Talent Acquisition

Question 1

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 1

Staffing

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

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 3

Competencies

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

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

Answer 5

Applicant tracking system (ATS)

Question 6

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

Answer 6

Sourcing

Question 7

Process by which new employees become familiar with the organization and with their specific department, coworkers, and job.

Answer 7

Orientation

Question 8

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

Answer 8

Recruitment

Question 9

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 9

Selection interviews

Question 10

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 10

Employee value proposition (EVP)

Question 11

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

Answer 11

Job description

Question 12

Written statements of the minimum qualifications for the job incumbent.

Answer 12

Job specifications

Question 13

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

Answer 13

Employment branding

Question 14

Process of evaluating the most suitable candidates for a position.

Answer 14

Selection

Question 15

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

Answer 15

Selection screening

Question 16

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

Answer 16

Onboarding

Question 17

Number of people on an organization’s payroll at a particular moment in time.

Answer 17

Head count

Question 18

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 18

Job analysis