Topic 4 Flashcards
Civil Rights Act
prohibit employers from discriminating against minorities.
Fair Labor Standards Act of 1938 (FLSA)
restricts child labor and provides for a minimum wage and overtime pay for employees.
Equal Pay Act of 1963 (EPA)
requires that employers provide equal pay for men and women who do similar work.
Age Discrimination in Employment Act of 1967 (ADEA)
protects those 40 and older from age discrimination throughout the recruitment process.
Pregnancy Discrimination Act of 1978
recognizes pregnancy as a temporary disability and prohibits applicants from being discriminated against in the recruitment process because of pregnancy, childbirth, or related medical conditions.
Immigration Reform and Control Act of 1986 (IRCA):
illegal to hire or recruit illegal immigrants knowingly. Under IRCA, employers may hire only persons who may legally work in the U.S., i.e., citizens and nationals of the U.S. and aliens authorized to work in the U.S.
Americans with Disabilities Act
prohibits discrimination against qualified individuals with disabilities throughout the recruitment process
Genetic Information Nondiscrimination Act
prohibits the use of genetic information in employment decisions and restricts employers from requesting, requiring, or purchasing genetic information.
recruitment
a set of activities and processes used to obtain sufficient numbers of highly qualified people so that the organization can select the most appropriate people to fill its job needs
purposes of recruitment
Determine the present and future recruitment needs of the organization in conjunction with HR planning and job analysis activities.
Increase the pool of qualified job applicants at a minimum cost to the organization.
Increase the success rate of the selection process by reducing the number of underqualified or overqualified job applicants.
Reduce the probability that job applicants, once recruited and selected, will leave the organization after only a short time.
Meet the organization’s responsibility for employment equity and other legal and social obligations regarding the composition of its workforce.
Increase organizational and individual effectiveness in both the short and long terms.
Evaluate the effectiveness of various techniques and locations of recruiting for all types of job applicants.
What does acronym “KSA” mean?
Knowledge, Skills, Abilities
knowledge
a theoretical or practical understanding of a subject.
skills
proficiencies developed through training or experience.
abilities
qualities that enable a person to perform a particular task
Describe the purpose of recruitment.
they can recruit from either internal or external sources (or both)
“promotion-from-within” policy
A policy in which the employer states a commitment to consider current employees for new or replacement job opportunities before hiring candidates from outside the organization.
Performance and merit
What criterion do organizations think should be used for transfers?
What criterion do unions think should be used for transfers?
Seniority
job rotation
Moving employees from one department to another temporarily
What is the purpose of a job posting?
extends an open invitation to all employees through prominent display of notice, to apply for job vacancy
List three examples of when a job posting might be seen by an employee.
bulletin boards, in company newsletters, circulated in employee lounges, in email notifications, and announced at staff meetings
Define the term “employee referral.”
essentially word-of-mouth advertisements that generally involve rewarding employees for referring skilled job applicants to an organization
Company Website
What is the most common source of external recruiting in most industries?
Professional and managerial workers; skilled workers
In what type of situations are employment agencies used?
Construction
What industries are most likely to use trade associations as a recruitment source?
job matching
a systematic effort to identify people’s KSAs (knowledge, skills, and abilities) and match them to job openings
job profiles and candidate profiles
What are the two major components of job-matching systems
Job profiles
detailed job descriptions as well as job specifications
candidate profile
information regarding the candidate’s experience or skills related to specific jobs
Employee Referral Program
The benefits are low costs and potential candidates generally receiving a realistic job preview; however, we could run into discriminatory practices.
Internal Recruiting
This can stifle innovation, increase appearance of favoritism, and produce excessive management ranks.
Internal Recruiting
Can improve morale, provide current employees the opportunity for job variety, and costs less.
External Recruiting
The Georgia Widget Company is expanding and needs to fill 100 positions at various levels of the organization.
HR Planning
Sarik, Strategist for HR, examines the organization’s goals and objectives and its current workforce. After analysis, he determines the organization is missing employees with needed KSAs; therefore, he proposed the additional hiring of 15 employees.
Job Specification
Genevieve, HR Generalist for Go Group, checks this after an employee requests a reasonable accommodation.
Trade Journal
Good at Everything, Inc. wants to reach candidates with a specialized set of KSAs. It wants to reach a large number of potential candidates and keep the cost per hire low. Where should it advertise?
Job Matching
Palma Project Manager creates an Access database that queries potential candidates’ applications to look for key terms from the job profiles.
External Recruiting
Thing-a-majiggy Corp needs a new senior engineering manager.
External Recruiting
Mom-and-Pop Shop contracts with Engineering Pros Staffing for help with a project; if the project is successful Mom-and-Pop may hire some of the contracted personnel.
Realistic Job Preview
Henry the hiring manager explains all the good and bad of the job and company to Cam the candidate.
Internship
Companies may use this process to reach highly qualified candidates early in the process.
Best Practices
Quinton is an HR Manager for Super Duper Company. He knows the company is looking to hire some new employees and suggests management go through the process of identifying its human capital needs and consider what is gong to best for all stakeholders including the potential candidates before developing a recruiting plan.
Organization’s Website
A job posting here results in a low cost per applicant and helps an organization meet its EEO requirements, but may lack a targeted focus for specialized candidate skills.
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