✔️[People] Talent Acquisition Flashcards
Process of positioning an organization as an “employer of choice” in the labor market.
Employer branding
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.
Reasonable accommodation
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.
**Employee value proposition (EVP)
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- Must be aligned with company goals and vision
- An EVP must provide an accurate picture of employment, including less-desirable attributes.
Primary job duties that a qualified individual must be able to perform, either with or without accommodation.
Essential functions
Process by which an organization generates a pool of qualified job applicants.
Sourcing
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 counts
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 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.
Job Analysis
Analyzing candidates’ application forms, curricula vitae, and résumés to locate the most-qualified candidates for an open job.
Selection screening
Process of evaluating the most suitable candidates for a position.
Selection
Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment.
Onboarding
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
Process by which an organization seeks out candidates and encourages them to apply for job openings.
Recruitment
Software application that automates organizations’ management of the recruiting process (such as accepting application materials, screening applicants, etc.).
ATS
Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure).
Job description
Written statements of the minimum qualifications for the job incumbent.
Job specification
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
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.
Assessment centers
When do engagement opportunities begin?
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.
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.
Substantive Method
Used in some circumstances to separate those who receive job offers from the list of finalists
Discretionary Method
Drug tests, medical exams
Contingent Method
What needs to be established in assessments? Bb
🔐 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.
Intracountry and cross-border transfers
Help match the employee with the right set of skills to the right job to avoid inappropriate and expensive transfers
Concerns of HR management in TA are:
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
