Talent Planning & Acquisition Flashcards
difficulty deciding best candidate, rate all the same
Average/Central Tendency Bias
collect and store wealth of data, detailed info of internal talent pool
Skills Inventory
interviewer influenced by body language
Nonverbal Bias
give candidate accurate picture of typical day on the job, self-select out
Realistic Job Preview
Employment at Will Exceptions
- covenant of good faith and fair dealing (dismiss ee a year before retirement)
- public policy exception (if employee files WC claim)
honesty test, work ethic, attitude towards drug/alcohol
Integrity Test
candidate answers questions based on info they think will get them the job, what the interviewer wants to hear
Cultural Noise
measure ability to analyze and solve problems, draw conclusions from set of facts
Cognitive Ability Test
several interviewers interview at same time
Panel Interview
whether a test produces consistent results so overtime scores won’t vary greatly
Reliability
Independent Contractors
Must have:
- behavioral control (what they do/how they do it)
- financial control (how they are paid, own tools)
- type of relationship (cannot have pension/vacation)
considers characteristic being measured by a test and whether test is measuring characteristic accurately
Validity
focused on retention, integrate employee, reduce time to be productive team member
Onboarding
Immigration Control & Reform Act of 1986
- illegal to knowingly hire/continue to employ those not authorized to work
- complete I-9 within first 3 days of new hire
- maintain for 3 years from date of hire or 1 year after term
interviewer relies on intuitive feeling that candidate is good or bad fit without looking at qualifications
Gut Feeling Bias
cover specific areas related to job requirements
Patterned Interview
paperwork, compliance training, introduction to policy, procedure, rules, benefit info
Orientation
Immigration Act of 1990
- prevailing wage paid to H1-B immigrants
- 65000 immigrants allowed in H1-B category
- adds additional categories for VISAs
tests coordination and manual dexterity
Psychomotor Test
Illegal Immigration Reform & Immigrant Responsibility Act of 1996
- reduced number and types of documents allowable to provide identity, employment eligibility or both
interviewer recalls most recent candidate more clearly than others
Recency Bias
Selection Process
Screen Interview Assess/Test Evaluate Select Job Offer
goes easy on candidate, gives higher rating than warranted
Leniency Bias
future-focused, how would you…
Situational Interview
interviewer evaluated candidate positively based on single characteristic
Halo Effect
E-Verify
- free tool from USCIS
- instant ‘employment authorized’ or ‘tentative nonconfirmation’
interviewer evaluates candidate negatively based on single characteristic
Horn/Harshness Effect
employees express interest in job before it’s available
Job Bidding
compares candidates to each other or all to single candidate
Contrast Bias
controlled/guided by interviewer, predetermined set of questions for all candidates
Structured/Directive Interview
provides names and contact info for potential candidates in active and passive markets
Sourcing
questions from same content domain constructed different ways
Internal Consistency
interview asks different questions of each candidate
Question Inconsistency
internal job announcement
Job Posting
Immigration & National Act (INA) of 1952 / Amendment of 1965
- simplify multiple laws
- eliminated origin, race, ancestry as bars to immigration
administering same test to same respondents after set amount of time passed, check correlation
Test-Retest
broad questions, candidate guides interviews
Non-Directive Interview
measure knowledge and ability to apply skills in various areas
Aptitude Test
describe how candidates have handled specific situations in previous jobs
Behavioral Interview
whether test measures connection between candidate characteristics and successful performance on job
Construct Validity
candidate has interests or characteristics similar to interviewer, overlook negative aspects
Similar-to-Me Bias
two tests from same content domain are constructed
Parallel Forms
interviewer assumes candidate has certain traits because they are member of a group
Stereotyping
allows small amount of negative info to outweigh positive
Negative Emphasis Bias
Adverse Impact
selection rate for protected class is less than 4/5 (80%) of selection rate for group with highest selection rate
provides candidates with docs describing problems, prioritize and decide how to handle
In-Box Test
how well candidate ‘fits’ into certain job
Personality Test
interviewer is aware that candidate scored high or low on assessment test
Knowledge of Predictor
to define a job so it can be understood in context of accomplishing organizational goals and objectives
Job Analysis
process of creating interest about open positions in org and seeking candidates who possess qualifications to fill them
Recruiting
job analysis confirms that selection procedure samples significant parts of job being tested
Content Validity
Uniform Guidelines on Employee Selection Procedures
any selection tool that has adverse effect against protected class is discriminatory
subject candidate to intimidating situation
Stress Interview
multiple tests designed to measure different aspects, management potential and decision making skills
Assessment Centers
a person learns values, norms and required behaviors, internal mentor, peer support
Organizational Socialization
Staffing Needs Analysis
1 - collect data 2 - identify gaps 3 - analyze options for filling 4 - select/implement solutions 5 - evaluate results
