Industrial Psychology - Chapter 4 (copy)

Job Analysis

The methods used to select employees should in directly with the results the tie of job analysis.

Internal recruitment

promote someone from within the to organization.

External recruitment

to hire someone from outside the organization.

Newspaper Ads

respond by calling, apply-person ads, send-résumé in ads, blind box.

Electronic Media

television and radio to advertise job openings.

Situation-Wanted Ads

placed the applicant by rather than organizations.

Employment agencies

operate one in of two ways. They charge either the company or the applicant when the applicant takes the job.

Executive search firm

better known as "head hunters", the jobs they represent tend higher-paying, non entry-level to be - positions. Always charge their fees to organizations rather than to applicants.

Public employment agencies

designed primarily to help the unemployed find work, but they often offer services such career advisement as and résumé preparation.

Incentives

When unemployment rates are low, organizations have to take extra measures to recruit employees.

Realistic Previews

involve giving an applicant an honest assessment of a job.

Expectation-lowering procedure (ELP)

lowers an applicant's expectations about work and expectations general.

Structured interview

job-related, asked to all applicants, and standardized scoring.

Unstructured interview

interviewers ask anything they want, no consistency required in to questions asked each applicant, and may assign numbers points their own of at discretion.

Primacy Effects

"first impressions"

Contrast Effects

s performance of one applicant may affect the interview score given to the next applicant.

Negative-Information Bias

weighs more heavily than positive information.

One-on-one interviews

involve one interviewer interviewing one applicant.

Serial interviews

nvolve a series of single interviews.

Return interviews

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

Panel interviews

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

Group interviews

have multiple applicants answering questions during the same interview.

Face-to-face interviews

Both the interviewer and the applicant are in the same room

Telephone interviews

often used to screen applicants but not allow the use do of visual cues (not always a bad thing).

Videoconference interviews

conducted at remote sites.

Written interviews

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

Typical-Answer Approach

The idea behind this is to create a list of all possible answers to each question.

Key-Issues Approach

A problem with the typical- answer approach that there are is many possible answers to a question, and applicants often provide answers that could fit parts several different benchmarks.

Scheduling the Interview

What will affect the score, however, is when applicants arrive for the interview.

Before the Interview

Learn about the company, one the most commonly asked of unstructured interview questions ("What do you know about our company?") is used to determine the knowledge the applicant's of organization.

During the Interview

Nonverbal behaviors should include a firm handshake, eye contact, smiling, and head- nodding. Desired verbal behaviors include asking questions, subtly pointing out how you are similar to the interviewer, not asking about the salary, not speaking slowly, and not hesitating before answering questions.

After the Interview

Immediately following the interview, write a brief letter thanking the interviewer for her time.