I/o Psychology 4 "employee Selection"

Front 1

Primacy Effect

Back 1

Information presented earlier carries more weight

Front 2

Organizational fit Questions

Back 2

Type of structured interview that taps how well an applicants personality and values will fit with the Organizational culture

Front 3

Public Employment Agency

Back 3

An employment service operated by a state or local government, designed to match applicants with the job

Front 4

Employment Agency

Back 4

An Organization that specializes in finding jobs for applicants and finding applicants for organizations looking for employees

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Executive Search Firm

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Often also called as head hunters that specializes in planning applicants in high paying job

Front 6

Virtual Job Fairs

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A job fair held on campus in which students can tour a company online, ask questions of recruiters and electronic resumes

Front 7

Blind Box

Back 7

A recruitment ads that instructs applicants to send their resume to a box at the news paper, neither the name nor the address of the company is provided

Front 8

Send Resume Ads

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Recruitment ads in which applicants are instructed to send their resume to the company rather than to apply or call in person

Front 9

Apply-in Person Ads

Back 9

Recruitment Ads that instructs applicants to apply in person rather than to call or send their resume

Front 10

Respond by Calling

Back 10

Recruitment ads in which applicants are instructed to call rather than to apply in person or send resume

Front 11

Internal Recruitment

Back 11

Recruiting employees already employed by the Organization

Front 12

Contrast Effect

Back 12

When the performance of an applicant affects the performance of the next applicants

Front 13

Past focused question

Back 13

A type of structured interview that taps the applicants experience

Front 14

Disqualifier

Back 14

A type of structured interview question in which a wrong answer will disqualify the applicant from further consideration

Front 15

Clarifier

Back 15

A type of structured interview that clarifies information based on the resume

Front 16

Patterned Behavior Description Interview

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A structured interview in which questions focused on behavior on the previous job

Front 17

Situational Questions

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A type of structured Interview I'm which applicants are presented with a series of situation and asked how they would handle each one

Front 18

Future Focused Questions

Back 18

Type of structured interview in which applicants are given a situation and asked how they would handle it

Front 19

Skill level Determiner

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A type of structured interview that taps the applicant's knowledge and skill

Front 20

Job fair

Back 20

A recruitment method in which several employers are available at one location so that applicants can obtain information at one time

Front 21

Direct Mail

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A method of recruitment by which an organization sends out mass mailing of information about job openings to potential applicants

Front 22

Employee Referral

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A method of recruitment in which a current employee refers a friend or family member for a job

Front 23

Averaging VS Adding model

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A model that proposed by Anderson that postulates that our impression are based more on average value of each impression than the sum of values of each impression

Front 24

Psychological Resume

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A resume format that takes an advantage of Psychological principles pertaining to memory organizations and impression formation

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Functional Resume

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A type of resume in which jobs are grouped in function rather than used in order

Front 26

Expectation Lowering Procedure

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A form of Realistic Job Preview that lower the applicants expectations about the various aspects of a jod

Front 27

Realistic Job Preview

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Applicants are told both the positive and negative aspects of a Job

Front 28

Cost per Qualified Applicants

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Amount of money spend divided by the qualified people

Front 29

Cost per Applicants

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Cost of money on recruitment divided by the number of people who applied for a job

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Chronological Resume

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A type of resume in which jobs are listed in order from most to recent

Front 31

Cover Letter

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A letter that accompanies a resume or a job application

Front 32

Key Issues Approach

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Provide points for each part of an answer that matches the scoring key

Front 33

Benchmark Answers

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A standard answers that to interview questions, the quality of which has been agreed on by the job experts

Front 34

Unstructured Interview

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Are not same question, and no standard scoring

Front 35

Structured Interview

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Same questions and standardized scoring method

Front 36

Employment Interview

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Asks questions to an applicant and then make an employee decision based on the answers

Front 37

External Recruitment

Back 37

Recruiting employees from outside the Organization

Front 38

Recruitment

Back 38

The process of attracting people to an organization