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Terms in this set (217)

- Advertising
o ( special need for constructing the ad( AIDA, Attention Interest, Desire, Action)
o Seleting media ( local, vs national, internet, journals)
o Criteria for media selection
§ Type of position
§ Local market conditions
§ strategy
- Internet ( reaches a lot of ppl,cheap and quick needs time to evaluate all)
- College recruitment
o Pros:
§ About 40% of externally filled jobs require a college degree
o Neg:
§ Ppl are not trained, often former students
§ It is expensive ( broschures) and time consuming
§ Extra training needed
- Internships
o Students can get to know the company and collegues and gain knowledge
o Have extra working power while evalutating them as an employee
- Walk ins
o Very cost effective in attracting local applicants
o Ppl apply even there is no current job, but you can keep their infos for the future
o Give feedback eventhought you don't have a job offer
- Referrals ( prices are offered to those who made a good referral and lead to hiring)
o Pro: more applicants, employees provide accurate information ( they put their
reputation on line) , It is very price effective
o Neg: Explain why you didn't hire someone
- Employment agencies ( public agencies, agencies associated with non profit Org, privately
owned)
o Sometimes ppl just register so they get insurance, so they don't show up
o agencies assist applicants in their application process
- Temp agencies
o Give ppl a trial run before hiring
o Companies need hours of work, not days employed at accompany
o Temps may be more productive, but are more costly
o Ppl don't feel connected to the company and have the feeling they can get replaced
- Sequential interview: several persons interview the applicant, in sequence, one-on-one, and then make their hiring decision.,(you have the chance to go deeper in your questions)
o Unstructured sequential interview: interviewers ask question which come to their
mind
o Structured sequential interview: each interviewer rated the candidate on a standard
evaluation form using standardized questions

- Panel interview: a team of interviewers (usually two to three), who together interview each candidate and then combine their ratings into a final panel score.
o assumed to be more stressfull ,
o better fort he company
o need for a good preparation

- Mass interview: panel interviews several candidates simultaneously. The panel poses a
problem and then watches to see which candidate takes the lead in formulating
answers(group of applicants get interviewed),
o looking for leadership skills,
o not a main decision tool, but good in earlier state

- Phone interview: can be more accurate than face-to - face for judging an applications
conscientiousness, intelligence and interpersonal skill so
No need to focus on handshake, or appearance Unexpected call lead to spontaneous answers

- Computerized interview (used in early stages )
o Questions on computerized interviews come in rapid sequence and require the
applicant to concentrate.26 The typical computerized interview program measures
the response time to each question. A delay in answering certain questions such as
Can you be trusted? flags a potential problem
- one- on - one interview: one interviews the other by seeking oral responsesto oral inquiries.
- Video/ web assisted interview: is like a face to face interview for employer, but the
applicant needs some extra preparation
o Make sure you look presentable
o Clean the room
o Test first
o relax
- Snap judgment ( first impression): first impression based on test scores or first minutes of interviews
o positive impression can change, but its hard to overcome negative impression
o Interviewers are more influenced by unfavorable than favorable facts

- Job misunderstanding : Not clarifying what the job requires: the interviewer doesnt have a accurate picture what the job entails, and what kind of candidate would be best suitable
o Often there are wrong stereotypes
o Clarify the traits you are looking for

- Candidate Order(contrast) error : The order you see applicants affects how you rate them. It can go in 2 ways. :
1. The candidate after a perfect candidate appears just avarege, eventhought the
person is good
2. If there is a bad candidate, the next one seems better

- Pressure to hire: people who need to hire evaluate a person better as those without pressure

- Nonverbal behavior of the job candidate: body language, appropriate cloth, eye contact, language, voice level smell etc.

- Impression management: make interviewers to like the applicants, by agree with their
opinions. Or use self promoting comments about yourself, to create an impression of competence

- Personal characteristics: attractiveness, Gender, Race words a person uses, physical aspects, gender, age, race, pregnancy

- Interviewer behavior:
o signaling the right answer with body language,
o ask question like ( you are good in it, aren´t you?).
o show to much power and don't let the interviewee enough time to answer
o put too much pressure, play psychologist