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PHR > Talent Planning & Acquisition > Flashcards

Talent Planning & Acquisition Flashcards

1
Q

difficulty deciding best candidate, rate all the same

A

Average/Central Tendency Bias

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2
Q

collect and store wealth of data, detailed info of internal talent pool

A

Skills Inventory

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3
Q

interviewer influenced by body language

A

Nonverbal Bias

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4
Q

give candidate accurate picture of typical day on the job, self-select out

A

Realistic Job Preview

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5
Q

Employment at Will Exceptions

A
  • covenant of good faith and fair dealing (dismiss ee a year before retirement)
  • public policy exception (if employee files WC claim)
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6
Q

honesty test, work ethic, attitude towards drug/alcohol

A

Integrity Test

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7
Q

candidate answers questions based on info they think will get them the job, what the interviewer wants to hear

A

Cultural Noise

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8
Q

measure ability to analyze and solve problems, draw conclusions from set of facts

A

Cognitive Ability Test

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9
Q

several interviewers interview at same time

A

Panel Interview

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10
Q

whether a test produces consistent results so overtime scores won’t vary greatly

A

Reliability

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11
Q

Independent Contractors

A

Must have:

  • behavioral control (what they do/how they do it)
  • financial control (how they are paid, own tools)
  • type of relationship (cannot have pension/vacation)
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12
Q

considers characteristic being measured by a test and whether test is measuring characteristic accurately

A

Validity

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13
Q

focused on retention, integrate employee, reduce time to be productive team member

A

Onboarding

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14
Q

Immigration Control & Reform Act of 1986

A
  • illegal to knowingly hire/continue to employ those not authorized to work
  • complete I-9 within first 3 days of new hire
  • maintain for 3 years from date of hire or 1 year after term
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15
Q

interviewer relies on intuitive feeling that candidate is good or bad fit without looking at qualifications

A

Gut Feeling Bias

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16
Q

cover specific areas related to job requirements

A

Patterned Interview

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17
Q

paperwork, compliance training, introduction to policy, procedure, rules, benefit info

A

Orientation

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18
Q

Immigration Act of 1990

A
  • prevailing wage paid to H1-B immigrants
  • 65000 immigrants allowed in H1-B category
  • adds additional categories for VISAs
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19
Q

tests coordination and manual dexterity

A

Psychomotor Test

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20
Q

Illegal Immigration Reform & Immigrant Responsibility Act of 1996

A
  • reduced number and types of documents allowable to provide identity, employment eligibility or both
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21
Q

interviewer recalls most recent candidate more clearly than others

A

Recency Bias

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22
Q

Selection Process

A 
Screen
Interview
Assess/Test
Evaluate
Select
Job Offer
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23
Q

goes easy on candidate, gives higher rating than warranted

A

Leniency Bias

24
Q

future-focused, how would you…

A

Situational Interview

25
Q

interviewer evaluated candidate positively based on single characteristic

A

Halo Effect

26
Q

E-Verify

A
  • free tool from USCIS

- instant ‘employment authorized’ or ‘tentative nonconfirmation’

27
Q

interviewer evaluates candidate negatively based on single characteristic

A

Horn/Harshness Effect

28
Q

employees express interest in job before it’s available

A

Job Bidding

29
Q

compares candidates to each other or all to single candidate

A

Contrast Bias

30
Q

controlled/guided by interviewer, predetermined set of questions for all candidates

A

Structured/Directive Interview

31
Q

provides names and contact info for potential candidates in active and passive markets

A

Sourcing

32
Q

questions from same content domain constructed different ways

A

Internal Consistency

33
Q

interview asks different questions of each candidate

A

Question Inconsistency

34
Q

internal job announcement

A

Job Posting

35
Q

Immigration & National Act (INA) of 1952 / Amendment of 1965

A
  • simplify multiple laws

- eliminated origin, race, ancestry as bars to immigration

36
Q

administering same test to same respondents after set amount of time passed, check correlation

A

Test-Retest

37
Q

broad questions, candidate guides interviews

A

Non-Directive Interview

38
Q

measure knowledge and ability to apply skills in various areas

A

Aptitude Test

39
Q

describe how candidates have handled specific situations in previous jobs

A

Behavioral Interview

40
Q

whether test measures connection between candidate characteristics and successful performance on job

A

Construct Validity

41
Q

candidate has interests or characteristics similar to interviewer, overlook negative aspects

A

Similar-to-Me Bias

42
Q

two tests from same content domain are constructed

A

Parallel Forms

43
Q

interviewer assumes candidate has certain traits because they are member of a group

A

Stereotyping

44
Q

allows small amount of negative info to outweigh positive

A

Negative Emphasis Bias

45
Q

Adverse Impact

A

selection rate for protected class is less than 4/5 (80%) of selection rate for group with highest selection rate

46
Q

provides candidates with docs describing problems, prioritize and decide how to handle

A

In-Box Test

47
Q

how well candidate ‘fits’ into certain job

A

Personality Test

48
Q

interviewer is aware that candidate scored high or low on assessment test

A

Knowledge of Predictor

49
Q

to define a job so it can be understood in context of accomplishing organizational goals and objectives

A

Job Analysis

50
Q

process of creating interest about open positions in org and seeking candidates who possess qualifications to fill them

A

Recruiting

51
Q

job analysis confirms that selection procedure samples significant parts of job being tested

A

Content Validity

52
Q

Uniform Guidelines on Employee Selection Procedures

A

any selection tool that has adverse effect against protected class is discriminatory

53
Q

subject candidate to intimidating situation

A

Stress Interview

54
Q

multiple tests designed to measure different aspects, management potential and decision making skills

A

Assessment Centers

55
Q

a person learns values, norms and required behaviors, internal mentor, peer support

A

Organizational Socialization

56
Q

Staffing Needs Analysis

A 
1 - collect data
2 - identify gaps
3 - analyze options for filling
4 - select/implement solutions
5 - evaluate results

PHR (5 decks)

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