Charles J. Stewart,
Purdue University--West Lafayette
William B. Cash,
National Louis University--Evanston
Accidental bias | when an interviewer unintentionally leads respondents to give answers they feel the interviewer wants them to give rather than their true feelings, attitudes, or beliefs.
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Ambiguity | words to which interview parties may assign very different meanings.
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Applicant profile | the required knowledge, experiences, skills, and personal traits necessary to perform a job satisfactorily.
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Assumptions | assuming that something is true or false, intended or unintended, exists or does not exist, desired or undesired, will or will not happen.
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Attitude | relatively enduring combinations of beliefs that predispose people to respond in particular ways to persons, organizations, places, ideas, and issues.
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Balanced scorecard approach | compensation, measurement, and performance are tied to coaching and improved performance.
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Balance or consistency theory | a theory based on the belief that human beings strive for a harmonious existence with self and others and experience psychological discomfort (dissonance) when they do not.
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Bandwagon tactic | a tactic that urges a person to follow the crowd, to do what everyone else is doing.
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Basic skills tests | tests that measure mathematics, measurement, reading, and spelling skills.
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Behaviorally anchored rating scale (BARS) model | a performance review model that identifies essential skills for a specific job and sets standards through a job analysis.
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Behavior-based selection | selection based upon the behaviors desired in a position and behaviors exhibited by applicants.
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Behavior-based selection technique | a selection technique that begins with a needs and position analysis to determine which behaviors are essential for performing a particular job and proceeds to match applicants with this analysis.
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Belief | the trust or confidence placed in social, political, historic, economic, and religious claims.
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Bifurcation tactic | the polarizing of situations, issues, or persons.
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Bipolar question | a question that limits the respondent to two polar choices such as yes or no, agree or disagree.
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Bipolar trap | a bipolar question phrased to elicit a yes or no response when the questioner wants a detailed answer or specific information.
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Birds of a feather syndrome | the selection of employees most similar to interviewers.
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Blocking tactics | efforts of interviewers to avoid counseling or getting involved with interviewees, particularly in the health care setting.
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Bogardus Social Distance scales | questions that determine how respondents feel about social relationships and distances from them.
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Bona fide occupational qualifications (BFOQ) | requirements essential for performing a particular job.
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Broadcast interview | an interview that takes place live over radio or television or will be played all or in part at a later time.
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Built-in bias | interviewer bias that is intentionally or unintentionally built into a schedule of questions.
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Case approach | when an applicant is placed into a carefully crafted situation that takes hours to study and resolve.
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Cause-to-effect sequence | an outline that addresses causes and effects separately but relationally.
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Central tendency | when interviewers refrain from assigning extreme ratings to facets of performance.
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Chain or contingency strategy | a strategy that allows for preplanned secondary questions in survey interviews.
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Chronological format resume | a resume that lists education, training, and experiences in chronological order.
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Clearinghouse probe | a question designed to discover whether previous questions have uncovered everything of importance on a topic or issue.
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Client-centered approach | a counseling approach that focuses on the client rather than content or situation.
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Closed-minded or authoritarian interviewees | parties with unchangeable central beliefs who rely on trusted authorities when making decisions.
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Closed question | a question that is narrow in focus and restricts the respondent's freedom to determine the amount and kind of information to offer.
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Closing | the portion of an interview that brings it to an end.
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Coaching | helping to improve performance rather than judging or criticizing performance.
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Cognitive phase | the thinking and assessing phase of a counseling interview.
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Collectivist culture | a culture that places high value on group image, group esteem, group reliance, group awareness, and achievement of the group.
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Comparison tactic | a person points out a few similarities between two places, people, or things and then draws conclusions from this superficial comparison.
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Competitive rater | an interviewer who believes that no one can perform higher than his or her level of performance.
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Compliance | when an interviewee follows assessments and courses of action agreed to during a counseling interview.
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Connotations | positive and negative meanings of words.
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Conscious transparency | sharing information with applicants, explaining the purpose of questions, providing a supportive climate, and promoting unrestricted dialogue between interview parties.
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Consubstantiality | the effort to establish a substantial sameness or similarity between interviewer and interviewee.
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Conversation | an unstructured interaction between two or more people with no predetermined purpose other than enjoyment of the process.
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Cover letter | a letter an applicant sends to a prospective employer that expresses interest in and qualifications for a position.
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Critical incident question | a question that asks applicants how they might resolve a current problem the recruiter's organization is facing.
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Cross-sectional study | a study that determines what is known, thought, or felt during a narrow time span.
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Curious probe | a question that is irrelevant to the interviewer's stated purpose.
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Defensive climate | a climate that appears threatening to one or both parties in an interview.
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Determinate interviews | an interview designed to determine whether or not to make a job offer to an applicant.
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Dialogic listening | a means of focusing on ours rather than mine or yours to resolve a problem or task.
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Directive approach | an interview in which the interviewer controls subject matter, length of answers, climate, and formality.
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Directive reactions | when an interviewer reacts to a client with specific evaluations and advice.
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Disclosure | the willingness and ability to reveal feelings, beliefs, attitudes, and information to another party.
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Don't ask, don't tell | a question that delves into information or an emotional area that a respondent may be incapable of addressing because of social, psychological, or situational constraints.
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Double-barreled inquisition | a question that contains two or more questions.
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Downward communication | an interview in which a superior in the organizational hierarchy is attempting to interact as an interviewer with a subordinate in the hierarchy.
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Dyadic | an interaction that involves two distinct parties.
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EEO violation question pitfall | when an interviewer asks an unlawful question during a recruiting interview.
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Electronically scanned resume | a resume designed in format and wording to be scanned electronically by recruiters.
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Electronic interviews | interviews conducted over the telephone, through conference calls, by video talk-back, or over the Internet.
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Equal Employment Opportunity (EEO) laws | laws that pertain to employment and performance review interviews.
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Equal Employment Opportunity Commission | the agency assigned the task of overseeing and carrying out EEO laws.
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Ethical issues | issues that focus on value judgments concerning degrees of right and wrong, goodness and badness, in human conduct.
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Euphemism | the substitution of a better sounding word for a common one.
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Evaluative interval scales | questions that ask respondents to make judgments about persons, places, things, or ideas.
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Evaluative response question pitfall | when an interviewer expresses judgmental feelings about an answer that may bias or skew the next answer.
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Evasive interviewee | an interviewee who evades questions and gives indirect answers.
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Feedback | verbal and nonverbal reactions of an interview party.
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Feelings | emotions such as pride, fear, love, anger, and sympathy.
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Fee-paid positions | when an organization retains a placement agency to locate qualified applicants and pays fees the agency would normally charge applicants.
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Filter strategy | a question strategy that enables the interviewer to determine an interviewee's knowledge of a topic.
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Force choice distribution model | a performance review model that ranks employees into three or four groups for reward, improvement, or termination.
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Frequency interval scales | questions that ask respondents to select a number that most accurately reflects how often they do or use something.
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Functional resume format | a resume in which an applicant places experiences under headings that highlight qualifications for a position.
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Funnel sequence | a question sequence that begins with a broad, open-ended question and proceeds with ever-more restricted questions.
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Generic message | a persuasive message designed for a variety of audiences rather than a specific targeted audience.
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Global relationships | relationships between parties from different countries and cultures.
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Goal oriented | an interaction in which the interviewer is goal or task oriented rather than people oriented.
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Guessing game | when a questioner attempts to guess information instead of asking for it.
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Halo effect | when an interviewer gives favorable ratings to all job duties when an interviewee excels in only one.
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Hasty generalization tactic | a person generalizes to a whole group of people, places, or things from only one or a few examples.
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Highly scheduled interview | a schedule in which the interviewer prepares all questions and their exact wording prior to an interview.
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Highly scheduled standardized interview | a schedule in which the interviewer prepares all questions and their exact wording as well as answer options prior to an interview.
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Historical critical incident question | a question that asks applicants how they would have resolved a problem the recruiter's organization faced in the past.
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Honesty tests | tests designed to assess the ethics, honesty, and integrity of job applicants.
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Hypothetical question | a hypothetical but realistic question that asks respondents how they would handle a situation or problem.
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Identification theory | a theory that persons persuade others by identifying with them in a variety of ways.
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Implicative approach | an approach that withholds an explicit statement of purpose or intent until the interviewee sees the implications and suggests a course of action.
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Individualist culture | a culture that places high value on self-image, self-esteem, self-reliance, self-awareness, and individual achievement.
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Induced compliance theory | a theory designed to change thinking, feeling, or acting by inducing others to engage in activities counter to their values, beliefs, or attitudes.
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Informational probe | a question designed to obtain additional information when an answer appears to be superficial, vague, or ambiguous or to suggest a feeling or attitude.
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Information gathering interviews | interviews designed to obtain facts, opinions, data, feelings, attitudes, beliefs, reactions, advice, or feedback.
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Information giving interview | interviews designed to exchange data, knowledge, direction, instructions, orientation, clarification, or warnings.
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Information overload | when interviewees are provided with more information than they can process or recall.
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Initiating the interview | the process by which an interview is arranged and started.
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Inoculation theory | a theory based on the belief that it is often more effective to prevent undesired persuasion from occurring than trying damage control afterward.
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Integrity interviews | interviews designed to assess the honesty and integrity of prospective employees.
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Interactional | the exchanging or sharing of roles, responsibilities, feelings, beliefs, motives, and information.
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Interpersonal communication process | a complex and often puzzling communication interaction with another party.
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Interval scales | survey question scales that provide distances between measures.
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Interview | an interactional communication process between two parties, at least one of whom has a predetermined and serious purpose, and involves the asking and answering of questions.
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Interviewer bias | when respondents give answers they feel questioners want them to give rather than express their true feelings, attitudes, or beliefs.
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Interview evaluation | the formal or informal process of evaluating applicants following recruiting interviews.
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Interview guide | a carefully structured outline of topics and subtopics to be covered during an interview.
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Interview schedule | a list of questions an interviewer prepares prior to an interview.
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Inverted funnel sequence | a sequence that begins with closed questions and proceeds toward open questions.
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Jargon | words that organizations or groups alter or create for specialized use.
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Job fairs | gatherings of recruiters from a variety of organizations on college campuses or malls in which applicants can obtain information, make contacts, and take part in interviews.
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Journalist's interview guide | a guide that focuses on who, what, when, where, how, and why.
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Just cause | the fair and equitable treatment of each employee in a job class.
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Key informant | a person who can supply information on situations, assist in selecting interviewees, and aid in securing interviewee cooperation.
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Lay counselor | a person with little or no formal training in counseling.
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Lay theories | commonsense theories patients hold about health care that often resist scientific notions and research findings.
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Leading push | a question that suggests how a person should respond.
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Leading question | a question that suggests implicitly or explicitly the expected or desired answer.
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Leaning question strategy | a question strategy that enables interviewers to reduce the number of undecided and don't know responses in surveys.
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Leave-taking | the effort to bring an interview to a close.
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Length of service error | when an interviewer assumes that present performance is high because past performance was high.
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Level 1 interactions | interactions that are relatively safe and nonthreatening.
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Level 2 interactions | interactions that require a moderate degree of trust and may be moderately threatening because of exchange of beliefs, attitudes, values, and positions on issues.
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Level 3 interactions | interactions that require a great deal of trust because parties disclose fully their feelings, beliefs, attitudes, and perceptions on intimate and controversial topics.
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Level of confidence | the mathematical probability that the survey is within an accepted margin of error.
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Level of information | the amount and sophistication of information an interviewee has to offer.
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Likert scale | interval scale questions that ask respondents to make judgments about persons, places, things, or ideas.
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Listening | the deliberate process of receiving, understanding, evaluating, and retaining what is seen and heard.
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Listening for comprehension | receiving, understanding, and remembering messages as accurately as possible.
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Listening for empathy | a method of communicating an attitude of genuine concern, understanding, and involvement.
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Listening for evaluation | a means of judging what is heard and observed.
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Listening for resolution | a means of mutually resolving a problem or task.
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Loaded question | a question with strong direction or dictation of the answer desired through the use of name calling or emotionally charged words.
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Longitudinal study | a study to determine trends in what is known, thought, or felt over a period of time.
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Loose rater | an interviewer who is reluctant to point out weak areas and dwells on the average or better areas of performance.
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Management by objectives (MBO) model | a performance review model that involves a manager and a subordinate in a mutual (50-50) setting of results-oriented goals rather than activities to be performed.
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Margin of error | the degree of similarity between sample results and the results from a 100 percent count obtained in an identical manner.
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Matching process | the process of matching an applicant with a specific position and organization.
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Mirror probe | a question that summarizes a series of answers to ensure accurate understanding and retention.
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Moderately scheduled interview | a schedule in which the interviewer prepares all major questions with possible probing questions under each prior to an interview.
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Motives | values such as security, belonging, freedom, ambition, and preservation of health.
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Multisource feedback | feedback from a number of sources.
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Naming | the labeling of people, places, or things to make them appear different, to alter perceptions of reality.
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Negative face | the desire to be free of imposition or intrusion.
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Negative politeness | an effort to protect another person when negative face needs are threatened.
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Negative selling | the attempt to persuade by attacking another or another's proposal rather than supporting yourself or your proposal.
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Networking | creating a list of contacts for possible employment positions.
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Neutral question | a question that allows a respondent to determine an answer with no overt direction or pressure from the questioner.
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Nominal scales | questions that provide mutually exclusive variables and ask respondents to pick or name the most appropriate.
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Nondirective approach | an interview in which the interviewee controls subject matter, length of answers, climate, and formality.
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Nondirective reaction | when an interviewer reacts to a client without giving advice or specific direction.
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Nonscheduled interview | an interview guide of topic and subtopics with no prepared questions prior to an interview.
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Nonverbal interactions | nonverbal signals such as physical appearance, dress, eye contact, voice, touches, head nods, hand shakes, and posture.
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Nudging probe | a word or brief phrase that urges a respondent to continue answering.
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Numerical interview scales | questions that ask respondents to select a range or level that accurately reflects an age, income level, educational level, and so on.
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Off the record | information that cannot be reported following an interview.
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Opening | the first minutes of an interview in which the interviewer attempts to establish rapport and orient the interviewee.
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Open question | a question that allows the respondent considerable freedom in determining the amount and kind of information to offer.
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Open-to-closed switch | when a questioner asks an open question but changes it to a closed question before a respondent can reply.
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Ordinal scales | questions that ask respondents to rate or rank options in their implied relationship to one another.
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Orientation | the portion of the opening in which the interviewer explains the purpose, length, and nature of the interview.
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Outside forces | influential others such as family, friends, employers, and agencies who are not part of the interview but may affect one or both parties before, during, or after an interview.
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Overt identification | an attempt to establish a "we are one and the same" perception.
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Party | the interviewer or interviewee side in an interview.
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Patient-centered care (PCC) | when a patient's needs, preferences, and beliefs are respected at all times.
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Percentage agencies | placement agencies whose fee for finding positions for clients is a specific percentage of the first year's salary.
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Personality tests | tests designed to assess the people skills of applicants.
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Person-product-service model | a performance review model based on the theory that managerial competencies lead to effective behaviors that lead to effective worker performance.
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Persuasive interviews | an interview designed to change an interviewee's way of thinking, feeling, and/or acting.
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Pitchfork effect | when an interviewer gives negative ratings to all facets of performance because of a particular trait the interviewer dislikes in others.
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Placement interviews | interviews designed to assign employees to positions or to move them from one position or location to another.
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Politeness theory | a theory that claims all humans want to be appreciated, approved, liked, honored, and protected.
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Population | all persons able and qualified to respond in a particular survey.
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Portfolio | a small and varied collection of an applicant's best work.
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Positive face | the desire to be appreciated, approved, liked, and honored.
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Positive politeness | an effort to show concern by complimenting and using respectful forms of address.
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Post hoc or scrambling cause-effect tactic | basing a cause-effect relationship on coincidence, a minor cause, or a single cause.
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Powerless speech | words and nonfluencies that express apologies, disclaimers, excuses, and uncertainty.
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Power speech | words that express certainty, challenges, verbal aggression, and metaphors.
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Precision journalism | journalistic reports based on survey research data.
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Predetermined | planned in advance of an interaction.
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Press conference | a setting in which multiple interviewers interview one interviewee.
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Primary question | a question that introduces a topic or new area within a topic and can stand alone out of context.
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Probing question | a question that attempts to discover additional information following a primary or secondary question and cannot stand alone out of context.
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Problems of the interviewee's behavior interviews | interviews designed to review, separate, correct, or counsel interviewees for their behavior.
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Problems of the interviewer's behavior interviews | interviews designed to receive complaints, grievances, or suggestions concerning the interviewer's behavior.
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Problem-solution sequence | an outline divided into problem and solution phases.
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Problem solving interviews | interviews designed to discuss mutually shared problems, receive suggestions for solutions, or implement solutions.
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Process | a dynamic, continuing, ever changing interaction of variables.
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Proximity | the physical distance between interview parties.
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Psychological reactance theory | a theory based on the claim that people react negatively when someone threatens to restrict or does restrict a behavior they want to engage in.
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Question | any statement or nonverbal act that invites an answer.
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Question pitfall | a slight alteration of questions, often unintentional, that changes them from open to closed, primary to secondary, and neutral to leading.
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Question sequence | the strategic interconnection of questions.
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Quintamensional design sequence | a five-step sequence designed to assess the intensity of a respondent's opinions and attitudes.
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Quiz show pitfall | a question above or beneath the respondent's level of knowledge.
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Random sampling | selecting respondents randomly from a container.
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Ranking ordinal scale | questions that ask respondents to rank options in their implied relationship to one another.
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Rapport | a process of establishing and sustaining a relationship by creating feelings of goodwill and trust.
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Rating ordinal scale | questions that ask respondents to rate options in their implied relationship to one another.
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Real setting | an interview setting with all of its defects and problems.
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Reasoning from accepted belief, assumption, or proposition | reasoning based on the assertion that a belief, assumption, or proposition is true and without question.
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Reasoning from analogy | reasoning based on points of similarity that two people, places, or things have in common.
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Reasoning from cause-effect | reasoning based on a causal relationship.
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Reasoning from condition | reasoning based on the assertion that if something does or does not happen something else will or will not happen.
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Reasoning from example | reasoning based on a generalization about a whole class of people, places, or things from a sampling of the class.
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Reasoning from facts | reasoning that offers a conclusion as the best explanation for available evidence.
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Reasoning from two choices | reasoning based on the assertion that there are only two possible choices.
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Recency error | when an interviewer relies too heavily on the most recent events or performance levels.
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Reflective probe | a question that reflects the answer received to verify or clarify what the respondent intended to say.
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Relational | an interpersonal connection between two parties or persons.
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Relational dimensions | critical dimensions such as similarity, inclusion, affection, and trust that determine the nature of relationships.
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Relational distance | the closeness of the relationship between interview parties.
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Relational history | the past, present, and future connections between two parties or persons.
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Relational uncertainty | when either party is unaware of the degree of warmth, sharing of control, or level of trust that will exist during an interview.
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Reliability | the assurance that the same information can be collected in repeated interviews.
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Repeat question strategy | a question strategy that enables the interviewer to determine interviewee consistency in responses on a topic.
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Replicability | the ability to duplicate interviews regardless of interviewers, interviewees, and situations.
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Reproducibility | the ability to duplicate interviews regardless of interviewer, interviewee, and situation.
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Restatement probe | a question that restates all or part of the original question that remains unanswered.
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Resume | a brief accounting of an applicant's career goal, education, training, and experiences.
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Resume or application form question pitfall | asking a question that is already answered on the resume or application form.
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Reticent interviewee | an interviewee who seems unwilling or unable to talk and respond freely.
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Sample point or block sampling | preassigned numbers and types of respondents are chosen from assigned geographical areas.
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Sanitized setting | an interview setting without time constraints, interviewee problems, or situational problems such as noise, interruptions, inappropriate seating, or uncomfortable temperatures.
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Screening interviews | interviews designed to select applicants for additional interviews.
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Secondary question | a question that attempts to discover additional information following a primary or secondary (probing) question and cannot stand alone out of context.
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Self-analysis | a careful, thorough, and insightful analysis of self an applicant conducts prior to taking part in interviews.
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Self-concept | how a person perceives self physically, socially, and psychologically.
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Self-disclosure | the willingness and ability to disclose information pertaining to oneself.
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Self-esteem | positive and negative feelings a person has of self.
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Self-fulfilling prophecy | a prediction that comes true because a person expects or predicts it will be so.
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Self-persuasion | a situation in which a persuader encourages a person to persuade self rather than being persuaded by another.
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Self-selection | respondents alone determine if they will be included in a survey sample.
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Seminar format | an interview format in which one or more recruiters interview several applicants at the same time.
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Sequential phase model | a counseling model that centers on four phases based on affective (emotional) and cognitive (thinking) functions.
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Shock-absorber phrases | phrases that reduce the sting of critical questions.
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Shuffle strategy | a question strategy that enables interviewers to avoid responses based on the order rather than the content of answer options.
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Silent probe | an interviewer remains silent after an answer and may use nonverbal signals to encourage the respondent to continue answering.
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Situation | a total interview context that includes events prior to and after, time, place, and surroundings.
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Situational schema | a schema that includes all of the different types of interviews.
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Skip interval or random digit sample | a sampling method in which every predetermined number on a list is selected, such as every 10th name in a directory.
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Slang | unofficial jargon that groups use.
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Sound-alikes | words that sound alike but have different meanings.
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Space sequence | an outline that arranges topics and subtopics according to spatial divisions such as left to right, north to south.
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Status difference | the difference in social or organizational hierarchy between interviewer and interviewee.
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Strategic answers | when interviewees answer questions to their advantage.
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Stratified random sampling | a sampling method that selects the number of respondents according to their percentages in the target population.
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Supportive climate | a climate in which there is trust and respect between parties.
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Table of random numbers | a sample of respondents selected by assigning each respondent a number and using a table of random numbers for picking a sample.
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Talkative interviewee | an interviewee who gives overly long answers and talks too freely.
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Task oriented | an interviewer who is more concerned with performing a task efficiently and effectively than in communicating effectively with an interviewee.
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Territoriality | the physical and psychological space in which an interview takes place.
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The 360-degree approach | a performance review model that obtains as many views of a person's performance as possible from observers who interact with the person on a regular basis.
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Thin entering wedge (domino effect or slippery slope) tactic | an argument that one decision, action, or law after another is leading toward some sort of danger.
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Tight rater | an interviewer who believes that no one can perform at the necessary standards.
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Time sequence | an outline that treats topics and subtopics in chronological order.
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Topical sequence | an outline sequence that follows the natural divisions of a topic or subtopic.
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Transfer interviews | interviews designed to promote employees, to assign them to positions, or to move them from one position or location to another.
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Trial closing | the attempt to determine if an interviewee is ready to close an interview with an agreement of some sort.
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Tunnel sequence | a series of similar questions that are either open or closed.
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Unipolar question | a question that has only one obvious or desired answer.
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Universal performance interviewing model | a performance review that focuses on coaching by starting with positive behavior a manager wants the employee to maintain and then moving to behaviors that need to be corrected.
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Unsanitized setting | a real world interview setting with all of its problems, crises, interruptions, and unexpected happenings.
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Upward communication | an interview in which a subordinate in an organizational hierarchy is attempting to interact as interviewer with a superior in the hierarchy.
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Values | fundamental beliefs about ideal states of existence and modes of behavior.
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Verbal interactions | words (arbitrary connections of letters) that serve as symbols for people, places, things, events, beliefs, and feelings.
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Yes (no) response | a question that has only one obvious answer.
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Yes-but approach | an approach that begins with areas of agreement and approaches points of disagreements after goodwill and a supportive climate are established.
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Yes-yes approach | the attempt to get another party in the habit of saying yes so agreements may continue.
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