An interview planned and totally controlled by the
interviewer. It follows a script of questions written out in advance.
The existence of a significantly different selection
rate between women and/or minorities and nonprotected groups.
The planning and conduct of a program to introduce a
new employee to his or her job, working environment, supervisor, and peers.
A conversation between two or more people that is
under the control of one of the parties. (Interviews are usually more private
and more confidential than other kinds of meetings and are designed to screen
and hire, share appraisal results, instruct, gather information, and sell
ideas.)
A formal listing of the duties (tasks and activities)
and responsibilities that make up a formal position (job) in an organization.
The personal characteristics and skill levels
required of an individual to execute a specific job.
According to the EEOC, the following groups are
members of minorities protected from discrimination in hiring and other
employment decisions: Hispanics, Asians or Pacific Islanders, blacks not of
Hispanic origin, American Indians, and Alaskan natives.
An interview planned by the interviewer but
controlled by the interviewee. It makes use of open questions designed to
uncover the interviewee's true feelings and opinions with regard to specific
areas of interest to the interviewer.
The planning and conduct of a program to introduce a
new employee or groups of new employees to their company-its policies
practices, rules, and regulations that will affect the employees lives
immediately.
An unwritten recognition of what an employee and an
employer expect to give and get from one another
The personnel or human resource management function
that determines who is hired and who is not.
The process a new employee undergoes in the first few
weeks of employment, which teaches the new person what the restrictions are,
how to succeed and cope, and what place exists for him or her in the new
environment.
The characteristic that a selection device has when
it is predictive of a person's performance on a job. The degree to which a
selection criterion measures what it is supposed to measure.
