Lesson 3

Question 1

The process of attracting employees to an organization.

Answer 1

RECRUITEMENT

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

Recruitment Methods:

Answer 4

• ADS/ADVERTISEMENT
• NEWSPAPER ADS
• ELECTRONIC MEDIA
• POINT-OF-PURCHASE METHOD
• CAMPUS RECRUITERS
• VIRTUAL JOB FAIRS
• EXECUTIVE SEARCH FIRMS
• EMPLOYMENT AGENCIES
• PUBLIC EMPLOYMENT AGENCIES
• EMPLOYEE REFERRAL
• DIRECT MAIL
• JOB FAIRS
• INTERNET

Question 5

Contained description with an idea of how well they would fit.

Answer 5

ADS/ADVERTISEMENT

Question 6

attracts the greatest number of applicants.

Answer 6

ADS WITH EMBLEM

Question 7

attracts the highest quality of applicants.

Answer 7

ADS WITH SALARY RANGE AND COMPANY PHONE/EMAIL CONTACT:

Question 8

hides the identity of the company.

Answer 8

BLIND ADS

Question 9

NEWSPAPER ADS

Answer 9

1. RESPOND BY CALLING
2. APPLY IN PERSON ADS
3. SEND RESUME ADS
4. BLIND BOX

Question 10

A recruitment method in which help-wanted signs are placed so that they can be viewed by people who visit the organization.

Answer 10

POINT-OF-PURCHASE METHOD

Question 11

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

Answer 11

VIRTUAL JOB FAIRS

Question 12

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

Answer 12

EXECUTIVE SEARCH FIRMS

Question 13

Charges either the company or the applicant when the applicants takes the job.

Answer 13

EMPLOYMENT AGENCIES

Question 14

Charges either the company or the applicant when the applicants takes the job.

Answer 14

PUBLIC EMPLOYMENT AGENCIES

Question 15

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

Answer 15

EMPLOYEE REFERRAL

Question 16

A method of recruitment in which an organization send out mass mailing of information about a job openings to potential applicants.

Answer 16

DIRECT MAIL

Question 17

Recruitment Methods: INTERNET

Answer 17

• EMPLOYER BASED WEBSITE
• JOB BOARDS
• SOCIAL MEDIA
• JOB MARKETPLACE

Question 18

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

Answer 18

JOB FAIRS

Question 19

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

Answer 19

REALISTIC JOB PREVIEWS

Question 20

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

Answer 20

EXPECTATION-LOWERING PROCEDURE

Question 21

A method of selecting employees in which an interviewer ask 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 21

EMPLOYMENT INTERVIEW

Question 22

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 22

STRUCTURED INTERVIEW

Question 23

An interviews in which applicants are not asked the same questions and in which there is no standard scoring system to score applicant
answer.

Answer 23

UNSTRUCTURED INTERVIEW

Question 24

Types of Interviews:
STYLE

Answer 24

• ONE-ON-ONE INTERVIEW
• SERIAL INTERVIEW
• RETURN INTERVIEWS
• PANEL INTERVIEW
• GROUP INTERVIEWS
• SERIAL-PANEL-GROUP INTERVIEW

Question 25

Types of Interviews: MEDIUM

Answer 25

• FACE-TO-FACE INTERVIEW • TELEPHONE INTERVIEW • VIDEO-CONFERENCE INTERVIEWS • WRITTEN INTERVIEWS

Question 26

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

Answer 26

PRIMACY EFFECT

Question 27

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

Answer 27

CONTRAST EFFECT

Question 28

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

Answer 28

NEGATIVE-INFORMATION BIAS

Question 29

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

Answer 29

NONVERBAL COMMUNCATION

Question 30

Creating a Structured Interview

Answer 30

I. Determining the KSAO's to Tap Il. Creating Interview Questions III. Creating a Scoring Key for Interview Questions

Question 31

A type of structured interview questions that clarifies information on the resume or application.

Answer 31

CLARIFIER

Question 32

A type of structured interview questions that disqualifies information on the resume or application.

Answer 32

DISQUALIFIER

Question 33

A type of structured-interview question designed to tap an applicants knowledge or skill.

Answer 33

SKILL-LEVEL DETERMINER

Question 34

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

Answer 34

FUTURE-FOCUSED QUESTION

Question 35

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

Answer 35

SITUATIONAL QUESTION

Question 36

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

Answer 36

PAST-FOCUSED QUESTIONS

Question 37

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

Answer 37

PATTERNED-BEHAVIOR DESCRIPTION INTERVIEWS (PBDIS)

Question 38

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

Answer 38

ORGANIZATIONAL-FIT QUESTIONS

Question 39

A method of scoring interview questions in which the answer is either right or wrong.

Answer 39

RIGHT /WRONG SCORING

Question 40

A method of scoring interview answers that compares an applicants answer with benchmark answers.

Answer 40

TYPICAL-ANSWER APPROACH

Question 41

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

Answer 41

BENCHMARK ANSWERS

Question 42

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

Answer 42

KEY-ISSUES APPROACH

Question 43

A letter that accompanies a resume or job application.

Answer 43

COVER LETTER

Question 44

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

Answer 44

RESUME

Question 45

Problems with Unstructured Interviews:

Answer 45

• POOR INTUITIVE ABILITY • LACK OF JOB RELATEDNESS • PRIMACY EFFECT • CONTRAST EFFECT • NEGATIVE-INFORMATION BIAS • INTERVIEWER-INTERVIEWEE SIMILARITY • INTERVIEWEE APPEARANCE • NONVERBAL CUES