Understanding the OUCH Process: Objective, Uniform, Consistent Hiring, Quizzes of Human Resource Management

Download Understanding the OUCH Process: Objective, Uniform, Consistent Hiring and more Quizzes Human Resource Management in PDF only on Docsity! TERM 1 Objective Uniform application Consistent Have job relatedness DEFINITION 1 What is the process of choosing the best qualified candidate or applicant recruited for the job. TERM 2 obejective DEFINITION 2 In the OUCH process of choosing the best qualified candidate or applicant recruited for the job. what does the O stand for? TERM 3 Uniform application DEFINITION 3 In the OUCH process of choosing the best qualified candidate or applicant recruited for the job. what does the U stand for? TERM 4 Consistent DEFINITION 4 In the OUCH process of choosing the best qualified candidate or applicant recruited for the job. what does the C stand for? TERM 5 have job relatedness DEFINITION 5 In the OUCH process of choosing the best qualified candidate or applicant recruited for the job. what does the H stand for? TERM 6 -time and money -lower productivity - negligent hires DEFINITION 6 Importance of good hiring decisions ___ and _____* - we want the best but haste makes waste - trying to avoid a redo of the process _____ ______* - everyone must be committed to process - two week window or less _____ _____* - a legal concept - if the selected candidate poses danger - harms fellow employee or third party - company or manager can be held liable TERM 7 Steps to Successful Hire * DEFINITION 7 Steps to a _____ ____: Receive/review resumes and applications (HR) Preliminary screening quick look background (CAUTION) Written/physical employment tests Initial or screening interview(HR) (Mgr. - hey, I have a guy) Second interviews promising candidates Detailed background screens (Get that release)- criminal, credit history (when), references, web search Selection decision and conditional offer (CA. and NY) Drug screening/physical exam (as required) Hired to the job probationary review period TERM 8 -PERSONALITY - ABILITY-JOB -PERSON TO ORGANIZATION DEFINITION 8 WILL THE CANDIDATE FIT * Are all candidates equal? ________ _____- ___ skills that company is looking for and need at this time. Wrong person to the job costs money and training ____ ___ _____ will the person fit our organizational culture and beliefs. Look at our work life and ask questions of candidate to determine if they understand how we work TERM 9 Uniform Guidelines * Actual name is: Uniform Guidelines on Employment Selection Procedures (UGESP) DEFINITION 9 _____ _____ Provides information to employers that will avoid discriminatory hiring practices as well as discrimination in other employment decisions (hiring, promotions, layoffs, demotions, transfers) TERM 10 Employment Test DEFINITION 10 _____ _____ The Uniform Guidelines define what is a test for employment Essentially, every selection method used in the actual hiring or employment of an individual is considered, under the Uniform Guidelines, a test of employment. The Uniform Guidelines becomes an essential part of any legal action that may be filed against the organization Critical that we understand the Guidelines and have as our organizational goal to comply with these procedures TERM 21 Physical DEFINITION 21 TYPES OF TESTS * _____- strength, endurance, safety, eyes, hand-eye, smell- Assessment centers off site to test 3rdParty testing- work samples type a letter, answer phone, greet customer TERM 22 Drug screens and physical exams DEFINITION 22 TYPES OF TESTS *___ ___ and ____ ____: flying, sports, physicians, driving a commercial vehicle (truck, cab) TERM 23 Watson Glaser DEFINITION 23 TYPES OF TESTS *____ ____:- honesty/integrityPen and paper or Polygraph TERM 24 STRUCTURED UNSTRUCTURED SEMI- STRUCTURED DEFINITION 24 what are the 3 types of INTERVIEWING * TERM 25 Closed-ended Open-ended Hypothetical Probing DEFINITION 25 What types of quesitons are asked at interviews?*most people do not like interviewing TERM 26 PREPARATION DEFINITION 26 INTERVIEW ______* 1. Review the JD and Specifications 2. Prepare a realistic job preview 3. Plan the type of interview 4. Develop questions asked of all candidates 5. Develop a form 6. Develop questions specific to each candidate TERM 27 job preview; questions; Close DEFINITION 27 CONDUCT THE INTERVIEW * 1. Open the interview introduction 2. Present the realistic ___ _____ 3. Ask the _____ you have prepared 4. Introduce the candidates to others 5. ___ TERM 28 3rd Party; Credit Checks; Criminal DEFINITION 28 BACKGROUND SCREENING Who should you screen? Who should conduct screen?___ _____* ___ _____ Fair Credit Reporting Act (FCRA) * _______* Reference checks TERM 29 qualifications; honest; facts DEFINITION 29 SELECTING OFFERING JOB 1. Does the candidate have basic _____ do they seem to fit team or organization right personality 2. Does the candidate really want the job or just a job? What are the risks of job hopper or negligent hire? 3. Is the candidate ____ in their answers and appear to be telling the truth? Gut decision Is the candidate pushy or forcing you into a decision You must decide based on ____ TERM 30 No perfect candidate cannot predict 100% DEFINITION 30 Is there such thing as a perfect candidate? TERM 31 Decision rush DEFINITION 31 PROBLEM AVOIDANCE ____ ____ deadlines and pressure from the Hiring Manager or HR or next level manager TERM 32 Stereotyping DEFINITION 32 PROBLEM AVOIDANCE_______be careful to rush for or away judgment.Steer toward analytics as much as possible TERM 33 Like me DEFINITION 33 PROBLEM AVOIDANCE ___ ___ Cloning is not a good option.Diversity. TERM 34 Halo and Horn DEFINITION 34 PROBLEM AVOIDANCE ____and ____Effect Careful not to judge one or two outstanding or poor responses to questions or actions during the interview process.Look at overall quals. TERM 35 Premature selection DEFINITION 35 PROBLEM AVOIDANCE _____ _____complete the total process.Dont judge the candidates based on your first interview.Remember, it is a choice that will benefit the team as well as the candidate.Take time to consider