People: Talent Acquisition

Question 1

Analyzing candidates’ application forms, curricula vitae, and resumes to locate the most-qualified candidates for an open job.

Answer 1

Selection screening

Question 2

Employees’ perceived value of the total rewards, tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement.

Answer 2

Employee value proposition (EVP)

Question 3

Process by which an organization seeks out candidates and encourages them to apply for job openings.

Answer 3

Recruitment

Question 4

Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization.

Answer 4

Selection interviews

Question 5

HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization’s financial success.

Answer 5

Staffing

Question 6

Process by which new employees become familiar with the organization and with their specific department, coworkers, and job.

Answer 6

Orientation

Question 7

Number of people on an organization’s payroll at a particular moment in time.

Answer 7

Head count

Question 8

Process of evaluating the most suitable candidates for a position.

Answer 8

Selection

Question 9

Process by which an organization generates a pool of qualified job applicants.

Answer 9

Sourcing

Question 10

Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively.

Answer 10

Competencies

Question 11

Process of positioning an organization as an “employer of choice” in the labor market.

Answer 11

Employment branding

Question 12

Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure).

Answer 12

Job description

Question 13

Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment.

Answer 13

Onboarding

Question 14

Written statements of the minimum qualifications for the job incumbent.

Answer 14

Job specifications

Question 15

• Additional Flashcard

As part of a merger/acquisition, this is a major talent acquisition implication. (pg 65)

Answer 15

• Additional Flashcard

Retention of key talent

Question 16

• Additional Flashcard

Reference to the experience, local market development and skill sets for a particular international location. (pg 66)

Answer 16

• Additional Flashcard

Maturity

Question 17

• Additional Flashcard

The primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation. (pg 77)

Answer 17

• Additional Flashcard

Essential functions

Question 18

• Additional Flashcard

As necessary, appropriate modifications or adjustments that do not impose a disproportionate or undue burden on the employer, which aims to ensure that persons with disabilities can participate in the workplace equally with others. (pg 77)

Answer 18

• Additional Flashcard

Reasonable accommodation

Question 19

• Additional Flashcard

Desirable, but not necessary, aspects of the job. (pg 77)

Answer 19

• Additional Flashcard

Nonessential functions

Question 20

• Additional Flashcard

A statement, such as “The employee is expected to adhere to all company policies while employed” and “I have read and understand the contents of this job description” along with a signature and a date, as part of a job description. (pg 77)

Answer 20

• Additional Flashcard

Sign-off

Question 21

• Additional Flashcard

Statements such as “Responsibilities and tasks outlined in this document are not exhaustive and may change as determined by the needs of the company.” (pg 77)

Answer 21

• Additional Flashcard

Disclaimers

Question 22

• Additional Flashcard

When organizations want to hire foreigners, they often have to demonstrate / certify to the government that comparable skills do not exist in the local workforce.

Answer 22

• Additional Flashcard

Obtaining permission to work

Question 23

• Additional Flashcard

A legitimate job criterion / defense that employers can legally and permissibly use to hire a foreigner and / or legally “discriminate” against a protected class. (pg 80)

Answer 23

• Additional Flashcard

Bona Fide Occupational Qualification (BFOQ)

Question 24

• Additional Flashcard

The United States act which requires employers to classify employees as either exempt or nonexempt, which determines whether an employee is entitled to overtime pay. (pg 81)

Answer 24

• Additional Flashcard

Fair Labor Standards Act (FLSA)

Question 25

* Additional Flashcard The United States act which makes the classification as to full-time, part-time, temporary and seasonal employment important for benefits purposes. (pg 81)

Answer 25

* Additional Flashcard Employee Retirement Income Security Act (ERISA)

Question 26

* Additional Flashcard This is a major concern of internet recruiting. (pg 92)

Answer 26

* Additional Flashcard Data privacy

Question 27

* Additional Flashcard The subdivision of employees into various categories (e.g., executives, managers, staff, trainees, contractors). (pg 96)

Answer 27

* Additional Flashcard Groups

Question 28

* Additional Flashcard Further differentiation of employees (e.g., active employees are differentiated according to their status, such as hourly wage or salaried). (pg 96)

Answer 28

* Additional Flashcard Subgroups

Question 29

* Additional Flashcard Basic statistics and characteristics of certain employee groups; they include age, occupation and income.

Answer 29

* Additional Flashcard Demographics

Question 30

* Additional Flashcard The traditional measure of recruiting costs: Total costs = _________________ Number of new hires

Answer 30

* Additional Flashcard Cost of hire (i.e., cost of all hires in a specified period)

Question 31

* Additional Flashcard A ratio of the total dollars an organization spends (in both external and internal costs) to the total number of hires in a specified time period. (pg 98) [ sum of (External costs) + sum of (Internal costs) ] ______________________________________ [ Total number of hires in a time period ]

Answer 31

* Additional Flashcard Cost per hire (CPH)

Question 32

* Additional Flashcard Recruitment effectiveness and efficiency expressed as a ratio. (pg 99) External costs + Internal costs ______________________________________ x 100 Total first-year compensation of hires in a time period

Answer 32

* Additional Flashcard Recruitment cost Ratio (RCR)

Question 33

* Additional Flashcard The (3) factors which simultaneously influence recruitment. (pg 100)

Answer 33

* Additional Flashcard CE. S. Q Cost Efficiency; Speed; Quality

Question 34

* Additional Flashcard The loss of employees due to reasons other than firing and other employer-initiated events, e.g. retirement. (pg 101)

Answer 34

* Additional Flashcard Attrition

Question 35

* Additional Flashcard Software products or tools that help an organization draw conclusions from its HR data quickly and efficiently. (pg 102)

Answer 35

* Additional Flashcard Workforce Analytics

Question 36

* Additional Flashcard These are the (4) steps in the Selection Process. (pg 108)

Answer 36

* Additional Flashcard S.I.AE.SO Screen; Interview; Assess and Evaluate; Select and Offer

Question 37

* Additional Flashcard An automated way for organizations to manage the entire recruiting process. (pg 109)

Answer 37

* Additional Flashcard Applicant Tracking System (ATS)

Question 38

* Additional Flashcard A job offer that is contingent on the candidate passing certain tests or meeting certain requirements, e.g., a drug test or medical exam. (pg 132)

Answer 38

* Additional Flashcard Contingent job offer

Question 39

* Additional Flashcard An oral or written communication that formally offers the applicant the job, is not legally binding and can be retracted at any time. (pg 132)

Answer 39

* Additional Flashcard Employment offer

Question 40

* Additional Flashcard A written agreement between the organization and an employee that explains the employment relationship and confers specific legal obligations on both the organization and the new employee. (pg 133)

Answer 40

* Additional Flashcard Employment Contract