CandiDating Game: An Exercise in Interviewing and Hiring

2020 ◽  
pp. 237929812095626
Author(s):  
David C. Howe
Keyword(s):  
General Structure ◽  
Job Descriptions ◽  
Game Show ◽  
Hiring Process ◽  
Student Interviews ◽  
Classroom Exercise

This article describes a game show-style classroom exercise that is appropriate for any management-related courses that wish to enrich students’ understanding of a key phase of the hiring process. The activity introduces the importance of job descriptions and job specifications through a semiscripted unstructured interview patterned after a classic television game show. In The CandiDating Game, one student interviews three candidates in front of the class. Through varying the job specifications that each student receives without informing the students or interviewer, the instructor can use this activity to engage the class in a rigorous discussion on the importance of job specifications and the general structure of interviews.

Employee-Selection Practices and Public Relations

2001 ◽  
Vol 25 (1) ◽  
pp. 57-65
Author(s):  
Robert L. Boucher ◽  
Kevin Morese ◽  
Patricia L Chant
Keyword(s):  
Public Relations ◽  
Drug Testing ◽  
Selection Process ◽  
Employee Selection ◽  
Corporate Image ◽  
Job Descriptions ◽  
New Employees ◽  
Hiring Process ◽  
Area Of Concern ◽  
Recruitment And Selection

The recruitment and selection of employees is an important human resource component of the management of intramural recreation departments across North America. While much is written about the mechanics of the hiring process, little attention has been paid to the public relations aspects of this activity. As Currie (1997) suggests, the employee-selection process has the potential to create favorable impressions of an organization on job applicants.This article explores a number of activities that are usually part of hiring of new employees with a view to determining the negative or positive outcomes from a public relations standpoint. The “recruitment phase” of the process is extremely important when leaving applicants with a favorable impression of an organization. Keep in mind that numerous individuals who do not ultimately secure a position, are subject to forming impressions by being exposed to advertisements, job descriptions, Websites and various other forms of communication.The second important phase of hiring that has potential for the creation of impressions is the “interview process.” While the interview is the most widely employed yet least understood, techniques used in the hiring process (Boucher, 1991), there is no question that indelible impressions are formed during this phase. Both employer and candidates for positions invariably “exchange impressions” during an interview to the extent that initial (and in some cases lasting) attitudes are formed. It is also apparent from the literature that “extra-viewing” techniques such as panel interviews, drug testing, and personality tests, often are viewed as demeaning by applicants.The last, but certainly no less important, area of concern is the “post-selection” activities. Several authors cite a number of practices that treat unsuccessful candidates very disrespectfully. A more enlightened approach would be to treat unsuccessful candidates as potential hires in subsequent job searches. Even if these individuals never apply for positions in the future, the objective should be to have them treated with the utmost attention to human dignity. As such, countless individuals who apply for positions within organizations will form positive impressions of that organization consistent with comprehensive public relations policies.The hiring process should be considered as just one of the efforts of creating, communicating, enhancing, and maintaining a corporate image that is critical to an organization's success (Brendsel, 1993).

scholarly journals ANALYSIS OF THE ORGANIZATIONAL STRUCTURE OF A NONPROFIT ORGANIZATION MANAGEMENT IN THE CONTEXT OF UKRAINIAN GREEK CATHOLIC CHURCH

2020 ◽  
Author(s):  
Volodymyr Kharko ◽  
◽  
Myron Andrushchyshyn ◽  
Keyword(s):  
Organizational Structure ◽  
Catholic Church ◽  
General Structure ◽  
Organizational Structures ◽  
Job Descriptions ◽  
Non Profit ◽  
Form Of Government ◽  
The World ◽  
Ecclesiastical Administration ◽  
The Catholic Church

This article is devoted to the study of the organizational structure of the Ukrainian Greek Catholic Church (hereinafter UGCC) as the largest Eastern Catholic Church of the Byzantine rite in the world. The UGCC belongs to religious organizations (hereinafter RO), which form a separate subgroup in the general structure of non-profit organizations (hereinafter NGOs) and, accordingly, constitute the third sector of the economy along with government agencies and commercial organizations. When considering the theoretical issues, the article presents the development and evaluation of scientific thought, the theory of research and the functioning of organizational structures. The essence of organizational management structures is revealed, in particular their basic elements, interrelations, as well as the fundamentals of formation and designing. In what follows, the system of general ecclesiastical administration of the Catholic Church is presented, where the power of leadership, or administration, is divided into three categories: legislative, judicial and executive, combined as a whole in the person of the pope and at the level of the Bishop’s Particular Church. The article also reveals the place and status of the Eastern Catholic Churches in the general structure of the Catholic Church, where synodal administration is considered to be a usual form of government. This form of government operates through an episcopal system based on the hierarchy of bishops and their unification into a college (synod) headed by the head of the church. In the analysis of statistical data on the development of structures and personnel of the UGCC for the last two decades, the quantitative growth of the clergy and the quantitative growth of parishes for this period are graphically presented, which testifies to the stable and professional development of organizational structures and personnel (clergy) of the UGCC in the world. When analyzing church documents (normative – legal acts) regulating the activities of the UGCC and comparing them with theoretical developments in the field of management of organizational structures, it should be noted that OSU UGCC belongs to bureaucratic structures with decentralized operational management at the local level. From the point of view of the analysis of the hierarchy of power, the main governing bodies of the UGCC are described, where the status of each governing body and official is clearly regulated by church canons and job descriptions of the UGCC.

Current Trends in the Training and Utilization of Paraprofessionals in Speech and Language Programs

1991 ◽  
Vol 22 (2) ◽  
pp. 51-59 ◽  
Author(s):  
Kathy L. Coufal ◽  
Allen L. Steckelberg ◽  
Stanley F. Vasa
Keyword(s):  
Selection Criteria ◽  
Job Descriptions ◽  
Paraprofessional Training ◽  
Language Programs ◽  
Program Administrators ◽  
Current Trends ◽  
Training And Supervision ◽  
Communicative Disorders ◽  
Supervision Practices ◽  
A Current

Administrators of programs for children with communicative disorders in 11 midwestern states were surveyed to assess trends in the training and utilization of paraprofessionals. Topics included: (a) current trends in employment, (b) paraprofessional training, (c) use of ASHA and state guidelines, and (d) district policies for supervision. Selection criteria, use of job descriptions, training programs, and supervision practices and policies were examined. Results indicate that paraprofessionals are used but that standards for training and supervision are not consistently applied across all programs. Program administrators report minimal training for supervising professionals.

Determinants of Interrater Reliability of Job Analysis: A Meta-analysis

2002 ◽  
Vol 18 (1) ◽  
pp. 52-62 ◽  
Author(s):  
Olga F. Voskuijl ◽  
Tjarda van Sliedregt
Keyword(s):  
Data Collection ◽  
Interrater Reliability ◽  
Meta Analysis ◽  
Job Analysis ◽  
Job Descriptions ◽  
Job Description ◽  
Research And Practice ◽  
Descriptive Information ◽  
Interrater Reliability Coefficients ◽  
Reliability Coefficients

Summary: This paper presents a meta-analysis of published job analysis interrater reliability data in order to predict the expected levels of interrater reliability within specific combinations of moderators, such as rater source, experience of the rater, and type of job descriptive information. The overall mean interrater reliability of 91 reliability coefficients reported in the literature was .59. The results of experienced professionals (job analysts) showed the highest reliability coefficients (.76). The method of data collection (job contact versus job description) only affected the results of experienced job analysts. For this group higher interrater reliability coefficients were obtained for analyses based on job contact (.87) than for those based on job descriptions (.71). For other rater categories (e.g., students, organization members) neither the method of data collection nor training had a significant effect on the interrater reliability. Analyses based on scales with defined levels resulted in significantly higher interrater reliability coefficients than analyses based on scales with undefined levels. Behavior and job worth dimensions were rated more reliable (.62 and .60, respectively) than attributes and tasks (.49 and .29, respectively). Furthermore, the results indicated that if nonprofessional raters are used (e.g., incumbents or students), at least two to four raters are required to obtain a reliability coefficient of .80. These findings have implications for research and practice.

Forensic Adolescent Psychology: It's No Game Show

PsycCRITIQUES ◽  
2004 ◽  
Vol 49 (Supplement 1) ◽  
Author(s):  
Ian M. Evans
Keyword(s):  
Adolescent Psychology ◽  
Game Show

Cultural variation in the influence of hiring process justice perceptions

2009 ◽  
Author(s):  
Michael D. Tuller ◽  
Benjamin M. Walsh ◽  
Janet L. Barnes-Farrell
Keyword(s):  
Cultural Variation ◽  
Hiring Process ◽  
Justice Perceptions

Cloning of the Rat Tissue Factor cDNA and Promoter: Identification of a Serum-response Region

1996 ◽  
Vol 76 (05) ◽  
pp. 697-702 ◽  
Author(s):  
Olivier Taby ◽  
Claire-Lise Rosenfield ◽  
Vladimir Bogdanov ◽  
Yale Nemerson ◽  
Mark B Taubman
Keyword(s):  
Tissue Factor ◽  
General Structure ◽  
Amino Acid Sequences ◽  
Proximal Promoter ◽  
Striking Similarity ◽  
Upstream Sequence ◽  
Tf Gene ◽  
Rat Tissue ◽  
High Degree ◽  
Transcriptional Elements

SummaryTissue factor (TF) initiates coagulation and its expression in vascular smooth muscle cells (VSMC) likely plays a role in the propagation of arterial thrombosis. We report cloning the cDNA and proximal promoter region of the rat TF gene. While maintaining the general structure and organization of the TF molecule, there is a surprising divergence (≈ 18%) between the derived amino acid sequences of the rat and mouse TF. In contrast, there is striking similarity (90%) in the 5’ untranslated regions. High levels of basal promoter activity were seen in rat VSMC with constructs containing 106 bp of sequence downstream from the putative transcription start site and 426 to 103 bp of upstream sequence. Deletion of the sequence from −103 to −79, containing a single SP1 site, removed virtually all of the basal and serum-induced activity. Removal of the NFkB site or two additional upstream SP1 sites had little effect on serum responsiveness. Removal of the 5’ untranslated region abolished most of the basal activity of the TF promoter, suggesting that its high degree of conservation may be due to the presence of transcriptional elements critical for TF expression in rodent VSMC.

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