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D099 - module 7
D099 - Unit 5
| Question | Answer |
|---|---|
| job description | A written statement that describes a job's title, duties, tasks, and responsibilities |
| job analysis | The process of collecting information about the activities, tasks, and responsibilities of each job in the organization |
| job specification | the knowledge, skills, and abilities that the job requires are identified. |
| job design | The modification of job duties and tasks to be more effective |
| Recruitment | a process that provides the organization with a pool of qualified job candidates from which to choose. |
| yield ratio | the percentage of applicants from one source who make it to the next stage in the selection process |
| Internal recruitment | uses the existing company resources and talent pool to fill needs. |
| External recruitment | This type of recruitment focuses resources on looking outside the organization for potential candidates and expanding the available talent pool. |
| Staffing firm | A company that recruits new talent for open positions in the workforce |
| Executive search firm | focused on high-level positions, such as upper management, directors, and C-suite roles. |
| Corporate recruiter | an employee within a company who focuses entirely on recruiting for his or her company. |
| Nepotism | a preference for hiring relatives of current employees, |
| employee referral | A candidate recommended by an existing employee |
| social recruiting | The practice of using social media to find, engage, and hire new employees |
| selection process | The process of determining which people in the applicant pool possess the qualifications necessary to be successful on the job |
| Criteria development | determining which sources of information will be used and how those sources will be scored during the interview |
| Biographical information blanks (BIBs) | A series of questions about a person's history that may have shaped his or her behavior |
| weighted application form | selecting an employee characteristic to be measured and then identifying which questions on the application predict the desired behavior. |
| Reliability | the degree in which other selection techniques yield similar data over time. |
| Traditional interview | This type of interview normally takes place in the office. |
| Telephone interview | often used to narrow down the list of people receiving a traditional interview. |
| Panel interview | This type of interview occurs when several people are interviewing one candidate at the same time. |
| Information interview | This type of interview is usually used when there is no specific job opening, but the candidate is exploring possibilities in a given career field. |
| Nondirective interview | In this type of interview, the candidate essentially leads the discussion. |
| Halo effect | This occurs when an interviewer becomes biased because of one positive or negative trait a candidate possesses. |
| Interview bias | This is when an interviewer makes assumptions about the candidate that may not be accurate. |
| Contrast bias | a type of bias that occurs when comparing one candidate to others. |
| Cultural noise bias | This type of bias occurs when a candidate thinks he or she knows what the interviewer wants to hear and answers the questions based on that assumption. |
| Recency bias | when the interviewer remembers candidates interviewed most recently more so than the other candidates. |
| cognitive ability test | measure reasoning skills, math skills, and verbal skills |
| aptitude test | measures a person's ability to learn new skills |
| achievement test | measures someone's current knowledge |
| content validity | refers to how comprehensively the measure assesses the underlying construct that it claims to assess. |
| Construct validity | This refers to whether the measure accurately assesses the underlying construct that it claims to assess. |
| Criterion validity | This examines how well the construct correlates with one's behavior in the real world across multiple situations and manifestations. |
| clinical selection approach | decision makers review the data and, based on what they learn from the candidate and the information available to them, |
| statistical method | A selection model that assigns scores and gives more weight to specific factors, if necessary |
| compensatory model | A type of statistical approach that permits a high score in an important area to make up for a lower score in another area |
| multiple cutoff model | A type of statistical approach that requires that a candidate have a minimum score level on all selection criteria |
| multiple hurdle model | only candidates with high (preset) scores go to the next stages of the selection process |
Created by:
lissmisstree
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