People - Talent Acquisition

Question 1

Staffing

Answer 1

The HR function that acts on the orgz human capital needs indentified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the orgz financial success.

Includes: Recruiting, Training, and Retraining.

Question 2

Job Analysis

Answer 2

A review of roles to determine the essential job functions & personal qualifications required to be successful in the role.

Question 3

Job Description

Answer 3

A written description of a job and its essential functions and requirements.

Includes:

• Title
• Position summary
• Required qualifications
• Duties & responsibilities
• Success Factors
• Working conditions
• Performance Standards

Question 4

Bona Fide Occupational Qualification (BFOQ)

Answer 4

Criteria that an employer may legally use because w/o this criteria a candidate would not be bale to perform the primary responsibility of the job.

Question 5

Sourcing

Answer 5

Knowing where to find the right people, connecting with, and staying in touch. Precursor to recruitment.

Question 6

Employment Branding

Answer 6

process of conveying key organizational values. how your company is positioned. (reputation)

Question 7

Employee Value Proposition (EVP)

Answer 7

The balance of the rewards and benefits that are received by employees in return for their performance at the workplace.

An EVP answers the two part question:

‘Why would a talented person want to start working for an orgz and Why they want to continue to work for the orgz?’

Question 8

Recruitment

Answer 8

process of finding and hiring people into an organization. Quality of the applicant is the critical factor.

Question 9

Workforce Analytics

Answer 9

using statistical analysis to understand workforce performance.

Question 10

Predictive Analytics

Answer 10

used to understand the workforce rom the standpoint of how, when, and where it’s best to recruit talent.

Ex: track time to fill

Question 11

Recruiting Process

Answer 11

Interview, Assess, Evaluate, Select and Offer.

Question 12

Onboarding

Answer 12

time when employee becomes acclimated to their job and the company culture.

Question 13

Global Planning for Talent Acquisition

Answer 13

1. Ethnocentric: One best way
2. Polycentric: Many best ways
3. Geocentric: Team way
4. Regiocentric: Region way

Question 14

Building an Employment Brand

Answer 14

1. Determine existing perception of orgz
2. Identify main competition for high quality EEs
3. Assess orgz strengths and weaknesses
4. Develop brand
5. Ensure the brand is consistent
6. Test brand and make modifications
7. Execute brand
8. Reassess and revitalize brand
9. Reinforce brand

Question 15

Job Documentation

Answer 15

Involves the creation of job descriptions, specifications, and competencies.

*Use analysis to create job description/documentation

Question 16

Competencies

Answer 16

Clusters of highly interrelated attributes, including KSA, that give rise to the behaviors needed to perform a given job effectively.

Question 17

Job Descriptions in a Global Environment

Answer 17

Job descriptions have additional purposes that are particularly significant.

Clearly defined, consistent job descriptions in a global environment are significant because they provide a common language within an orgz to communicate about and make decisions on jobs

Question 18

Job Specification

Answer 18

Describe the minimum qualifications necessary to perform a job.

Should reflect what is necessary for satisfactory performance, not what the ideal candidate should have.

Question 19

Advantages v. Disadvantages of Internal v. External Recruiting

Answer 19

Internal:

A: reward good work, cost effective, improve morale, promotes career paths.
D: orgaz inbreeding, limited perspectives, heavy burden on learning and development, negative work environment

External:

A: new ideas, gain competencies, cross-industry insights, reduce training costs, diverse
D: increase recruitment cost, morale problems, longer onboarding, misplacement

Question 20

Common Recruiting Methods (Internal and External)

Answer 20

Internal: referrals, moonlighting (EE holds a second job), job bidding (EE indicates an interest), job posting (EE responds to promotional opportunity)

External: advertising, agencies, schools, website, former EEs, government agencies, internships, open house

Question 21

Advantages and Disadvantages of e-Recruitment

Answer 21

A: widens recruitment sources, immediate response, increase applicant pool, better candidate matching, can target specialized skill

D: high volume (many can be unqualified), labor intensive filtering process, data privacy, could exclude qualified candidates who would rather send a resume, excludes candidates were technology is not available

Question 22

Headcount

Answer 22

The number of people on the orgz payroll at a particular time

Question 23

Cost of Hire/Cost per Hire

Answer 23

Cost of Hire: the traditional measure of recruiting costs, determined by taking the total costs of all hires and dividing that figure by the number of new hires (total costs/# of new hires)

Cost per Hire: measure of the effort exterted to staff an open position in an orgz (external costs + internal costs)/ total # of hires in a time period

• external costs: advertising, job fair, travel
• internal costs: salaries, benefits, physical infrastructure

Question 24

Recruitment Cost Ratio

Answer 24

external costs + internal costs/total 1st year comp of hires in a time period * 100

Question 25

Days to Fill

Answer 25

AKA time to fill. Represents the number of days from when a job req is opened until the offer is accepted by the candidate.

Question 26

Attrition

Answer 26

Refers to the loss of EEs due to reasons other than firing and other employer initiated events.

Question 27

Talent Selection Process

Answer 27

Screen: analyze candidate applications/resumes Interview: designed to probe areas of interest to the interviewer to determine how well the candidate meets the needs of the orgz Assess/Evaluate: determine if candidate has potential to be successful in a job Select/Offer: bring everything together to complete candidate evaluations and make a hiring recommendation

Question 28

Applicant Tracking System (ATS)

Answer 28

Automated tracking systems or electronic pre-employment screening. Provide an automated way for orgz to manage the entire recruiting process.

Question 29

Types of Interviews

Answer 29

Structured Interviews: Interviewer asks every candidate the same questions Unstructured Interviews: Interviewer talks with the candidate in a manner that is more like an everyday conversation, questions are not pre set, but topics could be pre determined. Behavioral Interview: Interviewer focuses on how the candidate previously handled situations Competency Based: Interviewer asks questions that are based on real situations related to the competencies for the position. Group Interview: Multiple candidates interviewed at the same time or each candidate interviewed by multiple ppl. *Fishbowl: how a person interacts w others Stress Interview: Interviewer puts applicant under pressure like a simulation or a case study

Question 30

Guidelines for Interviews

Answer 30

1. Familiarize yourself w the duties/requirements 2. Be prepared to answer ?s about the orgz 3. Formulate your questions 4. Organize the ?s in order you intend to ask 5. Review the candidates application/resume *establish rapport, listen, smooth transitions, take notes

Question 31

Assessment Methods 'Substantive'

Answer 31

1. Cognitive Ability Test: Assess skills the candidate has already learned. *complete an actual work task 2. Personality Test: A persons social interaction. *true/false items to measure personality factors 3. Aptitude Test: ability to learn a new skill. *test to measure aptitude for computers. 4. Psychomotor Tests: demonstrate a minimum degree of strength, anxiety. *manual dexterity test 5. Assessment Centers: method of assessing higher-level managerial and competencies. *pencil test, role play, work related tests.

Question 32

Assessment Methods 'Discretionary'

Answer 32

Discretionary Assessment Method: To separate those who receive job offers from the list of finalists. Should not be used solo, assuming all finalists are good, resort to Substantive methods

Question 33

Assessment Methods 'Contingent'

Answer 33

Contingent Assessment Method: Depends on the nature of the job and legal mandates. They are not always needed. Ex: Drug screens, medical exams

Question 34

Selection Decision Process

Answer 34

1. Organize and summarize information in terms of selection criteria. 2. Identify and rank acceptable candidates. 3. Collect additional information as necessary. 4. Make an offer to the top candidate.

Question 35

Make an Offer to Top Candidate

Answer 35

1. Contingent Offer: contingent on passing a test/requirement. 2. Employment Offer: oral/written (not legally binding). 3. Employment Contract: written agreement between the orgz and EE that explains employment relationship.

Question 36

Onboarding and Assimilation Process

Answer 36

1. Make the job hunt simple, seamless, and informative 2. Create accurate first impressions 3. Make the first day count 4. Give EEs a structured onboarding experience 5. Provide a buddy 6. Show EEs a path to success

Question 37

Orientation v. Onboarding

Answer 37

Orientation: an EE becomes familiar with the orgz as well as his or her department co workers, and the job. Lasts one to two days. Onboarding: first few moths of an EEs tenure in a position, help EEs develop positive working relationships with their supervisor, coworkers, and others who they will interact with. Lasts several month to a year.