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Definition
| The process of attracting employees to an organization. |
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| Recruiting employees from outside the organization. |
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| Recruiting employees already employed by the organization. |
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| A recruitment method in which help-wanted signs are placed so that they can be viewed by people who visit the organization. |
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| A job fair held on campus in which students can “tour” a company virtually, ask questions of recruiters, and electronically send résumés. |
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| Employment agencies, often also called headhunters, that specialize in placing applicants in high-paying jobs. |
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| An organization that specializes in finding jobs for applicants and finding applicants for organizations looking for employees. |
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| public employment agencies |
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| An employment service operated by a state or local government, designed to match applicants with job openings. |
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| A method of recruitment in which a current employee refers a friend or family member for a job. |
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| A method of recruitment in which an organization sends out mass mailings of information about job openings to potential applicants. |
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| A recruitment method in which several employers are available at one location so that many applicants can obtain information at one time. |
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| The amount of money spent on a recruitment campaign divided by the number of people that subsequently apply for jobs as a result of the recruitment campaign. |
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| Cost per qualified applicant |
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Definition
| The amount of money spent on a recruitment campaign divided by the number of qualified people that subsequently apply for jobs as a result of the recruitment campaign. |
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Term
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Definition
| A method of recruitment in which job applicants are told both the positive and the negative aspects of a job. |
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Term
| Expectation-lowering procedure |
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Definition
| A form of RJP that lowers an applicant’s expectations about the various aspects of the job. |
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Term
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Definition
| A method of selecting employees in which an interviewer asks questions of an applicant and then makes an employment decision based on the answers to the questions as well as the way in which the questions were answered. |
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Term
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Definition
| Interviews in which questions are based on a job analysis, every applicant is asked the same questions, and there is a standardized scoring system so that identical answers are given identical scores. |
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| An interview in which applicants are not asked the same questions and in which there is no standard scoring system to score applicant answers. |
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Definition
| The fact that information presented early in an interview carries more weight than information presented later. |
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Term
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Definition
| When the performance of one applicant affects the perception of the performance of the next applicant. |
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Term
| Negative-information bias |
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Definition
| The fact that negative information receives more weight in an employment decision than does positive information. |
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Definition
| Factors such as eye contact and posture that are not associated with actual words spoken. |
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Definition
| A type of structured interview question that clarifies information on the résumé or application. |
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| A type of structured interview question in which a wrong answer will disqualify the applicant from further consideration. |
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| A type of structured-interview question designed to tap an applicant’s knowledge or skill. |
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| A type of structured interview question in which applicants are given a situation and asked how they would handle it. |
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Definition
| A structured-interview technique in which applicants are presented with a series of situations and asked how they would handle each one. |
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Definition
| A type of structured-interview question that taps an applicant’s experience. |
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Term
| Patterned-behavior description interviews |
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Definition
| A structured interview in which the questions focus on behavior in previous jobs. |
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| Organizational-fit questions |
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Definition
| A type of structured-interview question that taps how well an applicant’s personality and values will fit with the organizational culture. |
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Definition
| A method of scoring interview answers that compares an applicant’s answer with benchmark answers. |
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Definition
| Standard answers to interview questions, the quality of which has been agreed on by job experts. |
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Definition
| A method of scoring interview answers that provides points for each part of an answer that matches the scoring key. |
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Definition
| A letter that accompanies a résumé or job application. |
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Definition
| A formal summary of an applicant’s professional and educational background. |
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Term
| Averaging versus adding model |
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Definition
| A model proposed by Anderson that postulates that our impressions are based more on the average value of each impression than on the sum of the values for each impression. |
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Definition
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| Expectation-lowering procedure |
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Definition
| Pattern-behavior description interview |
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