People - Talent Acquisition

Question 1

Employee Value Proposition

Answer 1

Answers the question “Why would talented people want to start working at this organization, and stay?”

Should be aligned with the strategic plan, vision, mission, values, and external brand

Question 2

Competencies (definition)

Answer 2

Clusters of related attributes (including knowledge, skills, and abilities) that allow an employee to perform a job successfully

Ex: Customer focus, communication, project management, honesty/integrity

Question 3

Job specifications (definition)

Answer 3

The minimum qualifications necessary to perform a job

Ex: Experience, education, licenses, physical skills

Question 4

Essential functions (part of job description)

Answer 4

Primary job duties that a qualified person must be able to perform

Question 5

Reasonable accommodation

Answer 5

Necessary, appropriate modifications that do not impose undue burden on the employer

Question 6

Job analysis

Answer 6

Systematic study of jobs to determine what activities and responsibilities they include, necessary qualifications, and conditions under which the work is performed

It’s an analysis of the job, NOT the employee

Question 7

Sourcing vs Recruiting

Answer 7

Sourcing - the first step; generates a pool of qualified and diverse applicants

Recruiting - process of encouraging candidates to apply for job openings

Question 8

Talent metrics - head count

Answer 8

The number of people on the payroll; it’s a “snapshot” of a particular moment in time

Question 9

Talent metrics - cost of hire or cost per hire

Answer 9

Cost of hire = Total costs of all hires
_______________________
Number of new hires

Cost per hire is similar but more complicated; it sums up external costs and internal costs of hiring process, and then divides by number of hires in a specified time period

Question 10

Hiring costs - internal and external

Answer 10

Internal costs - include salary and benefits of recruiting team, talent acquisition software costs, other infrastructure costs needed for the hiring process

External costs - advertising costs, 3rd party agency fees, job fair exhibitor costs, travel costs

Question 11

Talent metrics - time to fill

Answer 11

Number of days from when a job requisition is opened until offer is accepted by candidate

Question 12

Talent metrics - attrition

Answer 12

Loss of employees due to reasons other than firing and other employer-initiated events

Question 13

3 factors influencing recruitment process

Answer 13

Quality, Speed, Cost Efficiency

Placing more priority on one of these will require giving up something from one of (or both of) the others

Ex: If filling a position fast is a priority, the quality of hires might decrease; an emphasis on cost efficiency in the hiring process will likely mean that the process takes longer

Question 14

Interview approaches
- Structured
- Unstructured
- Behavioral
- Competency-based
- Stress interview

Answer 14

Structured - interviewer asks each candidate the same questions, and stays in control of the interview (also called “repetitive interviews”)

Unstructured - more conversational, usually pre-set topics but not pre-set questions (also called “non-directive interviews”)

Behavioral - focuses on how the candidate handled previous, real situations

Competency-based - interviewer asks the candidate to provide examples of times they demonstrated certain competencies

Stress interview - aims to put the candidate on the defensive and see how they react under pressure

Question 15

Fishbowl interview

Answer 15

Group interview in which candidates work with each other in a group or with staff members on a true-to-life work issue

Question 16

Cross-cultural assessment tools
- Cross-Cultural Adaptability Inventory
- Cultural Orientations Indicator
- Intercultural Development Inventory
- Self-Assessment for Global Endeavors

Answer 16

CCAI – Self-scoring assessment that assesses individuals or groups in 4 categories (adapting to new situations, interacting with different people, tolerating ambiguity, and maintaining sense of self)

COI – allows individuals to assess their work style and cultural preferences, then provides recommendations

IDI – 50 item inventory based on Development Model of Intercultural Sensitivity; statistically reliable/valid measure of intercultural competence

SAGE – Assists with decision making when employee is considering global assignment; includes section for spouse

Question 17

Job offers
- Contingent offer
- Employment offer
- Contract

Answer 17

Contingent – employee still needs to pass a test or meet other requirements

Employment offer – usually in letter forms, states basic terms of the offer and gives deadline for acceptance

Contract – provides more detail and is usually legally binding

Question 18

Orientation vs Onboarding

Answer 18

Orientation is short-term – usually just a day or two, during which employee becomes familiar with the organization, their job, dept, and coworkers

Onboarding includes orientation and the first months (sometimes a year or more) of employee’s tenure; focus is on developing positive working relationships with supervisors and others in the company, learning the job, and becoming integrated into the company culture