recruiting job posting Most vacant positions in organizations are filled

Recruiting job posting most vacant positions in

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recruiting.job posting.Most vacant positions in organizations are filled through internal recruitment, mainly through job posting, placing information about job vacancies and qualifications on bulletin boards, in newsletters, and on the organization's intranet.33.award:1 out of1.00 pointThe type of interview that is most likely to cause managers problems because of its potential for bias and questionable legality is therealistic job preview.unstructured interview.performance interview.situational interview.behavioral description interview.The unstructured interview has been criticized as being overly subjective and apt to be influenced by the biases of the interviewer. Equally important, nowadays it is susceptible to legal attack, because some questions may infringe on non-job-related matters such as privacy, diversity, or disability.37.
award:1 out of1.00 pointThe Myers-Briggs Type Indicator is considered a ______ test.abilitycharacterperformancepersonalityreliabilityOne of the most famous personality tests, in existence for 65-plus years, is the 93-question Myers-Briggs Type Indicator, with about 2.5 million tests given each year throughout the world. Myers-Briggs endures, observers say, "because it does a good job of pointing up differences between people, offers individuals a revealing glimpse of themselves, and is a valuable asset in team-building, improving communication, and resolving personality conflict."39.award:1 out of1.00 pointThe degree to which a test measures the same thing consistently is known as itslegality.reliability.validity.significance.dependability.With any kind of test, an important legal consideration is the test's reliability—the degree to which a test measures the same thing consistently—so that an individual's score remains about the same over time.53.award:1 out of1.00 pointUsing 360-degree feedback appraisals to trigger pay and personnel decisions puts ______ at risk.trustchangefeedback
performancedevelopmentAt the heart of the 360-degree feedback process is the matter of trust. "Trust determines how much an individual is willing to contribute for an employer," says one expert. "Using 360 confidentially, for developmental purposes, builds trust; using it to trigger pay and personnel decisions puts trust at risk."54.award:1 out of1.00 pointIn giving feedback to a subordinate, a manager shouldcommunicate her general impression of the subordinate.avoid giving negative feedback.deliver feedback through a one-way communication process.save giving feedback for annual or semi-annual formal appraisals.keep diaries about specific incidents of the subordinates' performance.Managers are sometimes advised to keep diaries about specific incidents so they won't have to rely on their memories (and so that their evaluations will be more lawsuit-resistant). Facts should always be used rather than impressions.

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