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Hiring Process Flashcards

(71 cards)

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1
Q

determining the specific skills, roles, and number of employees the organization requires

A

hiring needs

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2
Q
  • evaluating current workforce
  • assess skills, experience, and performance to spot strengths and gaps
A

workforce analysis

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3
Q

align recruitment strategy with the organization’s objectives by ensuring each role supports overall company goals

A

business goals

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4
Q

based on current trends, technological advancements, and growth trajectories

A

future needs

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5
Q

determine the most effective channels and methods for recruiting candidates

A

recruitment strategy

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6
Q

provides a blueprint for attracting, screening, and retaining talent

A

recruitment plan

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7
Q

placed by applicants rather than by organizations

A

situation-wanted ads

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8
Q

allow organizations to list job openings and provide information about themselves and application requirements

A

employer-based website

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9
Q

involves using the internet to find potential candidates and display open job positions

A

online recruitment

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10
Q

remote opportunity for recruiters and job seekers to connect and discuss possible opportunities

A

virtual job fairs

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11
Q

critical document in the hiring process that outlines the details of a specific position within an organization

A

job description

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12
Q

most important component of writing a job description

A

job title

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13
Q

narrative picture of the job that highlights its general characteristics

A

job summary

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14
Q

includes technical skills or knowledge required for the job

A

key responsibilities

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15
Q

required qualifications that a candidate must meet to be considered for a position

A

skills and qualifications

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16
Q

includes location, hours of work, and salary

A

working conditions

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17
Q

involves promoting and making the job opening known to potential candidates

A

effective advertising

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18
Q

process by which organizations attract potential workers to apply for jobs

A

recruitment

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19
Q

recruitment method wherein job vacancy notices are posted in places where customers or current employees are likely to see them

A

point-of-purchase method

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20
Q

a candidate’s way to showcase their skills, qualifications, experience and personality when applying for jobs

A

resumes

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21
Q

list previous jobs in order from the most to least recent

A

chronological resumes

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22
Q

organizes jobs based on skills required to perform them rather than the order in which they were worked

A

functional resumes

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23
Q

contains the strength of both the chronological and functional styles and is based on psychological theory and research

A

psychological resumes

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24
Q

initial phase of reviewing information about job applicants to select individuals for jobs

A

initial screening

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25
formal conversation between two or more people, typically with one person asking questions to obtain information, assess qualifications, or evaluate the suitability of a candidate for a job, admission, or other pusposes
interview
26
includes information about the company and the position, as well as a list of suggested questions and topics
interview guides
27
tool that companies can use to collect feedback from interviewers and other stakeholders about candidates
feedback forms
28
each criterion is assigned a point value, interviewers rate the candidates on each criterion using a rating scale
scorecards
29
lowers an applicant's expectations about work and expectations in general and assures that new hires have a realistic grasp of the expectations and challenges of the work
ELP (Expectation-Lowering Procedure)
30
gives perspective workers a fair, truthful, and impartial representation of what a position actually entails and is used to communicate both the good and bad aspects of a job
RLP (Realistic Job Preview)
31
- applicants are asked the same question in the same order - the interviewer asks a set of predetermined questions in a specific order
structured interviews
32
- applicants may be asked different questions - the interviewer has no predetermined set of questions
unstructured interviews
33
- mix of both structured and unstructured approaches - interviewer has a set of predetermined questions but can deviate and ask follow-up questions based on responses
semi-structured interviews
34
in person interview and occur between one interviewer and one interviewee
one-to-one interviews
35
combination of one-on-one meetings with a group of interviewers, typically conducted as a series of meetings staggered throughout the day
serial/series interviews
36
indication of the employer's increased interest in you as a potential employee
return interviews
37
multiple interviewers question the candidates at the same time
panel interviews
38
several candidates are interviewed together in a group setting
group interviews
39
candidates meet with the interviewer in person, typically in an office or other designated location
face-to-face interviews
40
candidates are screened and interviewed via telephones/cellular phones
telephone interviews
41
interview that takes place remotely and uses video technology as the communication medium
video conference interviews
42
questions asked about something that is unclear or hard to understand
clarifiers
43
questions that contain the minimum requirements for a candidate to be eligible for a job
disqualifiers
44
question designed to assess the applicant's level of knowledge and experience in a particular area
skill-level determiners
45
questions in which applicants are given a situation and asked how they would handle it
future-focused questions
46
questions that tap an applicant's experience
past-focused questions
47
assessment used to provide an unbiased, validated evaluation of a candidate's ability to perform the duties listed in the job description
skills test
48
type of psychometric test used to assess cognitive skills and other specific abilities and behavioral traits
aptitude test
49
ability to accurately process and interpret visual sensory information
perceptual ability test
50
standardized assessment of how one's brain functions
neurocognitive assessment
51
valuable tool for assessing a candidate's mental aptitude
cognitive ability test
52
fictional problems are presented, which the players must actively work on and find a solution for
business games
53
recreates realistic scenarios agents encounter in their role and immerses candidates into them
job simulations
54
asks the applicant to pretend its the first day of a new job and he or she has found a series of items in his or her in-basket
in-basket technique
55
requires a person to demonstrate how well he or she can perform the tasks involved in a job under standardized conditions
work samples
56
measure of reliability obtained by administering the same test twice over a period of time to a group of individuals
test-retest reliability
57
looking at items on a test and comparing the results
internal consistency reliability
58
consistency of results between two different but equivalent forms of a test
alternate-form reliability
59
consistency when different people who score the same test agree
scorer reliability
60
applicants must meet or exceed the passing score on more than one selection test
multiple cut-off scores
61
administering one test at a time so that applicants must pass that hurdle/test before being allowed to take the next test
multiple hurdle approach
62
distinguishes acceptable from unacceptable performance
passing scores approach
63
overall score of candidates is rank-ordered, from the highest-lowest
top-down selection
64
screening tool used to verify job applicant information through official legal records
background checks
65
contacting previous employers, supervisors, schools, and so forth to verify key employment and educational information and learn more about a candidate's background, experiences, and skills
reference checking
66
process of determining those applicants who are selected for hire vs those who are rejected
decision
67
a predictor cutoff is implemented in order to separate applicants who passed from those who failed the test
predictor validity
68
can be equated as the number of job openings divided by the number of applicants
selection ratio
69
follow what they see as universal codes of practice and rules
universalist cultures
70
put more emphasis on relationships and are willing to bend the rules in making selection decisions
particularist cultures
71

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