Reviewer I_O Midterm Exam PDF

EMPLOYEE SELECTION - the process of reviewing information - the process of choosing individuals about job applicants used to select who relevant qualifications to fill jobs workers in an organization...

EMPLOYEE SELECTION - the process of reviewing information - the process of choosing individuals about job applicants used to select who relevant qualifications to fill jobs workers in an organization METHODS OF RECRUITMENT RECRUITING AND INTERVIEWING - NEWSPAPER ADS - properly designed employee - running ads in periodicals selection procedures can save such as local newspapers or organization a lot of money. professional journals is a declining method of recruiting EMPLOYEE RECRUITMENT employees - the process by which companies - APPLICANTS ARE ASKED TO: attract qualified applicants - attracting people with the right - Respond by calling - qualifications (as determined in the applicants are instructed to job analysis) call RECRUITMENT - Apply-in-person- to apply in person rather than call or - EXTERNAL RECRUITMENT send resumes - recruiting employees from outside the organization - Send-resume ads - - INTERNAL RECRUITMENT applicants are instructed to - recruiting employees already send their resume employed by the organization - transferring or promoting - METHODS: within the organization - Blind Box - sends their NONCOMPETITIVE PROMOTIONS resume to a box in the newspaper; neither the name - usually involve “career progression” nor the address of the company is provided COMPETITIVE PROMOTIONS - Organization use blind boxes - several internal applicants compete for three main reasons: with one another - 1. doesn’t want its REALISTIC JOB PREVIEW (RJP) name in public - an accurate presentation or the - 2. fear that people perspective job and organization wouldn’t apply if they made to applicants knew the name of the EMPLOYEE SCREENING company - 3. a company needs to terminate an  employee but wants Direct Mail - also a method of first to find a recruitment in which an organization replacement sends out of mass mailings of information about job openings to - METHODS: potential applicants Writing Recruitment Ads - Ads EFFECTIVE EMPLOYEE SELECTION containing detailed descriptions of TECHNIQUES the job and organization provide applicants with an idea of how well 1. THREE CHARACTERISTICS: they would fit into an organization and result in positive thoughts about 1. VALID it 2. THEY REDUCE THE Electronic Media - the (potential CHANGE OF A LEGAL advantage) of using electronic media CHALLENGE for recruitment is that, according to a 2013 study by the Radio Advertising 3. COST-EFFECTIVE Bureau, People spends 3 hours per day watching TV and listening the - a valid selection test is one that is radio and thus radio ads can be based on a job analysis (content easily targeted to the desired validity), predicts work-related audience behavior (criterion validity) and Point-of-Purchase Methods (POP) - measures the contrust it purports to The idea is to get you to buy more measure (contrust validity) items once you are already in the EMPLOYMENT INTERVIEWS store. Recruiters - many organizations - is a method of selecting employees send recruiters to college campuses in which an interview asks questions to answer questions about of an applicant and then makes an themselves and interview students employment decision based on the for available positions. answers to the questions as well as Public Employment Agencies - the way in which the questions were Designed primarily to help the answered unemployed find work, they often offer services such as career advice TYPES OF INTERVIEW and resume preparation 1. Structured Interview (Objective) Job Fairs - is a recruitment method in which several employers are - in which questions are based on the available at one location, many job analysis, every applicant is applicants can obtain information at asked the same questions and there one time is standardized scoring are given Employee Referrals - a method of identical score recruitment in which a current employee refers to a friend of family member for a job.  2. Unstructured Interview (Subjective) - SCHEDULING THE INTERVIEW - Tentative schedule, applicant must - applicants are not asked the same not be late questions an in which there is no standard scoring system to score - BEFORE THE INTERVIEW applicant answers (free) - learn about the company, applicant’s knowledge of the organization MEDIUM OF INTERVIEW significantly correlates with the 1. FACE TO FACE interview rating, dress neatly and 2. TELEPHONE professionally and adjust style as 3. VIDEO CONFERENCE necessary of the situation. 4. WRITTEN - DURING THE INTERVIEW CONDUCTING A STRUCTURED - how best to behave in an interview, INTERVIEW firm handshake, eye contact, smiling and head nodding. Desired verbal Building rapport behaviors include asking questions set the agenda for the interview by subtly asking about the salary, not speaking slowly and not hesitating explaining the process before answering questions. ask the interview questions - AFTER THE INTERVIEW provide information about the job - write a brief letter or email thanking and the organization the interviewer for her time. answer any questions the applicant WRITING COVER LETTERS might have - Cover letter - Letter that companies end the interview on a pleasant note a resume or job application, tell n by complimenting the interviewee employer that you are enclosing JOB SEARCH SKILLS your resume and would like to apply - Necessary skills to obtain job for a job, cover letters contain a salutation, four basic paragraphs and a closing signature - SUCCESSFULLY SURVIVING THE - Salutation - Avoid phrases such as INTERVIEW PROCESS “Dear sir or Madam” - 4 Basic paragraphs - The fact thet - training on how to interview, training your resume is enclosed, the name can increase an applicant’s score on of the job you are applying for and structured interviews how you know about the job - receiving interview training and opening. practicing interviewing skills and reducing anxiety is important. WRITING A RESUME  - RESUME - is a formal summary of an applicant’s professional and educational background CHARACTERISTICS OF EFFECTIVE RESUMES - Must be attractive and easy to read - Cannot contain typing, spelling, grammatically or factual error - Should be honesty present the applicant look as qualified as possible TYPES OF RESUME - CHRONOLOGICAL RESUME - jobs are listed in order from most to least or recent - FUNCTIONAL RESUME - jobs are grouped by function - PSYCHOLOGICAL RESUME - takes advantage of psychological principles pertaining to memory organization and impression formation Summary: employees can be recruited by a variety of methods, including help-wanted advertisements, employee referrals, employment agencies, the internet, point-of-purchase methods, direct mail and job fairs. to perform well when being interviewed, you need to be on time, learn about the company, dress neatly and use appropriate nonverbal behavior There are three main types of resume, functional, chronological and psychological