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mos 1021 > Unit 3: Talent Acquisition > Flashcards

Unit 3: Talent Acquisition Flashcards

1
Q

What is the process of employee recruitment?

A

Identifying and attracting potential employees

This includes generating an applicant pool for job vacancies.

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2
Q

What is internal recruitment?

A

Seeking individuals who currently hold positions in the organization

Internal candidates may apply for job openings.

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3
Q

What is Job slotting?

A

Process of notifying preferred candidate about upcoming positions so they can hire them

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4
Q

List three advantages of internal recruitment.

A
  • Less taxing on time and resources
  • Lower risk
  • Boosts employee morale
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5
Q

What are two limitations of internal recruitment?

A
  • Breed resentment towards organization
  • Maintenance of status quo
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6
Q

What is external recruitment?

A

Seeking individuals who do not currently hold positions in the organization

This includes various recruitment strategies.

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7
Q

List two advantages of external recruitment.

A
  • Larger applicant pool
  • Greater innovation
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8
Q

What are two limitations of external recruitment?

A
  • May affect workplace morale
  • Higher risk
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9
Q

Define active candidates.

A

Actively looking for new opportunities and available immediately.

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10
Q

Define passive candidates.

A

Not actively looking for new opportunities and may be willing to leave for a better salary.

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11
Q

What is online recruitment?

A

Using electronic databases (job websites) to attract passive job seekers

This method offers a large and diverse applicant pool.

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12
Q

What is the main advantage of print media recruitment?

A

Targeting specific audiences through newspapers, magazines, and trade journals.

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13
Q

What does campus recruitment involve?

A

Recruiting from universities, colleges, and technical schools

Often includes internship opportunities.

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14
Q

What is the purpose of managing expectations in recruitment?

A

To provide a balanced view of the job and organization.

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15
Q

What is an employer brand?

A

Reflects an organization’s reputation as a place to work.

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16
Q

What is a realistic job preview?

A

A tool that provides candidates with a realistic view of what a job entails.

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17
Q

What is preliminary screening in the recruitment process?

A

Reviewing applications and/or resumes to eliminate candidates not meeting basic selection criteria.

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18
Q

What are standardized screening methods?

A

Application form

These methods help ensure consistency in the screening process.

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19
Q

What does selection testing assess?

A

Knowledge, skills, abilities, and other attributes of retained candidates.

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20
Q

Define reliability in the context of selection testing.

A

Extent to which a test produces consistent or stable results.

21
Q

What is construct?

A

Attributes of a person that can not be directly measured but can be assessed with alternate indicators

22
Q

What is validity?

A

A test to accurately measure relevant attributes needed for a job

23
Q

What is the difference between convergent and discriminant validity?

A
  • Convergent validity: Scores from two tests measuring similar constructs are related
  • Discriminant validity: Scores from two tests measuring unrelated constructs are unrelated.
24
Q

What is construct validity?

A

Degree to which a test accurately measures the construct it is designed to measure

depression questionairre about depression specifically

25
Q

What is criterion-related validity?

A

Degree to which scores on a test are related to a specific outcome

26
Q

What is the difference between concurrent and predictive validity?

A
  • Concurrent validity: Degree to which test scares are related to current performance
  • Predictive validity: Degree to which test scores are related to future performance
27
Q

What is content validity?

A

Degree to which the given test represents all aspects of the construct

28
Q

What is face validity?

A

Degree to which a test is subjectively viewed as measuring what it is supposed to measure.

29
Q

Define aptitude test.

A

Assess how well an individual can learn a skill.

30
Q

Define achievement test.

A

Measure existing knowledge or skills.

31
Q

What are the advantages of cognitive ability tests?

A
  • Best predictor of job performance
  • Predictive of adjustment
  • Fast and easy to administer
32
Q

What are the limitations of cognitive ability tests?

A
  • Negative reactions from applicants
  • Adverse impact on minority groups
33
Q

What is personality in the context of recruitment?

A

Pattern of thoughts, feelings, and actions characteristic of a person.

34
Q

List the five major personality traits.

A
  • Openness to experience
  • Conscientiousness
  • Extraversion
  • Agreeableness
  • Neuroticism
35
Q

What is a test of integrity?

A

A specific type of personality test that assesses honesty and dependability.

36
Q

What is the purpose of a selection interview?

A

To predict job performance based on applicants’ oral responses to questions.

37
Q

What is a behavioural interview?

A

A series of job-related questions that focus on relevant past job-related behaviours based on assumption that past behaviour is good predictor of future behaviour

38
Q

What is a situational interview?

A

A series of job-related questions that focus on the individual’s ability to project future behaviour in given scenario

39
Q

What is the halo/horns effect?

A

Initial impression distorts how a candidate is assessed.

40
Q

What is similar-to-me bias?

A

Favorable ratings when a candidate is similar to the interviewer.

41
Q

What are the two types of selection interview structures?

A
  • Unstructured
  • Structured
42
Q

What is a background check?

A

Verification of details provided through resume and application form.
There is Basic, credit and criminal check
Must notify applicant and get permission to check

43
Q

What is defamation in the context of recruitment?

A

False information about an applicant that harms their reputation.
Libel (permanent) or Slander (non-permanent)

44
Q

What is negligent hiring?

A

Hiring workers with questionable backgrounds ignoring future problems in workplace

45
Q

What is a multiple cut-off selection decision approach?

A

Cut-off is established for each selection tool, and all applicants complete all tests.

46
Q

What is Multiple hurdles cut-off selection

A

cut-off is established for each selection tool, applicants do not complete all tests if they don’t meet cut-off for previous test

47
Q

What is a compensatory model in selection decisions?

A

Candidates are scored on each test, and high scores can compensate for low scores.

48
Q

What is Yield Ratio?

A

The percentage of applicants that make into the next selection process

mos 1021 (3 decks)

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