducted at remote sites, the environment is not as intimate, and the image and speech quality are not as clear as in face-to-face interview.

Answer 40

Video Conference Interviews

Question 41

Series of written questions and submitting the responses back by postal mail or email.

Answer 41

Written interviews –

Question 42

Seen more favorably by the court, regarded as more reliable than unstructured, and based on job analyses

Answer 42

Job relatedness and standardized scoring,

Question 43

Hiring decisions are frequently made by interviewers based on intuition or gut feelings

Answer 43

Poor Intuitive Ability

Question 44

Information utilized to choose personnel is to have any possibility of forecasting future employee performance, it must be job related.

Answer 44

Lack of Job Relatedness

Question 45

When details revealed earlier in an interview are given greater weight than details revealed later

Answer 45

Primary Effect

Question 46

When a candidate's performance influences how the following candidate's performance is perceived

Answer 46

Contrast Effect

Question 47

Negative information is given greater weight than favorable information.

Answer 47

Negative Information Bias

Question 48

Suggests that a candidate will score higher if they have similarities to the interviewer.

Answer 48

Interviewer-Interviewee Similarity

Question 49

Physically appealing have an edge over candidates who are less appealing, and candidates who present themselves professionally score better than those who do not.

Answer 49

Interview Appearance

Question 50

Variables unrelated to the actual words uttered, such posture and eye contact

Answer 50

Nonverbal Cues

Question 51

Questions in interviews that clears up details on the CV or applications.

Answer 51

Clarifier

Question 52

An incorrect response excludes a candidate from further consideration

Answer 52

Disqualifiers

Question 53

Meant to tap on the knowledge or skills of a candidate.

Answer 53

Skill-Level Determiners

Question 54

Where candidates are presented a situation and asked how they would respond

Answer 54

Future-Focused Questions

Question 55

A method of organized interviewing where candidates are asked to respond to a series of hypothetical circumstances

Answer 55

Situational Question

Question 56

Utilizes a candidate's experience

Answer 56

Past-Focused Questions

Question 57

The questions center on actions taken in prior employment

Answer 57

Patterned-behavior Description Interview

Question 58

Might be assessed based on whether the provided response was right or wrong.

Answer 58

Right/Wrong Approach

Question 59

Standard answers approved/agreed by job experts

Answer 59

 Benchmark Answers

Question 60

Is sent with a résumé or job application  Salutation  Paragraphs  Signature

Answer 60

Cover Letter

Question 61

A formal overview of a candidate's experience and background in education

Answer 61

Resumes

Question 62

Can be viewed as a history of life or an advertisement of skills

Answer 62

Views of Resume

Question 63

Characteristics of Effective Resumes

Answer 63

1. The Resume ought to be eye-catching and simple to read. 2. The resume cannot include any factual, grammatical, spelling, or typing errors. 3. The objective of the resume is to portray the candidate as qualified as possible without lying.

Question 64

The most recent jobs are displayed first, then the least recent ones.

Answer 64

Chronological resumes

Question 65

Format in which jobs are grouped by function

Answer 65

Functional resumes

Question 66

Style that makes use of psychological concepts related to how memories are organized and how impressions are formed.

Answer 66

Psychological resumes