✔️[People] Talent Acquisition

Question 1

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

Answer 1

Employer branding

Question 2

Modifying a job application process, a work environment, or the circumstances under which a job is performed to enable a qualified individual with a disability to be considered for the job and perform its essential functions.

Answer 2

Reasonable accommodation

Question 3

Employees’ perceived value of the total rewards and 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 3

**Employee value proposition (EVP)
**

• Must be aligned with company goals and vision
• An EVP must provide an accurate picture of employment, including less-desirable attributes.

Question 4

Primary job duties that a qualified individual must be able to perform, either with or without accommodation.

Answer 4

Essential functions

Question 5

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

Answer 5

Sourcing

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 counts

Question 8

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 8

Staffing

Question 9

Process of systematically studying a job in order to identify the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and the conditions under which it is performed.

Answer 9

Job Analysis

Question 10

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

Answer 10

Selection screening

Question 11

Process of evaluating the most suitable candidates for a position.

Answer 11

Selection

Question 12

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

Answer 12

Onboarding

Question 13

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 13

Selection interviews

Question 14

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

Answer 14

Recruitment

Question 15

Software application that automates organizations’ management of the recruiting process (such as accepting application materials, screening applicants, etc.).

Answer 15

ATS

Question 16

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

Answer 16

Job description

Question 17

Written statements of the minimum qualifications for the job incumbent.

Answer 17

Job specification

Question 18

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 18

Competencies

Question 19

A a method of evaluating candidates who are presented with content-valid workplace situations to which they respond and who are then evaluated on their responses.

Answer 19

Assessment centers

Question 20

When do engagement opportunities begin?

Answer 20

Engagement opportunities begin before an employee is even hired. Recruiting and selecting the right candidate based on alignment with the organizational goals and strategic plan sets the stage for engagement. Effective orientation sets expectations, connects the employee with managers and coworkers, and puts the employee on an engaged trajectory. Regular feedback, learning opportunities, and competency-based compensation plans can solidify engagement and organizational commitment.

Question 21

Cognitive ability tests, personality tests, aptitude etc. Used to minimize the pool of candidates to chose the one that’s most likely to succeed if hired.

Answer 21

Substantive Method

Question 22

Used in some circumstances to separate those who receive job offers from the list of finalists

Answer 22

Discretionary Method

Question 23

Drug tests, medical exams

Answer 23

Contingent Method

Question 24

What needs to be established in assessments? Bb

Answer 24

🔐 It is important to establish equity and cost-effectiveness in assessment. The organization and the prospective candidates are all conducting their own evaluations of the other party, and the experience a candidate has can impact the organization’s ability to recruit future applicants.

Question 25

Intracountry and cross-border transfers

Answer 25

Help match the employee with the right set of skills to the right job to avoid inappropriate and expensive transfers

Question 26

Concerns of HR management in TA are:

Answer 26

Assimilating workforce strategy and employment strategies, Hiring a cultural fit, Addressing short and long term needs of the org so that staffing requirements can be anticipated in a timely matter, and HR’s responsibility is know the org’s strategies and goals and implement TA programs that enable business leaders to carry out those strategies and goals