Exam 6: Selection and Hiring

Sometimes ________ a poor fit is even more valuable than _________ good performers.

A legally binding and enforceable employment contract requires an offer,acceptance of that offer,and sufficient __________ to make the contract valid.

Research suggests that person-job fit leads to lower job performance and satisfaction,as well as lower organizational commitment and intent to stay with the company.

Person-group fit is a match between an individual and his or her workgroup and supervisor.

Selection is the process of gathering and evaluating the information used to decide which applicants will be hired.

__________ employment contracts tend to be the norm for most positions in most organizations.

John was just called in for his second interview at ABD Company.The interviewer asked John to tell about a time when he had to write up and employee and explain how he handled the situation.This is an example of a(n) _________ interview question.

The fit between a person's abilities and the job's demands and the fit between a person's desires and motivations and the job's attributes and rewards is called __________ fit.

Well-developed __________ interviews are usually good predictors of job success.

Research suggests that __________ fit refers in part to the fit between a person's motivations and the rewards offered by a job.

Describe,explain,and give an example for the three types of fit between an employee and an organization.

Job offers for lower level positions are often longer and more detailed than job offers made to fill executive jobs.

Equal employment opportunity and affirmative action goals are the two primary ________ factors that influence the content of a job offer.

__________ evaluate the performance of actual or simulated work tasks.

Union contracts dictate many of the terms and conditions of the employment relationship and can influence both what must and can be included in a job offer.

Requiring candidates to perform at a satisfactory level on an assessment before being allowed to continue in the selection process is called a multiple hurdles approach.

Person-organization fit is the fit between an individual's values,attitudes,and personality and the organization's values,norms,and culture.

The job offer should appeal to the finalist's needs and values and reflect the job rewards that are most important to the individual.

__________ factors including the tightness of the labor market,the cost of living,the risk of a coveted finalist being hired by a competitor,and the market level of rewards for the position can influence job offer content.

Job offers are seldom tied to the firm's compensation strategy.