Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
C202: chapt 6
Selection & Hiring
| Question | Answer |
|---|---|
| selection | gathers and evaluates the information that will be used to determine who will be hired |
| person job fit | the fit between a person’s abilities and the job’s demands and the fit between a person’s needs and motivations and the job’s attributes and rewards |
| person group fit | the match between the person and his or her workgroup and supervisor |
| person organization fit | the fit between an individual’s values, attitudes, and personality and the organization’s values, norms, and culture. |
| screening assessment model | to reduce the pool of job applicants to job candidates |
| evaluative assessment methods | identify whom to hire |
| contingent assessment methods | (typically a background check, drug screen, medical exam, etc.) |
| job applications | require applicants to provide the same written information about their skills, education, work experience, and other job relevant information |
| telephone screens | to confirm résumé or application information and to assess applicants’ availability, interests, and preliminary qualifications |
| cognitive ability tests | typically use computerized or paper-and-pencil tests to assess general mental abilities, including reasoning, logic, and perceptual abilities |
| non-cognitive tests | sensory & psychomotor tests |
| integrity tests | assess candidates’ attitudes and experiences related to their reliability, trustworthiness, honesty, and moral character |
| job knowledge test | measure the job related knowledge (often technical) required for success |
| interviews | can assess a variety of characteristics, including interpersonal skills, decision-making style, and leadership style |
| structured interview | using consistent, job-related questions. A formal scoring system also helps to compare candidates based on their answers |
| behavioral interviews | based on the idea that past behavior is a good predictor of future behavior, which is generally true |
| case interview | candidate is given a business situation, challenge, or problem and asked to present a well thought out solution. |
| work sample | evaluate the performance of actual or simulated work tasks. A work sample can be as simple as a situational judgment question |
| simulation | a type of work sample that gives candidates an actual job task to perform or simulates critical events that might occur to assess how well a candidate handles them |
| assessment center | puts candidates through a variety of evaluation techniques to evaluate their potential fit with and ability to do the job |
| multiple hurdles | The FBI requires special agent applicants to first pass a cognitive ability test and a situational judgment test before advancing in the hiring process |
| compensatory approach | allows high scores on some assessments to compensate for low scores on others |
| distributive fairness | the perceived fairness of the outcomes received |
| procedural fairness | the perceived fairness of the policies and procedures used to determine the outcome |
| interactional fairness | reflects perceptions of the degree of respect and the quality of the interpersonal treatment received during the decision-making process |
| implicit employment contract | an understanding not part of the written or verbal contract |
| explicit employment contract | written or verbal employment contract |
| interactional fairness | the degree of respect and the quality of interpersonal treatment received during the decision making process |
| cut score | minimum score a candidate must reach in order to pass |
Created by:
nashanta
Popular Management sets