Recruitment and Selection

Question 1

Recruiting employees from outside the organization.

Answer 1

External Recruitment

Question 2

• Recruiting employees already employed by the organization (promotion or transfer).

Answer 2

Internal recruitment

Question 3

usually involve “career progression” positions.

Answer 3

Noncompetitive promotions

Question 4

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

Answer 4

Competitive promotions,

Question 5

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

Answer 5

Respond but calling

Question 6

• instruct applicants to apply in person rather than to call or send résumés.

Answer 6

Apply in person Ads

Question 7

send their résumé to the company rather than call or apply in person.

Answer 7

send-resume ads

Question 8

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

Answer 8

Blind Box

Question 9

Usage of televisions
• The potential advantage to using electronic media for recruitment is that, according to a 2013 study by the Radio Advertising Bureau, Americans spend 3.7 hours per day watching TV and 2.3 hours a day listening to the radio.

Answer 9

Electronic Media

Question 10

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

Answer 10

Virtual job fair

Question 11

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

Answer 11

Executive search firms

Question 12

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

Answer 12

Employment agency

Question 13

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

Answer 13

Public Employment Agencies

Question 14

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

Answer 14

Employee Referrals

Question 15

A method of recruitment in which an organization sends out

Answer 15

Direct mail

Question 16

• are traditional employee referral programs and networking on steroids.

Answer 16

Social Media

Question 17

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

Answer 17

Job fairs

Question 18

• getting enough bodies to fill the job openings.

Answer 18

Applicant Yield Method

Question 19

• 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 19

Cost per applicant

Question 20

• 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 20

Unstructured interview

Question 21

involve one interviewer interviewing one applicant.

Answer 21

One on One Interviews

Question 22

involve a series of single interviews.

Answer 22

serial interviews

Question 23

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

Answer 23

Return interviews

Question 24

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

Answer 24

Panel İnterviews

Question 25

- have multiple applicants answering questions during the same interview.

Answer 25

Group Interviews

Question 26

- both the interviewer and the applicant are in the same room.

Answer 26

Face-to-face interviews

Question 27

are often used to screen applicants but do not allow the use of visual cues.

Answer 27

Telephone Interviews

Question 28

- are conducted at remote sites.

Answer 28

Video conference interviews

Question 29

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

Answer 29

Written interviews

Question 30

- basing hiring decisions on "gut reactions," or intuition.

Answer 30

Poor Intuitive Ability

Question 31

asking questions that are not related to any particular job.

Answer 31

Lack of Job Relatedness -

Question 32

- The fact that information presented early in an interview carries more weight than information presented later. "first impressions"

Answer 32

Primacy effect

Question 33

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

Answer 33

Contrast effect

Question 34

- The fact that negative information receives more weight in an employment decision than does positive information. Seems to occur only when interviewers aren't aware of job requirements

Answer 34

Negative-Information Bias

Question 35

- an interviewee will receive a higher score if he or she is similar to the interviewer in terms of personality, attitude, or race.

Answer 35

Interviewer-Interviewee Similarity

Question 36

- indicate that, in general, physically attractive applicants have an advantage in interviews over less attractive applicants, and applicants who dress professionally receive higher interview scores than do more poorly dressed applicants. • This attractiveness bias occurred for men and women and for traditionally masculine and feminine job types.

Answer 36

Interviewee Appearance

Question 37

- use of appropriate nonverbal communication is highly correlated with interview scores. Appropriate nonverbal cues include such things as smiling and making appropriate eye contact.

Answer 37

Nonverbal Cues

Question 38

- on the basis of whether the answer given was correct or incorrect.

Answer 38

Right/Wrong Approach

Question 39

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

Answer 39

Typical-answer approach

Question 40

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

Answer 40

Key-issues approach