Recruiting & Interviewing Employees Flashcards

Recruiting & Interviewing Employees Flashcards
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Cost-Per-Hire (CPH)

This tells you how much money you spend to recruit and hire employees. It uses this formula: (External costs + internal cost) / total number of new employees.

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Personality Tests

These are assessments that measure the characteristics of potential employees. They may help you select talent for your business. The Myers-Brigg Type Indicator is an example.

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Integrity Tests

This kind of test may be used to see how trustworthy a potential employee is. However, these may be flawed as applicants can figure out the 'right' answer without agreeing.

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Cognitive Ability Test / Ability Test

You can use this kind of test to assess the skills of job applications This can help you find the talent you need.

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Qualitative / Soft Job Criteria

These are subjective ways to measure an employee's fit for a job. They may involve measurements of job satisfaction or interviews.

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Quantitative / Hard Job Criteria

This kind of criteria for a job can be measured with clear data. Tests for proficiency related to required job functions and the amount of time you worked in a previous job are examples of this.

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Work Sample

A small piece of your prior work that can be provided to a potential employer so they know what you are capable of. This may be required of writers.

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One-on-One Interview

The kind of interview that requires one interview to speak with one applicant.

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Group Interview

In this type of interview, multiple applicants are interviewed at once.

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Panel Interview

Businesses use this kind of interview when multiple interviewers speak to one applicant at the same time.

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Open-Ended Question

You must come up with the answer to this kind of question on your own. It does not list answer choices.

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Behavioral Interviewing Questions: Handling Conflict

This kind of question is used to see how well a potential employee would deal with a situation that involves disagreements.

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Behavioral Interviewing Questions: Leadership

Behavioral interviewing uses this type of question to see how well you would take the initiative or model desired behaviors to peers.

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Behavioral Interviewing Questions: Team-Work

You might be asked these questions to determine how well you can work with other people.

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Behavioral Interviewing Questions: Problem-Solving

These questions are designed to see how well you handles issues. If you are asked how you would find a solution to a situation, it is this kind of question.

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Behavioral Interviewing

This kind of interviewing requires you to use questions that are open-ended and that deal with their past experiences.

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32 cards in set

Flashcard Content Overview

This set of flashcards focuses on creative recruiting and ratios related to recruitment. You can review the industrial/organizational decision-making method for hiring as well as checks used in the hiring process. These cards also cover different interviews used in the business world, including:

  • Structured
  • Unstructured
  • One-on-one
  • Group
  • Panel
  • Behavioral
Front
Back
Behavioral Interviewing

This kind of interviewing requires you to use questions that are open-ended and that deal with their past experiences.

Behavioral Interviewing Questions: Problem-Solving

These questions are designed to see how well you handles issues. If you are asked how you would find a solution to a situation, it is this kind of question.

Behavioral Interviewing Questions: Team-Work

You might be asked these questions to determine how well you can work with other people.

Behavioral Interviewing Questions: Leadership

Behavioral interviewing uses this type of question to see how well you would take the initiative or model desired behaviors to peers.

Behavioral Interviewing Questions: Handling Conflict

This kind of question is used to see how well a potential employee would deal with a situation that involves disagreements.

Open-Ended Question

You must come up with the answer to this kind of question on your own. It does not list answer choices.

Panel Interview

Businesses use this kind of interview when multiple interviewers speak to one applicant at the same time.

Group Interview

In this type of interview, multiple applicants are interviewed at once.

One-on-One Interview

The kind of interview that requires one interview to speak with one applicant.

Work Sample

A small piece of your prior work that can be provided to a potential employer so they know what you are capable of. This may be required of writers.

Quantitative / Hard Job Criteria

This kind of criteria for a job can be measured with clear data. Tests for proficiency related to required job functions and the amount of time you worked in a previous job are examples of this.

Qualitative / Soft Job Criteria

These are subjective ways to measure an employee's fit for a job. They may involve measurements of job satisfaction or interviews.

Cognitive Ability Test / Ability Test

You can use this kind of test to assess the skills of job applications This can help you find the talent you need.

Integrity Tests

This kind of test may be used to see how trustworthy a potential employee is. However, these may be flawed as applicants can figure out the 'right' answer without agreeing.

Personality Tests

These are assessments that measure the characteristics of potential employees. They may help you select talent for your business. The Myers-Brigg Type Indicator is an example.

Cost-Per-Hire (CPH)

This tells you how much money you spend to recruit and hire employees. It uses this formula: (External costs + internal cost) / total number of new employees.

Quality-of-Hire (QoH) Ratio

You can look at this to measure the value of your new employees. It looks out how quickly employees are promoted and performance ratings.

Interview-to-Offer Ratio

This compares how many applicants you interview with how many people you actually end up hiring.

Recruiting Source Yield (RSY) Ratio

Businesses check this out to compare how many applicants come from a specific source with the number of employees they actually hire from the same source.

External/Internal Hire Ratio

The ratio that compares the number of current employees in the running for a promotion to the amount of people externally hired.

Structured Interview

This type of interview requires you to ask the same questions to all applicants. You must use the same question order in each interview. This increases reliability.

Hiring Process: Health Check

Employers typically require applicants to submit to this in order to ensure the potential employee is not using drugs.

Hiring Process: Background Checks

This part of the hiring process occurs when employers check an applicant's criminal, military and education record. Credit scores are also checked.

Hiring Process: Reference Checks

You complete this kind of check on a potential employee by contacting people who know them and asking questions about them.

Industrial/Organizational Decision-Making Method

A way to decide on which employees to hire that focuses on using empirical methods.

Industrial/Organizational Decision-Making Method: Predictors

You can use these tests to find out of an applicant will be a good fit for the position you are hiring for.

Industrial/Organizational Decision-Making Method: Validate

You complete this process by ensuring that the results of any tests are actually relevant to the position you're hiring for.

Industrial/Organizational Decision-Making Method: Cross-Validate

The process of double-checking the predictors you subjected applicants to in order to ensure they are accurate.

IIndustrial/Organizational Decision-Making Method: Criteria

These are the skills an applicant will need to have if they want to be given hiring consideration.

Unstructured Interview

The interviewer utilizes questions that are open-ended and personal in this kind of interview. These interviews may be conducted in informal settings.

Job Description

This is used to specify the duties that are considered essential to a job.

Creative Recruiting

This is a new way for employers to find applications. It may involve online interviews or group interviews.

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