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aPHR Test > Recruitment and Selection > Flashcards

Recruitment and Selection Flashcards

1
Q

refers to legislation and policies that require all employees to be treated equally regardless of race, national origin, age, religion, or sex.

A

Equal Employment Opportunity

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2
Q

requires men and women in the same workplace be given equal pay for equal work.

A

Equal Pay Act of 1963

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3
Q

outlaws major forms of discrimination, ended unequal voter registration, segregation in schools, workplace, facilities, etc.

A

Civil Rights Act of 1964

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4
Q

prohibits from discriminating on age. Must have 20 employees to be covered by this law. Cannot terminate people 40 or older solely based on age.

A

Age Discrimination in Employment Act of 1967

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5
Q

prohibits discrimination on the basis of pregnancy. Enacted as an amendment to the 1964 Civil Rights Act.

A

Pregnancy Discrimination Act of 1978

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6
Q

protects against discrimination of those with disabilities. Also requires employers to make reasonable accommodations.

A

Americans with Disabilities Act of 1990

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7
Q

allows most employees up to 12 weeks of unpaid leave for family or medical reasons each year. Applies to companies with more than 50 employees.

A

Family and Medical Leave Act (FMLA) of 1993

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8
Q

established the Uniform Guidelines on Employee Selection Procedures.

A

Equal Employment Opportunity Commission (EEOC)

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9
Q

unfairly treating a protected class.

A

Illegal discrimination

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10
Q

race, age, sex, disability, etc.

A

protected class

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11
Q

individuals in similar situations are treated differently based on race, color, religion, sex, national origin, age, or disability status.

A

disparate treatment

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12
Q

discrimination that occurs when an apparently neutral employment practice disproportionally excludes a protected group from employment opportunities.

A

disparate impact

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13
Q

occurs when a condition like race, sex or other personal characteristics legitimately affects a person’s ability to perform the job and can be used as a legal requirement for selection.

A

Bona fide occupational qualifications

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14
Q

disparate impact exists if selection criteria results in a selection rate for a protected class that is less than four-fifths of that of the majority group.

A

Four-fifths rule (80%)

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15
Q

used as the basis for establishing a prima facie case of disparate treatment discrimination.

A

McDonnell-Douglas Test

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16
Q

evaluates whether a person or group has been treated similarly or differently than other people or groups in a similar situation.

A

cohort analysis

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17
Q

looks at the number of individuals who are members of a protected class who are qualified for employment. Required by the Office of Federal Contract Compliance Programs (OFCCP) for federal workers.

A

availability analysis

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18
Q

determines whether an organization’s employment of individuals who are members of protected classes is reflective of how represented those individuals are in the larger labor force. Required by OFCCP for federal workers. Must determine if percentage falls within the job area acceptance range (JAAR).

A

Impact ratio analysis

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19
Q

one of the first federal statutes to address the issue of workplace discrimination against disabilities. Only applied to federal contracts with contracts $10k+.

A

Rehabilitation Act of 1973

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20
Q

extended employment protections to Vietnam-era veterans and disabled veterans, among others. Originally only applied to federal workers worth more than $25k+ a year (subsequently increased to $100k+ year). Requires affirmative action in employment.

A

Vietnam Era Veterans’ Readjustment Act (VEVRAA) of 1974

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21
Q

prohibits discrimination based on nationality or citizenship if the person can legally work in the US (1-9 form).

A

Immigration Reform and Control Act (IRCA) of 1986

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22
Q

granted to temporary workers in specialized jobs.

A

H-1B Visa

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23
Q

granted to skilled and unskilled temporary workers.

A

H-2B Visa

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24
Q

full-time students in the U.S.

A

F-1 Visa

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25
Q

commission to study barriers for women and minorities from advancing into senior management.

A

Glass Ceiling Act

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26
Q

protects rights of military reservists who are called into duty. Applies to all company sizes. Requires up to five years for leave.

A

USERRA Act of 1994

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27
Q

discrimination can occur unintentionally, but employer is still responsible. Established judicial concept of disparate impact.

A

Griggs v. Duke Power

28
Q

complainants face the initial burden of proof when bringing charges. Must establish that they are a member of a protected class, that they were qualified for the job, and that they were rejected despite those qualifications.

A

McDonnell-Douglas Corp v. Green

29
Q

testing was flawed, must use criteria outlined in the Uniform Guidelines on Employee Selection Procedures.

A

Albermarle Paper v. Moody

30
Q

issued by Pres. Johnson in 1965, forbid employment discrimination for federal contractors, required affirmative action to not treat people differently based on race, creed, color, or national origin. Required employers with 50+ employees, or contracts worth $50k to file affirmative action plans with the OFCCP.

A

EO 11246

31
Q

issued by Pres. Johnson in 1967 and added “sex” to the list of protected classes.

A

EO 11375

32
Q

issued by Pres. Nixon in 1969, covered the federal civilian workforce, including federal civil service, USPS, and civilian employees of the armed forces. Could not discriminate based on race, color, religion, sex, national origin, handicap, and age 40+.

A

EO 11478

33
Q

issued by Pres. Clinton in 1998, barred discrimination for sexual orientation.

A

EO 13087

34
Q

issued by Pres. Clinton in 2000, barred discrimination based on parental status.

A

EO 13152

35
Q

issued by Pres. Bush in 2002, exempted federal contractors who are religious or community organizations from EO 11246.

A

EO 13279

36
Q

workplace attempt to increase the representation of women and minorities in areas of employment where they have been underrepresented. The use of hiring quotas is not allowed under EEO laws, nor is affirmative action meant to give preference to unqualified candidates.

A

affirmative action

37
Q

a comparison to the racial, sex, and ethnic composition of the employers’ workforce compared to that of the available labor supply.

A

Utilization rule

38
Q

requires that at least 20% of the workers at an organization be women if available for hire.

A

any difference rule

39
Q

if the actual number of employees who are members of a protected class is less than 80% of the number of available employees, then that group is underutilized.

A

80% rule

40
Q

once employer decides to implement a program, the next step is to develop goals and a timetable. The use of specific and inflexible quotas is illegal.

A

development of goals and timetables

41
Q

improving communication of job availabilities, recruitment at minority schools, programs to improve employment, removing barriers, and preferential hiring.

A

development of action steps

42
Q

official authorization to fill a job that is issued by Human Resources.

A

Employee requisition

43
Q

hiring a family member or friend

A

nepotism

44
Q

knowledge, skills and availabilities

A

KSAs

45
Q

applicant tracking system

A

ATS

46
Q

splitting a full-time job between two people

A

Job sharing

47
Q

end of employee life-cycle. Employees nearing retirement may prefer to lessen their job responsibilities and scheduled hours to make a progressive transition before their formal retirement.

A

Phased retirement

48
Q

when a manager judges an applicant on only one trait, such as physical appearance – and allows that trait to influence their judgment of other related traits, such as responsibility.

A

Halo effect

49
Q

when a manager judges an applicant based on the membership in some groups whose alleged characteristics the applicant based on membership in some groups who’s alleged characteristics the applicant may or may not share.

A

Stereotyping

50
Q

an interview where you can see how well the candidate works with others

A

group interviews

51
Q

several interviewers observe a candidate at once

A

panel interview

52
Q

candidates asked to explain how they responded to problems or events in the past

A

behavioral interview

53
Q

asking applicants how they would respond to imagined situations, aka situational interviews

A

hypothetical interview

54
Q

breaks issues covered in an interview into topics. Different applicants may be asked different particular questions, but the same topics would be covered for all applicants.

A

patterned interviews

55
Q

rigid and involve an interview director asking candidates a pre-established set of questions. AKA “structured interviews”.

A

directive interviews

56
Q

less formal than directive interviews. Candidate is allowed to drive the conversation, and the interviewers asks only broad and open-ended questions. Good for character and personality, but difficult to evaluate candidates consistently.

A

non-directive interviews

57
Q

balance between directive and non-directive approaches.

A

semi-structured interviews

58
Q

place candidates in anxiety-inducing situations in order to see how they react. Most useful for stressful jobs.

A

stress interviews

59
Q

requires that all employment tests that are given to job applicants be both reliable and valid.

A

Uniform Guidelines on Employee Selection Procedures (UGESP)

60
Q

results are highly correlated.

A

alternate forms reliability

61
Q

the degree to which two people agree with one another.

A

inter-rater reliability

62
Q

how likely it is that a test taker would duplicate their performance at some other time.

A

test-retest reliability

63
Q

single test divided in half to evaluate if performance is the same.

A

split-halves reliability

64
Q

job exam actually tests skills that are relevant to the job for which the candidate is applying.

A

content validity

65
Q

test results from particular criterion sampled at a later point. AKA “predictive validity” and “concurrent validity”.

A

criterion validity

66
Q

performance on the exam does predict job success.

A

construct validity

aPHR Test (7 decks)

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