Talent Acquisition

Question 1

selection

Answer 1

Process of choosing from the pool of candidates for a job.

Question 2

nondirective interviews

Answer 2

Interviews in which a candidate is allowed to guide the conversation, and the interviewer asks only broad and open-ended questions.

Question 3

succession planning

Answer 3

Identifying and training promising employees who have the potential to occupy managerial or executive roles in an organization.

Question 4

headhunters

Answer 4

Connect executives and professionals with potential employers. Also known as executive search firms.

Question 5

onboarding

Answer 5

The process of acclimating a new employee into an organization and its culture.

Question 6

telecommuting

Answer 6

A work arrangement that permits an employee to work outside the office. Employees who telecommute may work from home or in public spaces like coffee shops or libraries.

Question 7

remote work

Answer 7

Work done outside the traditional workspace, from anywhere without the expectation that the employee will come into the office.

Question 8

collaborative negotiation

Answer 8

Process in which the parties pursue a win-win approach, working together to build value and find a resolution that satisfies both sides.

Question 9

recruitment

Answer 9

Process of seeking and attracting candidates for given vacancies in an organization.

Question 10

employee resource groups

Answer 10

Groups of employees who voluntarily come together in a workplace based on shared characteristics or life experiences.

Question 11

job description

Answer 11

A statement of the tasks performed on a job and the purpose of the job.

Question 12

Employee Polygraph Act

Answer 12

This act restricts the use of polygraph tests by employers on employees. In general, employers are not allowed to use polygraph tests on employees, including during the hiring processes, with few exceptions.

Question 13

nepotism

Answer 13

The practice of hiring friends or family members, which may involve showing an unfair preference for these familiar applicants.

Question 14

eRecruitment

Answer 14

The use of the Internet in posting an organization’s job openings and requirements on third-party job websites as well as on its own webpage.

Question 15

screening interviews

Answer 15

Initial series of interviews to determine which applicants should be given further consideration.

Question 16

independent contractors

Answer 16

People compensated by an organization who are considered self-employed.

Question 17

nondisclosure clause

Answer 17

A clause in an employment contract which requires that the employee maintain the confidentiality of proprietary information.

Question 18

I-9 form

Answer 18

Formally known as the Employment Eligibility Verification Form, the I-9 is a Citizenship and Immigration Services form used to verify that a new employee is legally authorized to accept employment in the United States. The I-9 must be signed by both the employee and the employer.

Question 19

blind resume

Answer 19

Part of the hiring process that involves hiding personal information and other identifiable characteristics from a candidate’s documentation describing their education and work experience.

Question 20

cost per hire

Answer 20

A measure of all expenses necessary to recruit new workers, divided by the total of new hires.

Question 21

sourcing

Answer 21

The proactive search for potential hires to fill current and future job openings.

Question 22

outsourcing

Answer 22

The process of purchasing goods and services from outside vendors rather than producing the same goods or providing the same services within the company. [CMA]

Question 23

turnover rate

Answer 23

A measure of the number of workers leaving a department at a particular pay grade and performance level divided by the average number of workers employed at that grade and performance level.

Question 24

job sharing

Answer 24

An alternative staffing practice that involves splitting a full-time job between two individuals.

Question 25

intellectual property

Answer 25

Intangible property that includes original artistic, literary, scientific, technological, or other creative expressions or products of the human mind.

Question 26

reference check

Answer 26

An effort to learn about a prospective employee's work performance from those who have observed that performance.

Question 27

hypothetical interview

Answer 27

Interviews that involve asking applicants how they would respond to imagined situations in the future.

Question 28

orientation

Answer 28

Routine activities that take place after a new employee is hired. These include getting new employees on the payroll, printing employee IDs, signing up for benefits, and providing necessary personal information.

Question 29

human capital ROI

Answer 29

A measure that combines compensation cost and benefit cost, subtracting that sum from operating expenses, then subtracting the organization's revenue number, and dividing that composite by compensation and benefit costs.

Question 30

employer branding

Answer 30

The process of managing and influencing an organization's reputation among employees, job seekers, and key stakeholders.

Question 31

applicant tracking systems

Answer 31

Computer software that helps an organization recruit employees.

Question 32

absentee rate

Answer 32

A measure of total days workers were absent in a month, divided by the average number of employees who were on the job in that month, multiplied by 100.

Question 33

total compensation expense per employee

Answer 33

The compensation cost plus benefits cost divided by the total number of full-time employees.

Question 34

job specification

Answer 34

The definition of jobs as narrowly as possible, often resulting in well-defined, repetitive tasks.

Question 35

halo effect

Answer 35

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

Question 36

valid

Answer 36

The extent to which a test accurately measures what it is supposed to measure.

Question 37

negligent hiring

Answer 37

A legal concept holding an employer responsible for harm caused by an employee if the employer failed to make reasonable background checks.

Question 38

temporary workers

Answer 38

Short-term employees typically hired from a staffing agency.

Question 39

Title VII

Answer 39

Section of the Civil Rights Act of 1964 that covers discrimination in the workplace. Title VII has been significantly altered and expanded by amendments in 1972, 1978, and 1991.

Question 40

noncompete clause

Answer 40

A clause in an employment contract which requires that the employee not seek employment with a competitor for a specified time after leaving the company.

Question 41

human resource information system

Answer 41

Software that allows a company to manage a wide range of functions, including human resources management, payroll, and accounting.

Question 42

stress interviews

Answer 42

Interviews that place candidates in anxiety-inducing situations in order to see how they react.

Question 43

job redesign

Answer 43

A reassessment of a position to which job design has already been applied, often requiring an adjustment of the duties, tasks, and responsibilities to improve output, quality, and morale.

Question 44

semi-structured interviews

Answer 44

Interviews in which the interviewer prepares some questions about major concerns or aspects of the job, but also leaves the interview open to be guided by issues that come up during the interview and warrant further exploration.

Question 45

phased retirement

Answer 45

An alternative staffing practice that allows employees who are close to retirement to lessen their job responsibilities and scheduled hours to make a progressive transition before their formal retirement.

Question 46

panel interview

Answer 46

Interviews in which several interviewers observe a candidate at once. Also known as a board interview.

Question 47

behavioral interview

Answer 47

Interviews in which candidates are asked to explain how they responded to problems or events in the past.

Question 48

reliable

Answer 48

When a test provides consistent measurements that don't change significantly over time.

Question 49

observation

Answer 49

When a human resources specialist directly watches a worker performing on the job.

Question 50

eSelection

Answer 50

The use of the Internet to expedite the selection process through filtering of resumes, online evaluations, and online interviews.

Question 51

group interview

Answer 51

Interviews in which several candidates are interviewed at the same time. These can reveal how well interviewees interact with one another.

Question 52

flex time

Answer 52

Work arrangement that allows employees to choose the times they work within specified hours and days.

Question 53

directive interviews

Answer 53

Also called structured interviews, these are rigid and involve an interview director asking candidates a pre-established set of questions.

Question 54

compressed work

Answer 54

Arrangement in which the employee works the required number of hours (typically 40) but does so in fewer than 5 days. For example, a 4-day, 10-hour-a-day work schedule is fairly common.

Question 55

employee requisition

Answer 55

Official authorization to fill a job that is issued by human resources.

Question 56

job design

Answer 56

The arrangement of work to increase both employee motivation and productivity.

Question 57

candidate pipeline

Answer 57

Pool of qualified people interested in job opportunities as they become available.

Question 58

open-ended question

Answer 58

A question that requires more than a yes or no answer, generally asking someone to explain or describe something.

Question 59

resume mining

Answer 59

Sorting through large amounts of human-capital data and extracting relevant information from resume databases, in the pursuit of talent identification and acquisition.

Question 60

employee handbook

Answer 60

Manual that contains an organization's operating policies, procedures, vision, behavioral expectations, working conditions, and safety protocols.

Question 61

training per employee

Answer 61

The total number of training hours divided by the number of workers in a department or the organization.

Question 62

number of grievances

Answer 62

A count of employee complaints over a specified period of time.

Question 63

stereotyping

Answer 63

Condition when a manager judges an applicant on the basis of membership in some group whose alleged characteristics the applicant may or may not share.

Question 64

job analysis

Answer 64

The process of analyzing the duties, tasks, and responsibilities of a job.

Question 65

background check

Answer 65

An effort to learn information about an employee from sources outside of previous employers.

Question 66

offshoring

Answer 66

When an organization uses overseas production at lower wage rates to procure what was formerly produced or purchased domestically.

Question 67

offer letter

Answer 67

A letter given by an employer to a prospective employee that spells out all the terms of that person's employment.

Question 68

patterned interviews

Answer 68

Interviews in which issues are broken into topics.