Talent Acquisition Flashcards
HR function that acts on the org human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals
Staffing
The value an org promises about the total employment experience
Employment Brand
Answers why would a talented person want to start working for an org, and why would they want to continue working for the org
Employee Value Proposition
What is essential for an employee value proposition?
- aligned with org’s strategic plan, vision, mission, and values
- provides an accurate picture of employment
9 Steps to Build an Employment Brand
- Determine existing perceptions of org in local area
- Identify main competition for high-quality employees
- Assess org strengths and weaknesses
- Develop employment brand
- Ensure that brand is consistent
- Test brand and make modifications
- Execute brand
- Re-assess and revitalize brand
- Reinforce brand
Most important when using social media to attract talent
Have 1 coherent message, then adapt messaging depending on platform of choice
Elements of a job description
- job identification
- position summary
- minimum qualifications
- duties and responsibilities
- success factors
- physical demands
- working conditions
- performance standards
Cluster of highly interrelated attributes, including knowledge, skills, and abilities that give rise to the behaviors needed to perform a given job effectively
Competencies
Minimum qualifications necessary to perform job
Job Specifications
Necessary, appropriate modifications or adjustments that do not impose a disproportionate burden on employer
Reasonable Accomotation
Important in a global org to provide common language within an org to communicate about and make decisions on jobs
Clearly defined, consistent job descriptions
Systemic study of jobs to determine what tasks and responsibilities they include, the personal qualifications necessary for performance of jobs, and the conditions the work is performed
Job Analysis
What observation as a job analysis method works best for
Short-cycle jobs in production
What interview as a job analysis method works best for
Professional jobs
Provides enormous amount of data, works best for task or process-oriented jobs
Work Diary/Log
Generates a complete picture of everything a person in position must do, and breaks down by difficulty and importance, allowing for prioritization of specifications
Task Inventory
Examines actual situations that occurred and what KSA’s resulted in success or failure
Critical Incident Technique
Helps in conducting quantified job analysis, inexpensive, quick, and able to be used widely
Position Analysis Questionnaire
4 Best practices for job descriptions
- reviewed and updated regularly
- jobs given realistic and descriptive titles
- summaries should be kept short
- only most important duties, tasks, and responsibilities should be listed
Generates pool of qualified and diverse applicants
Sourcing
Process of encouraging candidates to apply for job openings
Recruitment
What TA metrics must demonstrate
Results against strategic objectives, and provide insights that can improve talent management decisions that in turn improve org effectiveness
Cost per Hire
(sum of internal costs) + (sum of external costs) / total number of hires in a time period
Yield Ratios
determine effectiveness at each point in the talent acquisition process, ex. qualified apps / total apps, or interview offers / qualified apps
Time to fill speed risks
Speed may increase recruitment costs and decrease quality
Using predictive analytics in hiring helps
Improve candidate selection and helps orgs become more competitive and successful
4 Steps of Talent Selection process
- Screen
- Interview
- Assess and Evaluate
- Select and Offer
Advantages of an ATS
reduces time, helps build a database of potential candidates
Detailed overview of candidates accomplishments, especially those relevant to realm of academia
Curriculum Vitae (CV)
Interviewer stays in control of interview, asks every candidate the same questions
Structured Interview
Everyday conversation, questions are not pre-set, but interviewer may have predetermined topics. Relies on social interaction.
Unstructured Interview
Interviewer focuses on how candidate previously handled real-life situations, pointed questions to determine if they possess necessary qualifications
Behavioral Interview
Thesis of a behavioral interview
Past behavior is a predictor of future behavior
Asks candidates to provide examples of times they demonstrated the competencies of a position
Competency-based Interview
Puts candidate on defensive to see how they will react under pressure
Stress Interview
Used to reduce candidate pool to finalists for job and facilitate more precise decisions about applicants
Substantive Assessment Methods
Assess skills candidate already learned
Cognitive Ability Tests
Assess social interaction skills and patterns of behavior
Personality Tests
Assess ability to learn/acquire a new skill
Aptitude Tests
Demonstrate degree of strength, physical dexterity, and coordination
Psychomotor Tests
Series of simulated exercises, for higher-level managerial competencies
Assessment Centers
Used to separate those who receive offers out of finalists, subjective, characteristics-focused
Discretionary Assessment Methods
Depend on the nature of the job and legal mandates
Contingent Assessment Methods - drug tests, medical exams
Assessment methods used for global operations
Cross-Cultural Assessment Tools
What is important to establish when it comes to assessments
Equity and cost-effectiveness
4 Steps of the selection and offer process
- organize/summarize info in terms of selection criteria
- identify and rank acceptable candidates
- collect additional info as necessary
- make offer to top candidate(s)
Important factors to providing a positive candidate experience
Speed, transparency, and appreciation
Effective orientation should…
set expectations, connect the employee with managers and coworkers, and put employee on engaged trajectory
3 items that can solidify engagement of a new hire
regular feedback, learning opportunities, and competency-based compensation plans
Role of a new hire “buddy”
make the employee feel welcome, answer questions, and help in navigating the org’s culture
Goals of onboarding
- teach the employee about their role in terms of tasks and socialization
- integrate the new employee into the org culture and norms
- build relationships and create sense of acceptance for the new employee
- provide a strategy for the employee to succeed
1 or 2 days, introduces employee to job, manager, coworkers, and org
Orientation
Encompasses orientation and the first few months
Onboarding
Recruitment Cost Ratio
((External costs + internal costs) / annual compensation) x 100
