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Questions and Answers
Applicants were traditionally required to submit their applications in ______ copies
hard
Employers now prefer applicants to send ______ copies of their applications in response to job vacancies
soft
Selection is a process of choosing the best candidates from those ______
recruited
Recruiters engage in activities like sorting, shortlisting, conducting selection tests, interviews, reference checks, medical examinations, and making ______ to successful candidates
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The selection process is a systematic effort to identify the most ______ candidates for available positions
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One of the challenges of the modern approach to recruitment is limited internet access in ______ societies
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Typically, interviews are conducted at two levels: first as an initial screening interview simply to see if the person has minimum qualifications, and then later, as an in-depth interview perhaps involving HR staff members and operating managers in the departments where the individuals will work. Mathis and Jackson (2006) identify two categories of interview: structured interviews which comprise of biographical, competency, ______ interviews; and secondly, the less structured or unstructured category.
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There are other types which include stress interviews, team interviews, and panel interviews and so on. Oral interviews provide the opportunity for both the recruiter and the applicants to interact, discuss further and probably conclude the employment contract. This affords the recruiter of having physical assessment of the applicants with a view to further determining the suitability of applicants for the positions under consideration. The next stage is the physical examination of applicants. This is the stage at which candidates provisionally selected are required to report at a medical centre for tests and screening with a view to determining their health conditions. The cost of such medical tests is borne by the employer and the report provides more information about the ______.
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Selection interview is done both to obtain additional information and to clarify information gathered earlier about the applicants. Typically, interviews are conducted at two levels: first as an initial screening interview simply to see if the person has minimum qualifications, and then later, as an in-depth interview perhaps involving HR staff members and operating managers in the departments where the individuals will work. Mathis and Jackson (2006) identify two categories of interview: structured interviews which comprise of biographical, competency, situational interviews; and secondly, the less structured or unstructured ______.
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There are other types which include ______ interviews, team interviews, and panel interviews and so on. Oral interviews provide the opportunity for both the recruiter and the applicants to interact, discuss further and probably conclude the employment contract. This affords the recruiter of having physical assessment of the applicants with a view to further determining the suitability of applicants for the positions under consideration. The next stage is the physical examination of applicants. This is the stage at which candidates provisionally selected are required to report at a medical centre for tests and screening with a view to determining their health conditions. The cost of such medical tests is borne by the employer and the report provides more information about the candidate.
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Typically, interviews are conducted at two levels: first as an initial screening interview simply to see if the person has minimum qualifications, and then later, as an in-depth interview perhaps involving HR staff members and operating managers in the departments where the individuals will work. Mathis and Jackson (2006) identify two categories of interview: structured interviews which comprise of biographical, ______, situational interviews; and secondly, the less structured or unstructured category.
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Oral interviews provide the opportunity for both the recruiter and the applicants to interact, discuss further and probably conclude the employment contract. This affords the recruiter of having physical assessment of the applicants with a view to further determining the suitability of applicants for the positions under consideration. The next stage is the physical examination of applicants. This is the stage at which candidates provisionally selected are required to report at a medical centre for tests and screening with a view to determining their health conditions. The cost of such medical tests is borne by the employer and the report provides more information about the candidate. This process is crucial for determining the ______ of applicants.
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Such applications are sorted into three categories namely: Suitable, Possible and Unsuitable. Traditionally, this stage was done manually and could take a long time before it could be completed. It is cumbersome and the rate of accuracy is usually low. Today the computer is used to conduct this stage and it makes it faster and more accurate. The next activity is the written test. This is a process of testing the intelligent quotient and mental skills of applicants. Depending on a number of factors which include organizations’ ______ policy, vacant positions etc, some recruiters/organizations do not conduct written tests for applicants. For those who use selection tests, many kinds of tests have been developed to help employers select good employees. According to Onasanya, (2005) and Mathis and Jackson, (2006), literacy tests, skill tests, psychological measurement tests, honesty tests are the major categories. They argue further that when carefully developed and properly administered, employment test allow employers to predict which applicants have the ability to do the job in question, who can learn in training and who will likely stay when employed. After the written text comes the oral interview stage. While tests may not be adopted by all employers during the ______ process, interviews have been found to be a universal exercise to decide on whom to employ into organizations.
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Traditionally, this stage was done manually and could take a long time before it could be completed. It is cumbersome and the rate of accuracy is usually low. Today the computer is used to conduct this stage and it makes it faster and more accurate. The next activity is the written test. This is a process of testing the intelligent quotient and mental skills of applicants. Depending on a number of factors which include organizations’ ______ policy, vacant positions etc, some recruiters/organizations do not conduct written tests for applicants.
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According to Onasanya, (2005) and Mathis and Jackson, (2006), literacy tests, skill tests, psychological measurement tests, honesty tests are the major categories. They argue further that when carefully developed and properly administered, employment test allow employers to predict which applicants have the ability to do the job in question, who can learn in training and who will likely stay when employed. After the written text comes the oral interview stage. While tests may not be adopted by all employers during the ______ process, interviews have been found to be a universal exercise to decide on whom to employ into organizations.
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Depending on a number of factors which include organizations’ recruitment policy, vacant positions etc, some recruiters/organizations do not conduct written tests for applicants. For those who use selection tests, many kinds of tests have been developed to help employers select good employees. According to Onasanya, (2005) and Mathis and Jackson, (2006), literacy tests, skill tests, psychological measurement tests, honesty tests are the major categories. They argue further that when carefully developed and properly administered, employment test allow employers to predict which applicants have the ability to do the job in question, who can learn in training and who will likely stay when employed. After the written text comes the oral interview stage. While tests may not be adopted by all employers during the recruitment process, interviews have been found to be a universal exercise to decide on whom to employ into ______.
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Some recruiters/organizations do not conduct written tests for applicants. For those who use selection tests, many kinds of tests have been developed to help employers select good employees. According to Onasanya, (2005) and Mathis and Jackson, (2006), literacy tests, skill tests, psychological measurement tests, honesty tests are the major categories. They argue further that when carefully developed and properly administered, employment test allow employers to predict which applicants have the ability to do the job in question, who can learn in training and who will likely stay when employed. After the written text comes the oral interview stage. While tests may not be adopted by all employers during the recruitment process, interviews have been found to be a universal exercise to decide on whom to employ into ______.
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While tests may not be adopted by all employers during the recruitment process, interviews have been found to be a universal exercise to decide on whom to employ into ______.
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According to Onasanya, (2005) and Mathis and Jackson, (2006), literacy tests, skill tests, psychological measurement tests, honesty tests are the major categories. They argue further that when carefully developed and properly administered, employment test allow employers to predict which applicants have the ability to do the job in question, who can learn in training and who will likely stay when employed. After the written text comes the oral interview stage. While tests may not be adopted by all employers during the recruitment process, interviews have been found to be a universal exercise to decide on whom to employ into ______.
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