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33 Cards in this Set

  • Front
  • Back
Process of Employment Interview
Analyze self, do homework/research, conduct search, produce credentials, create a favorable first impression, answer Qs, ask Qs, close interview, evaluate and learn
What to research

field, position, organization, recruiter, current events, interview process

Networking is the best means of getting a job. 41-80 percent of applicants got their job through networking
Types of networking

networking tree, social media, website/classifieds, career center + employment agencies, job fair, knocking on doors
Percentage agency

place you for a fee
Fee paid agency

place you for free- they are paid by a separate coorporation

Resume, cover letter, portfolio


- Be honest


-Take mechanics seriously

-Use key words


shows you in action

Cover letter

-three to four paragraphs

-1.5 margins, adjust to one page

-tailor each letter

Components of Cover Letter

1st graph- why you are applying

2nd graph- education, training, experience...

3rd graph- conclusion and appreciation

Employment Interview overall

-Be prepared

-be positive

-be polite

First impressions

7% words + 38% tone +55% body language
Answering Q Strategies

Mini- Speech Method: intro, body, conclusion- good for critical situation and hypothetical situation Qs

STAR: Situation, task, action, results- good for behavior based Qs

PAR: Problem, Action Results

Facts about performance interviews

-few people are trained for them

-source of dissatisfaction

-should be a coaching opportunity

Catalytic Coaching

-enable individuals to improve production capabilities

-future based

-improve production

-rise to potential


Conviction Drive


Audible Ready

Consistency of Leadership

Honesty Based

BARS Model

Behaviorally Anchored Rating Scales- focuses on skills essential to position- number of calls per hour

MBO Model

Management By Objective- supervisor and employee works together to set goals

clarify behaviors for a job

Universal Performance Interviewing Model

4 Qs

1 What is not being done that should be?

2 What expectations are not being met at what standard?

3 Could the person do it if motivated

4 Does the individual have the skills to perform as needed?

360 Degree Approach

Accepted by Fortune 500 companies

-input from constituencies

-usually anonymous

-facilitator works with employee- often negative 38% of effects are negative

Employee Review Perspectives

Appraisal- required and scheduled by organization, past oriented, concerned with what happened

development- initiated by employee, future oriented, concerned with how it happened

Reviewer Problems

-halo effect

-pitchfork effect- negative ratings for all duties because of one trait they don't like

-central tendency- everything is in the middle- no good or bad

-loose rater-reluctant to talk about bad habits

-tight rater- no one can perform at standards

competitive- no one can perform at their level

Conducting Employee Review Interview

Opening, Discussion, Goal Setting-75% of the interview, Closing







Fundamental Ethical Guidelines

-be honest

-be fair

-be skeptical

-be thoughtful + delicate in judgment

-Be open minded

-Be responsive

How to increase success of persuasive interview

1. proposal creates a need or desire2 proposal and organization are consistent with interviewee's values 3 proposal is feasible 4 proposal's advantages outweigh disadvantages 5 there is no better course of section for interviewee
Identification Theory

-associating with groups in common

-disassociating from groups

-appearance + visual symbols

Balance or consistency theory

point out discomfort and then offer solution as a form of comfort or relief

inoculation theory

immunize interviewee from further persuasion

Induced Compliance

Have interviewee take part in unaccustomed activity
Psychological Reactance Theory

Make scarcity known without appearing threatening

Key principles of persuasive interview

1. persuasion is done with each other not to another

2. both parties are responsible for making the interview a success