Ch. 15: Selecting Employees

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Job Description

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  • List of characteristics of a job

  • Observable activities to carry out a job

  • Incl. job title, duties involved and working conditions

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Job Specification

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  • List of characteristics desirable in the person performing a given job

  • Knowledge, skills, abilities

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23 Terms

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Job Description

  • List of characteristics of a job

  • Observable activities to carry out a job

  • Incl. job title, duties involved and working conditions

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Job Specification

  • List of characteristics desirable in the person performing a given job

  • Knowledge, skills, abilities

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Recruitment

  • Process of identifying people interest in holding a particular job or working for the organization

  • Candidates in and out of the org.

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Looking Inside the Org.

  • Promotions and opportunities to work in a new dep.

  • Employees already familiar w/ org. Policies

  • Done through job postings and referrals

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Looking Outside the Org.

  • New hires bring fresh ideas and skills

  • Ads, employment agencies, job sites and schools

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Interviewing Candidates

  • Assessing interpersonal and communication skills

  • More details from resume

  • Learn about the org.

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Who Should Interview?

  • Initial interview done by HR

  • Supervisor may participate in later interviews

  • Sometimes rest of the team participates

  • May be automated

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The Interviewing Process

  • Prepare content and conditions of interview

  • Make candidate comfortable

  • Ask about background, qualifications, goals and expectations

  • Answer questions from candidate

  • Close with statement of what to expect

  • Record impressions

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Ways to prepare for an Interview

  • Review job description

  • Review resume/application

  • Prep. Specific questions

  • Arrange appropriate interview location

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Structured Interview

Based on questions the interviewer has prepared for in advance

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Unstructured Interview

Interviewer has no list of questions prepared in advance but asks questions on the basis of the applicant’s responses

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Open-Ended Questions

Questions that give the person responding broad control over the responses

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Close-Ended Questions

  • Questions that require a simple answer

  • : Yes or no

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Errors to Avoid While Conducting Interviews

  • Making decisions based personal biases

  • Halo/Horn effect

  • Giving candidates misleading picture of the org.

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Employment Tests

Help understand whether has the necessary skills to do the job

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Aptitude Test

Measure a person’s ability to learn skills related to the job

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Proficiency Test

Measure whether the person has the skills needed to perform the job

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Psychomotor Tests

Measure a person’s strength, dexterity, and coordination

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Personality Tests

Identify certain personality traits

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Physical Examination

  • Only request AFTER an offer is made

    • To reduce risk of being sued bc of a disability

  • Determine if a candidate is physically capable to fulfill requirements

  • Company offered insurance

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Affirmative Action

  • Plans designed to increase opportunities for groups that traditionally have been discriminated against

  • Some companies recruit at schools where many students are minorities

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Workplace Accessibility

  • Organizations that comply with ADA have the advantage of a large pool off potential workers

  • Complying with ADA

    • Review and revise job descriptions

    • Avoid asking if the candidate has a conditions that would prevent them from doing the job

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Readily Achievable

  • Easy to carry out and possible to accomplish without much difficulty or expense

  • : Wheelchair accessibility, high blood pressure, impaired sight