mgt study guide

mgt study guide - :Interviewing Structuredinterview 1 2 3...

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    MANAGEMENT STUDY GUIDE:  Interviewing Structured interview-   1) Ask the same questions of all candidates  2) Establish criteria and standards for rating 3) Administer interviews in a uniform fashion (interview responses, length of interviews) Situational interview  an interview procedure where applicants are confronted with  specific issues, questions, or problems that are likely to arise on the job; standardization  and concrete behavioral nature of the information can be effectively employed Future oriented- what the person is likely to do when confronting a certain  hypothetical situation in the future Experience based- require the applicant to reveal an actual experience he or she  had in the past when confronting the situation Common problems with interviews-  unreliable, low in validity, biased against a number  of different groups, costly, in legality—unconscious bias, questions not asked exactly the  same to all applicants Selection process- process by which an organizations attempts to identify applicants with  the necessary knowledge, skills, abilities, and other characteristics that will help it  achieve its goals Interviews, references/biographical data/application blanks, physical ability tests,  cognitive ability tests, personality inventories, work samples, honesty and drug  tests,
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Background checks- checks of criminal history, references, work history, verification of  reported degrees, driving record, credit history More likely that hiring an unfit person for the job could result in harm to others,  the more extensive the background check should be Sometimes unreliable because of dishonesty and misrepresentation Types of employment tests Medical- can only be given after a conditional offer of employment has been  made Physical ability- 7 tests that evaluate: muscular tension, muscular power, muscular  endurance, cardiovascular endurance, flexibility, job would result in some risk to  the safety or health of the applicant, co-workers, or clients? Cognitive Ability tests- differentiate individuals based on their mental rather than  physical capacities Verbal-capacity to understand and use written and spoken language Quantitative-speed and accuracy with which one can solve arithmetic  problems of all kinds Reasoning-capacity to invent solutions to many diverse problems Personality tests- categorizes individuals by what they are like; extroversion,  adjustment, agreeableness, conscientiousness, inquisitiveness Drug tests- used to combat theft in the workplace; has been seen as invasion of  privacy, unreasonable search and seizure, violation of due process.  Companies  must make sure their tests conform to general rules
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This note was uploaded on 01/19/2012 for the course BLS 342 taught by Professor Miller during the Fall '08 term at Miami University.

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mgt study guide - :Interviewing Structuredinterview 1 2 3...

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