People: Talent Acquisition Flashcards
Analyzing candidates’ application forms, curricula vitae, and resumes to locate the most-qualified candidates for an open job.
Selection screening
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.
Employee value proposition (EVP)
Process by which an organization seeks out candidates and encourages them to apply for job openings.
Recruitment
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.
Selection interviews
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.
Staffing
Process by which new employees become familiar with the organization and with their specific department, coworkers, and job.
Orientation
Number of people on an organization’s payroll at a particular moment in time.
Head count
Process of evaluating the most suitable candidates for a position.
Selection
Process by which an organization generates a pool of qualified job applicants.
Sourcing
Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively.
Competencies
Process of positioning an organization as an “employer of choice” in the labor market.
Employment branding
Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure).
Job description
Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment.
Onboarding
Written statements of the minimum qualifications for the job incumbent.
Job specifications
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As part of a merger/acquisition, this is a major talent acquisition implication. (pg 65)
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Retention of key talent
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Reference to the experience, local market development and skill sets for a particular international location. (pg 66)
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Maturity
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The primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation. (pg 77)
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Essential functions
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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)
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Reasonable accommodation
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Desirable, but not necessary, aspects of the job. (pg 77)
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Nonessential functions
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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)
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Sign-off
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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)
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Disclaimers
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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.
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Obtaining permission to work
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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)
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Bona Fide Occupational Qualification (BFOQ)
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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)
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Fair Labor Standards Act (FLSA)
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The United States act which makes the classification as to full-time, part-time, temporary and seasonal employment important for benefits purposes. (pg 81)
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Employee Retirement Income Security Act (ERISA)
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This is a major concern of internet recruiting. (pg 92)
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Data privacy
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The subdivision of employees into various categories (e.g., executives, managers, staff, trainees, contractors). (pg 96)
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Groups
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Further differentiation of employees (e.g., active employees are differentiated according to their status, such as hourly wage or salaried). (pg 96)
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Subgroups
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Basic statistics and characteristics of certain employee groups; they include age, occupation and income.
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Demographics
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The traditional measure of recruiting costs:
Total costs = \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Number of new hires
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Cost of hire (i.e., cost of all hires in a specified period)
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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) ]
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[ Total number of hires in a time period ]
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Cost per hire (CPH)
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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
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Recruitment cost Ratio (RCR)
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The (3) factors which simultaneously influence recruitment. (pg 100)
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CE. S. Q
Cost Efficiency;
Speed;
Quality
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The loss of employees due to reasons other than firing and other employer-initiated events, e.g. retirement. (pg 101)
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Attrition
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Software products or tools that help an organization draw conclusions from its HR data quickly and efficiently. (pg 102)
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Workforce Analytics
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These are the (4) steps in the Selection Process. (pg 108)
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S.I.AE.SO
Screen;
Interview;
Assess and Evaluate;
Select and Offer
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An automated way for organizations to manage the entire recruiting process. (pg 109)
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Applicant Tracking System (ATS)
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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)
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Contingent job offer
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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)
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Employment offer
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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)
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Employment Contract
