recruitment training AN chapter 1

belief

the trust or confidence placed in social, political, historic, economic, and religious claims

collaborative

a mutual effort by both parties to inform, analyze, and resolve problems

conversation

an unstructured interaction between two or more people with no predetermined purpose other than enjoyment of the process

dyadic

an interaction that involved two distinct parties

electronic interviews

interviews conducted over the telephone, through conference calls, by video talk-back, or over the Internet

E-mail interviews

interviews conducted through electronic e-mail rather than face-to-face

exchanging

a sharing of roles, responsibilities, feelings, beleif’s, motives, and information during an interview

feelings

emotions such as pride, fear, love, anger, and sympathy

focus group interviews

a small group of people (6-12) act as an interviewee party with a highly skilled interviewer who asks a carefully selected set of questions that focus on a specific topic

information-gathering interviews

interviews designed to obtain facts, opinions, data, feelings, attitudes, beleif’s, reactions, advice, or feedback

information-giving interview

interviews designed to exchange data, knowledge, direction, instructions, orientation, clarification, or warning

interactional

the exchanging or sharing of roles, responsibilities, feelings, beliefs, motives, and information

message making

actions and questions designed to evoke meaning

motives

values such as security, belonging, freedom, ambition, and preservation of health

process

a dynamic, continuing, ever-changing interaction of variables

question

any statement or nonverbal act that invites an answer

selection interview

an interview in which the purpose is to select a person for employment of membership within an organization

skype

a program that enables interviews and interviewees to communicate instantly over the Internet by using a microphone and webcam

structure

a predetermined arrangement of parts of stages into a meaningful whole

system

a degree of structure of organization that guides a planned interaction between 2 parties

telephone interview

an interview that is conducted over the telephone rather than face-to-face

two party process

an interviewer and an interviewee party consisting of one or more persons with distinct roles and purposes such as getting and giving information, counseling and being counseled, persuading and being persuaded, recruiting and being recruited

videoconference interview

technology that enables interview parties to see and hear one another and to interact in real time

virtual interview

an electronic interview employed most often for practice and simulation

webinar

a presentation to an audience on the Web that may become an interview if it is collaborative exchange between two parties who ask questions and provide answers to one another

Basic skills tests

tests that measure mathematrics, measurement, reading, & spelling skills

behavior-based selection

selection based upon the behaviors desired in a position & behaviors exhibited by applicants

birds of a feature syndrome

the selection of employees most similar to interviewers

board interview

when 2 to 5 persons representing an organization may interview an applicant at the same time

bona fide occupational qualifications (BFOQ)

requirements essential for performing a particular job

job/career fairs

gatherings of recruiters from a variety of organizations on college campuses or malls in which applicants can obtain information, make contacts & take part in interviews

chain format

when 1 recruiter for an organization converses with an applicant for several minutes & then passes the applicant along to another recruiter for the organization who probes into job skills, technical knowledge, or another area

cover letters

a letter an applicant sends to a preopective employer that expressed interest in & qualifications for a position

critical incident question

a question that asks applicants how they might resolve a current problem the recruiters organization is facing

EEO laws

state & federal laws that pertain to recuiting & reviewing the performance of employees

honesty tests

tests designed to assess the ethics, honesty, & integrity of job applicants

integrity interviews

interviews designed to assess the honesty & integrity of prospective employees

interview evaluation

the formal or informal process of evaluating applicants following recruiting interviews

job/career fairs

gatherings of recruiters from a variety or organizations on college campuses or malls in which applicants can obtain information, make contacts, and take part in interviews

matching process

the process of matching an applicant with a specific position & organization

scanning software

computer software that enable recruiters to scan resumes electronically to reduce the time required to select applicants to be interviewed

talent or trait based selection process

a recuriting interview in which all interviewer questions focus on specific talents or traits included in the applicant profile

appearance

how you look to the other party in the interview, including dress & physical appearance

arrival

the point at which one interview party encounters the other to initiate an interview

attitude

relatively enduring combinations of beliefs that predispose people to respond in particular ways to persons, organizations, places, ideas, & issues

behavior based selection technique

a selection technique that begins with a needs & position analysis to determine which behaviors are essential for performing particular job & proceeds to match applicants with this analysis

branding

when an applicant presents a carefully crafted image to potential employers through social media

career objective

a brief, concise statement of a targeted career goal

chronological format resume

a resume that lists education, training, & experiences in chronological order

cover letter

a letter an applicant sends to a prospective employer that expressed interest in & qualifications for a position

determinate interviews

an interview designed to determine whether or not to make a job offer to an applicant

electronically scanned resume

a resume designed in format & wording to be scanned electronically by recruiters

free paid positions

when an organization retains a placement agency to locate qualified applicants & pays fees the agency would normally charge applicants

first impression

the initial impression one makes on another as a result of appearance, dress, manner, & quality of communication

functional resume format

a resume in which an applicant places experiences under headings that highlight qualifications of a position

honesty tests

tests designed to assess the ethics, honesty, & integrity of job applicants

integrity interviews

interivews designed to assess the honesty & integrity of prospective employees

joblike situations

simulated job situationsthrough questions or role playing that enable the recuriter to perceive how an applicant might act on the job

network tree

a listing of names, addresses, & telephone numbers of primary contacts who can provide leads for job openings & additional contacts

networking

creating a list of contacts for possible employment positions

nonverbal communication

nonverbal signals such as physical appearance, dress, eye contact, voice, touches, head nods, hand shakes, & posture

PAR method

when an applicant structures an answer by addressing an assigned problem or task, actions taken to solve the assigned problem or task, & the results or consequences of actions taken

percentage agencies

placement agencies whose fee for finding positions for clients in a specific percentage of the 1st years salary

placement agency

an agency that provides services such as career counseling, resume preparation, employer contacts, & interview opportunities for those seeking positions

portfolio

a small & varied collection of an applicants best work

relationship

an interpersonal connection between parties that influences their interest in the outcome of the interview

research

a careful search for background materials, information, facts, & theories pertaining to a subject, person, or organization

screening interviews

interviews designed to select applicants for additional interviews

self-analysis

a careful, thorough, & insightful analysis of self an applicant conducts prior to taking part in interivews

social media

blogs & web sites such as My Space & Facebook that interviews & interviewees use to interact socially with others

STAR method

when an applicant structures an answer in 4 parts by addressing the situation, the task, the action taken & results of this action

talent or trait-based selection process

a recruiting interview in which all interviewer questions focus on specific talents or traits included in the applicant profile

The Equal Pay Act of 1963

requires equal pay for men & women performing work that involved similar skill, effort, responsibility, & working conditions

The Civil Rights Act of 1964

particularly Title VII, prohibits selection of employees based on race, color, gender, religion, or national orgin, & requires employers to discover discriminatory practices & eliminate them

The Age Discrimination in Employment Act of 1967

prohibits employers of 25 or more persons from discriminating against persons 40 years old or older

The Rehabilitation Act of 1973 (Sections 501 & 505)

order federal contractors to hire persons with disabilities, including alcoholism, asthma, rheumatoid arthrities, & epilepsy

The Pregnancy Discrimination Act of 1978

prohibits discrimination of women because of pregnancy alone & protects job security during maternity leaves

Immigration & Control Act of 1986

requires employers to ensure applicants are legally employable in the U.S.

The Civil Rights Act of 1991 (1992 Civil Right Act)

caps compensation & punitive damages for employers, provides for jury trial & created commission to investigate the “glass ceiling” for minorities & women & review organizations that advance opportunties for minorities & women

The Americans with Disabilities Act of 1990

(effective July 25, 1992), Title I & Title V, prohibits discrimination against persons with physical & mental impairments that substantially limit or restrict the condition, manner, or duration under which they perform one or more life activites & requires accommodation by employers