Organizational Phases
Describe organizational infancy?
entreprenerial
List four kinds of information you want to know about a job applicant
Employment and education
Ability to perform the job
Character and interpersonal competence
Willingness of the employer to rehire the candidate
Name one of two controversial selection tests.
1. Handwriting analysis
2. Polygraph examinations
You should based interview question of this?
The job description or job function analysis
List at least one external factor that influences your applicant pool?
1. Rate of full employment
2. The geographical market from which you recruit and advertise
3. Regulatory and legal environment
Describe attributes of a high growth industry?
Entrepreneuers with the ability to build systems and structures
The person providing a meaningful job recommendation or reference should have the following:
1. adequate opportunity to observe the applicant in job-relevant situations
2. the job knowledge to evaluate the applicant's job performance
3. Is completely candid
What is the justification for an integrity test?
inventory shrinkage, losses from employee theft, shoplifting, vendor fraud and administrative errors
Which of these is NOT an interviewing best practice - select all that apply:
a. Take detailed notes
b. customize all questions to each candidate
c. Use an interview team that includes a mix of men, woman and minorities
d. do not discuss candidates or their answers between interviews
(b) some questions need to be unique to the candidate, but the general nature of questions should be asked of all candidates
List at least one internal factor that impacts for your applicant pool?
1. Budget - ability to relocate or not, money for bonus, inducements, salary and benefits
What are the attributes of a mature organization?
Established structures and systems with comfort in repitition
What is it called when an employer can be held liable for an employee who injures others or commits a crime in the course of performing his / her job
Negligent hiring
Is you test one job applicant for a position, what must you do regarding other candidates?
All candidate for the same "job classification", not necessarily just a single search needs to take the exact test.
This type of interview uses open ended questions and solicits job situation examples. What kind of a interview or question would be used.. list three question examples?
behavioral-based
1. have you ever had a time
2. What would you do
3. Tell me about a time
Provide examples of how you can expand your applicant pool to include more female, minority, older, disabled and/or veteran job candidates.
Minority and female associations and publications
Promotion and training form within
Use of woman and minorities, veterans, older workers, persons with disability, etc., in recruiting and in placement decisions
Describe the aging organization?
Period of reinvention, re-adaptation, reorganization
What has the Supreme Court said about drug screening job candidates after they have been offered a position as a condition of employment?
1. Drug uses can be protected under the ADA and may not used as the sole basis for screening out candidates. Once the offer has been made avoids the notion that selection was made on that basis.
2. An employer has a legal right to ensure that employees perform their jobs competency and does not endanger the safety of others while doing so
3.Drug Screening and other attributes of a Drugfree Work Place must be in place for certain DOT and high risk positions
Of the following type of evaluation techniques, which is the most legall defensible, results-oriented, highly job related and elicits unique job-relevant information from each candidate:
a. drug screening
b. polygraph examination
c. integrity test
d. personal history data
e. mental ability test
f. personality profiles
d. personal-history data
Explain how retention impacts recruiting?
Lower turnover reduces the cost to hire and the disruption caused by job vacancy
This process identifies and often develops the person that will most likely be qualified for the next step within leadership.
the #1 reason why internal candidates are not promoted is the lack of a qualified successor