People - Talent Acquisition Flashcards
Staffing
HR Function that acts on the organizations 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 orgs financial success.
employment Branding
process of positioning an organization as an employer of choice in the labor market.
Job Description
written description of a job and its essential functions and requirements, including tasks, knowledge, skills, abilities, responsibilities and reporting structure.
Job Competencies
Competencies are clusters of highly interrelated attributes, including knowledge , skills and abilities that give rise to the behaviors needed to perform given job effectively
Job specifications
Describe minimum qualifications necessary to perform a job. Should reflect what is necessary for satisfactory performance, not what ideal candidate should have.
Essential Functions
Primary job duties that a qualified individual must be able to perform with or without reasonable accommodation.
Reasonable Accommodation
A reasonable accommodation is a change or adjustment that makes a system fair and accessible for someone with a disability or other need. Accommodations can be made in many areas, including employment, education, and public spaces
Nonessential Functions
Non-essential job functions are simply that: non-essential. Although these duties are less vital than other job functions, they still exist and are needed by the organization. These job duties are often more optional or adjustable than essential ones.
Sign-Off
A job description may include a general sign-off, including a statement such as “the employee is expected to follow company policies”
Disclaimers.
Statements such as responsibilities and task outlined in this document are not exhaustive and may change as determined based on needs of company
Job Analysis
systematic study of jobs to determine what activities and responsibilities they include, the personal qualifications necessary for performance of the jobs, and the conditions under which work is performed
Job Analysis Methods
Page 80 of workbook just in case
Sourcing
Precursor to actual recruitment. generates a pool of qualified and diverse applicants
Recruitment
Process of encouraging candidates to apply for job openings
Head Count
number of people on the orgs payroll at any given time
Cost of Hire
cost of hire = total cost/number of new hires
cost PER hire
CPH = sum of External cost + Sum of Internal cost / Total number of hires in a time period.
Recruitment Cost Ration
External + Internal Cost/ total first year compensation of hires in a time period x 100
Time to fill
Time to fill is a metric that measures how long it takes to fill an open job position.
It’s a key performance indicator (KPI) for hiring managers and HR professionals.
What it measures
The time from when a job opening is created to when a candidate accepts the job offer
The efficiency of the hiring
process
How quickly a company can respond to talent needs
How it’s calculated
Subtract the date of the job requisition opening from the date the candidate accepts the job offer
Add up the time to fill for each position filled in a given period and divide by the number of roles
ATS
Applicant tracking systems.
An applicant tracking system (ATS) is a computer program that helps employers manage resumes and screen candidates during the hiring proces
Selection Interviews
designed to probe areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization.
