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SHRM-CP Flashcards > People: Talent Acquisition > Flashcards

People: Talent Acquisition Flashcards

1
Q

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

A

Selection screening

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2
Q

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.

A

Employee value proposition (EVP)

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3
Q

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

A

Recruitment

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4
Q

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.

A

Selection interviews

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5
Q

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.

A

Staffing

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6
Q

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

A

Orientation

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7
Q

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

A

Head count

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8
Q

Process of evaluating the most suitable candidates for a position.

A

Selection

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9
Q

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

A

Sourcing

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10
Q

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

A

Competencies

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11
Q

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

A

Employment branding

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12
Q

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

A

Job description

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13
Q

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

A

Onboarding

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14
Q

Written statements of the minimum qualifications for the job incumbent.

A

Job specifications

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15
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Retention of key talent

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16
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Maturity

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17
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Essential functions

18
Q
  • 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)

A
  • Additional Flashcard

Reasonable accommodation

19
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Nonessential functions

20
Q
  • 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)

A
  • Additional Flashcard

Sign-off

21
Q
  • 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)

A
  • Additional Flashcard

Disclaimers

22
Q
  • 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.

A
  • Additional Flashcard

Obtaining permission to work

23
Q
  • 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)

A
  • Additional Flashcard

Bona Fide Occupational Qualification (BFOQ)

24
Q
  • 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)

A
  • Additional Flashcard

Fair Labor Standards Act (FLSA)

25
Q
  • 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)

A
  • Additional Flashcard

Employee Retirement Income Security Act (ERISA)

26
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Data privacy

27
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Groups

28
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Subgroups

29
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Demographics

30
Q
  • Additional Flashcard

The traditional measure of recruiting costs:

         Total costs =   \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

   Number of new hires
A
  • Additional Flashcard

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

31
Q
  • 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 ]

A
  • Additional Flashcard

Cost per hire (CPH)

32
Q
  • 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
A
  • Additional Flashcard

Recruitment cost Ratio (RCR)

33
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

CE. S. Q

Cost Efficiency;

Speed;

Quality

34
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Attrition

35
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Workforce Analytics

36
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

S.I.AE.SO

Screen;
Interview;
Assess and Evaluate;
Select and Offer

37
Q
  • Additional Flashcard

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

A
  • Additional Flashcard

Applicant Tracking System (ATS)

38
Q
  • 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)

A
  • Additional Flashcard

Contingent job offer

39
Q
  • 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)

A
  • Additional Flashcard

Employment offer

40
Q
  • 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)

A
  • Additional Flashcard

Employment Contract

SHRM-CP Flashcards (25 decks)

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