MHR 523 Study Guide - Final Guide: Job Evaluation, Job Analysis, Adverse Selection

• School: Ryerson University
• Department: Human Resources
• Course: MHR 523
• Professor: Pat Sniderman

Document Summary

Structured- questions are asked of every applicant, predetermined checklist of questions, can be behaviorally oriented or not. Unstructured-enables interviewer to peruse in depth to the applications response, interviewer uses few if any planned questions. Mixed-interview format is a combination of structured and unstructured interviews. Behavior oriented-behavioral description-past behavior is best predictor of future behavior, situational attempts to asses applicants likely future response to specific situations. Stress producing- series of harsh rapid-fire questions to upset applicant and learn how they react under stress. Computer-assisted- use of computers to electronically profile job candidates and screen new hires, may potentially increase reliability (by making interviews uniform), some controversy exists using this type of interview. Video interviewing- interviews using solicit videos of candidate"s answers to provided questions: uses of preformance appraisal. Performance improvement, compensation adjustments, placement decisions, training and development needs, career planning and development, identify deficiencies in staffing process, detect informational inaccuracies, diagnose job decision errors, avoid discrimination, uncover external changes.