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BUSMHR 3200 > Recruiting, interviewing, and selection (long lecture) > Flashcards

Recruiting, interviewing, and selection (long lecture) Flashcards

1
Q
  • interviews
  • cognitive ability tests
  • personality inventories
  • biographical data (biodata)
  • physical abilities tests
  • work samples
  • drug tests, honesty tests
  • references
A

selection metods

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2
Q

act, sat

A

cognitive ability tests

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3
Q

Number of questions that have answers that are associated with success in sales

A

biographical data (biodata)

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4
Q

can you carry this 50 pound box 5 feet to that shelf

A

physical abilities test

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5
Q

guest lecture in a classroom to see how well you are in the environment you will be working in

A

work samples

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6
Q

4 different classes of selection decision results

A
  1. false negatives
  2. true positives
  3. true negatives
  4. false positives
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7
Q

which two classes of selection decision results are acceptable

A
  1. false negatives
  2. true positives
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8
Q

score high on test, and do better on average on the job

A

true positives

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9
Q

score poorly on test, and dropped out of school

A

true negatives

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10
Q

score well on test, but do poorly in job

A

false positives

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11
Q

people who score poorly on the predictor, but do great on the job

A

false negatives

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12
Q

outlaw trying to bring in and we give wanted poster to 10 different bounty hunters and whoever brings him in gets the bounty

A

contingency recruiters

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13
Q

we’re working with one person only to get the search started and to start looking for the person wanted

A

retained recruiters

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14
Q
  • standardized process (structured interview guide)
  • interviewer skills (improve with training, experience)
  • multiple interviewers
  • coordination and information sharing across interviewing
A

how to improve validity and reliability in interviews

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15
Q
  • technical skills
  • competencies
  • culture fit
  • long term potential
A

different areas in interviews

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16
Q

job experiences, certifications, education, project leadership, associations, references

A

technical skills

17
Q

performance record, projects undertaken, 360 feedback results

A

competencies

18
Q

life experiences, personal values, similar challenges faced in the past, similar cultures experienced in the past, desire for current culture

A

culture fit

19
Q

record of progress, scope of jobs held and progression, impact on organization, experience/ability to work with senior leaders, career progression and movement, learning orientation

A

long term potential

20
Q

3 stories in an interview

A
  1. story the candidate wants to tell (candidate goal)
  2. story the candidate doesn’t want to tell (interviewer goal)
  3. story the candidate doesn’t even know about (interviewer goal)
21
Q

2 ways to conduct an interview

A
  1. undisciplined
  2. rigorous
22
Q
  • 1st impressions
  • decision
  • search for confirmation data
  • reject or sell
A

undisciplined way to conduct an interview

23
Q
  • 1st impressions
  • search for relevant data
  • decision
  • reject or sell
A

rigorous way to conduct an interview

24
Q
  • competency based
  • non directive
  • behavior-based/behavior
  • behavior description interview (BDI)
  • key experience interviewing
  • future-oriented/hypothetical (aka situational)
A

types of interviewing techniques

25
Q

use questions which aim to find out how you have used specific skills in your previous experience and how you approach problems, tasks and challenges
(card sorting one variation)

A

competency based

26
Q

basically just having a conversation

A

non directive

27
Q

the best predictor of future behavior is past behavior

A

behavioral based behavioral

28
Q

a structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past

A

behavior description interview (BDI)

29
Q

spending time on one specific experience

A

key experience interviewing

30
Q

how would you deal with a very dissatisfied customer

A

future-oriented/hypothetical

31
Q
  • sex/gender
  • race/color
  • age
  • disability
  • national origin
  • religion
  • marital status
  • sexual preference
  • pregnancy
A

illegal questions to ask during an interview

32
Q

discussing with others the interviews that happened and the candidates

A

calibration meeting

33
Q
  • failure to conduct a rigorous interview
  • failure to take advantage of all available candidate information
  • allowing new biases to enter into selection decisions
  • failure to provide feedback to candidates
  • failure to use information for on boarding and/or developemtn
A

5 common flaws of internal interviewing

34
Q

valid in other contexts beyond the context in which the selection method was developed

A

generalizable

BUSMHR 3200 (32 decks)

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