CHAPTER 4: EMPLOYEE SELECTION-RECRUITING AND INTERVIEWING

Question 1

The process of attracting employees to an organization.

Answer 1

Recruitment

Question 2

Recruiting employees from outside the organization.

Answer 2

External recruitment

Question 3

Recruiting employees already employed by the organization.

Answer 3

Internal recruitment

Question 4

Internal promotions can be either __________ or__________

Answer 4

competitive or noncompetitive.

Question 5

usually involve “career progression” positions in which employees move from a position such as Engineer I to Engineer II to Engineer III and so on as they gain experience and knowledge

Answer 5

Noncompetitive promotions

Question 7

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

Answer 7

Competitive Promotions

Question 8

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

Answer 8

Respond by calling

Question 9

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

Answer 9

Apply-in-person ads

Question 10

Recruitment ads in which applicants are instructed to send their résumé to the company rather than call or apply in person.

Answer 10

Send-résumé ads

Question 11

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

Answer 11

Blind box

Question 12

method of recruitment in which 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 12

job vacancy notices

Question 13

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

Answer 13

Virtual job fair

Question 14

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

Answer 14

Executive search firms

Question 15

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

Answer 15

Employment agency

Question 16

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

Answer 16

Public employment agency

Question 17

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

Answer 17

Employee referra

Question 18

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

Answer 18

Direct mail

Question 19

a fast-growing source of recruitment. usually take one of three forms: employer-based websites, job boards, and social networking sites.

Answer 19

Internet

Question 20

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

Answer 20

employer-based websites

Question 21

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

Answer 21

Job Boards

Question 22

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

Answer 22

Job Fair

Question 23

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 23

Cost per applicant

Question 24

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 24

Cost per qualified applicant

Question 25

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

Answer 25

Realistic job preview (RJP

Question 26

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

Answer 26

Expectation-lowering procedure (ELP)

Question 27

the most commonly used method to select employees. 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 27

Employment Interview

Question 28

Types of Interviews sedon structure

Answer 28

Unstructured and structured

Question 29

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 29

Structured interviews

Question 30

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 30

Unstructured interview

Question 31

The _________ of an interview is determined by the number of interviewees and number of interviewers.

Answer 31

style

Question 32

The _________of an interview is determined by the source of the questions, the extent to which all applicants are asked the same questions, and the structure of the system used to score the answers.

Answer 32

structure

Question 33

Types of interiew acording to style

Answer 33

One-on-one interviews Serial interviews Return interviews Panel interviews group interviews

Question 34

involve one interviewer interviewing one applicant.

Answer 34

One-on-one interviews

Question 35

involve a series of single interviews

Answer 35

serial interview

Question 36

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

Answer 36

Return Interview

Question 37

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

Answer 37

Panel Interview

Question 38

have multiple applicants answering questions during the same interview.

Answer 38

group interviews

Question 39

Types of interview based on medium

Answer 39

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

Question 40

both the interviewer and the applicant are in the same room. provide a personal setting and allow the participants to use both visual and vocal cues to evaluate information.

Answer 40

face-to-face interviews

Question 41

often used to screen applicants but do not allow the use of visual cues (not always a bad thing

Answer 41

Telephone interviews

Question 42

conducted at remote sites. The applicant and the interviewer can hear and see each other, but the setting is not as personal, nor is the image and vocal quality of the interview as sharp as in face-to-face interviews.

Answer 42

Video conference interviews

Question 43

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

Answer 43

Written interviews

Question 44

The fact that information presented early in an interview carries more weight than information presented later.

Answer 44

Primacy effect

Question 45

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

Answer 45

Contrast effect

Question 46

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

Answer 46

Negative-information bias

Question 47

Factors such as eye contact and posture that are not associated with actual words spoken.

Answer 47

Nonverbal communication

Question 48

process in creating a structred interiew

Answer 48

Determining the KSAOs to Tap in the Interview Creating InterviewQuestions Creating a Scoring Key for Interview Answers

Question 49

A type of structured interviewq uestion that clarifies information on the résumé or application.

Answer 49

Clarifier

Question 50

A type of structured interviewq uestion in which a wrong answer will disqualify the applicant from further consideration.

Answer 50

Disqualifier

Question 51

A type of structured-interview questiondesigned to tap an applicant’s knowledge or skill.

Answer 51

Skill-level determiner

Question 52

A type of structured interview question in which applicants are given a situation and asked how they would handle it.

Answer 52

Future-focused question also called situational questions

Question 53

A structured-interview technique in which applicants are presented with a series of situations and asked how they would handle each one.

Answer 53

Situational question

Question 54

A type of structured-interview question that taps an applicant’s experience.

Answer 54

Past-focused questions, sometimes referred to as patterned-behavior description interviews (PBDIs)

Question 55

A structured interview in which the questions focus on behavior in previous jobs.

Answer 55

Patterned-behavior description interview (PBDI)

Question 56

A type of structured-interview question that taps how well an applicant’s personality and values will fit with the organizational culture.

Answer 56

Organizational-fit questions

Question 57

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

Answer 57

Typical-answer approach

Question 58

Standard answers to interview questions, the quality of which has been agreed on by job experts.

Answer 58

Benchmark answers

Question 59

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

Answer 59

Key-issues approach

Question 60

A letter that accompanies a résumé or job application. tell an employer that you are enclosing your résumé and would like to apply for a job.

Answer 60

Cover letters

Question 61

A formal summary of an applicant’s professional and educational background.

Answer 61

Résumé

Question 62

Characteristics of Effective Résumés

Answer 62

The résumé must be attractive and easy to read The résumé cannot contain typing, spelling, grammatical, or factual mistakes. The résumé should make the applicant look as qualified as possible— without lying.

Question 63

Types of Résumé

Answer 63

Chronological résumé Functional résumé Psychological résumé

Question 64

A résumé in which jobs are listed in order from most to least recent.

Answer 64

Chronological résumé

Question 65

A résumé format in which jobs are grouped by function rather than listed in order by date.

Answer 65

Functional résumé

Question 66

A résumé style that takes advantage of psychological principles pertaining to memory organization and impression formation.

Answer 66

Psychological résumé

Question 67

A model proposed by Anderson that postulates that our impressions are based more on the average value of each impression than on the sum of the values for each impression.

Answer 67

Averaging versus adding model