Learn about interviews, jobs, employers and recruiting terms with these printable flash cards
There are 39 flash cards in this set (7 pages to print.)
To use:
1. Print out the cards.
2. Cut along the dashed lines.
3. Fold along the solid lines.
Sample flash cards in this set:
| Questions | Answers |
|---|---|
| Employment agency | An organization that assists firms in recruiting employees and also aids individuals in their attempts to locate jobs |
| Virtual job fair | A recruitment method in which individuals meet recruiters face to face in interviews conducted over special computers that transmit head-and-shoulder images of both parties |
| Special events | A recruitment method that involves an effort on the part of a single employer or group of employers to attract a large number of applicants for interviews |
| Recruiting | The process of developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual or individuals to hire for employment |
| Executive search firms | Organizations retained by a company to search for the most qualified executive available for a specific position |
| Internal recruiting | The process of looking inside the organization for existing qualified employees who might be promoted to higher-level positions. |
| External recruiting | The process of looking to sources outside the organization for prospective employees |
| Job posting | A mechanism for internal recruiting in which vacancies in the organization are publicized through various media such as company newsletters, bulletin boards, internal memos, and the firm's intranet. |
| General labor pool | The local labor market from which a firm hires its employees |
| Referral | An individual who is prompted to apply for a position by someone within the organization |
| Direct applicants | Individuals who apply for a position with the organization without any action on the part of the organization |
| Word-of-mouth recruiting | When the organization simply informs present employees that positions are available and encourages them to refer friends, family members, or neighbors for those jobs |
| Headhunter | An individual working for an executive search firm that seeks out qualified individuals for higher-level positions |
| Realistic job preview | An effective technique for ensuring that job seekers understand the actual nature of the jobs available to them |
| Interviews | Face-to-face conversations between prospective job applicants and representatives of the organization |
| Assessment center | An approach to selecting managers based on measuring and evaluating their ability to perform critical work behaviors |
| Extroversion | A factor that addresses the degree to which the person requires attention from others and social interaction |
| Agreeableness | Whether a person requires pleasant and harmonious relations with others or not |
| Conscientiousness | A factor that addresses the degree to which a person is willing to comply with conventional rules and standards |
| Emotional Stability | A factor that characterizes the degree to which the person experiences the world as threatening and beyond his or her control |
| Openness to Experience | A factor that characterizes the degree to which the person needs change, variety, and intellectual stimulation |
| Skill Inventory | A tool that facilitates the identification of junior managers who are ready for new and challenging roles |
| Job Rotation | A method in which managers gain both a companywide perspective and the opportunity to display talent to senior managers |
| Job-bases Pay | When the employee's pay is primarily based on the particular job |
| Competency-Based Pay | When employees are given pay increases as they acquire additional skills or competencies, not as they move to a job in a higher pay range |
| Market Pricing | Determines pay ranges based directly on rates paid in the external market. |
| Job Evaluation | is a systematic technique for determining the relative worth or value of jobs to the firm in order to establish pay differentials. |
| Rank | Jobs evaluated on the bases of their relative value |
| Compensable Factors | Qualities such as level of skill, education attained, responsibility, or required working conditions |
| Physical demand | Measures and compares application, endurance, fatigue, and strength under normal or abnormal conditions |
| Working conditions | The variety of disagreeable factors present and the degree and extent of exposure to such disagreeable factors |
| Experience and Training | The time required by the worker to learn how to do the job, or the experience necessary to perform the job competently |
| Complexity of Duties | Involves frequency, importance, and diversity of contacts with other people in the performance of the job |
| Responsibility for Equipment and/or Tools | Measures the degree of responsibility placed on the worker to prevent loss of or damage to equipment and/or tools |
| Broadbanding | The movement toward a small number of "fat" pay grades. |
| Add-on Pay | A system in which the firm pays employees base pay and then shares gains (from increased profits or reduced costs) with employees |
| Pay at Risk | Pay-for-performance mechanisms |
| Situational Question | The type of question asked in a situational interview; they seek to determine how the candidate will react when faced with a specific work situation |
| Discriminatory Questions | These are questions that are not allowed during an interview; they include questions asking about: housing status, sexual orientation, religion, marital status, arrest records, or memberships in organizations |
