A systematic study of jobs to determine what activities and responsibilities they include, the personal qualifications necessary for performance of jobs, the condition under which the work is performed and the reporting structure.
What is job analysis
100
The precursor to actual recruitment. It generates a pool of qualified applicants.
What is sourcing
100
The process of vetting the most suitable candidate for a position
What is selection
100
When an employee becomes familiar with the organization as well as his or her department, coworkers and the job.
What is orientation
200
The process of positioning an organization as an "employer of choice" in the labor market.
What is employment branding
200
The primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation.
What is essential functions
200
Represents the number of days from when a job requisition is opened until the offer is accepted by the candidate.
What is days to fill
200
Interviews designed to probe areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization.
What is selection interview
200
This encompasses orientation as well as the first months of an employee's tenure in a position.
What is onboarding
300
The foundation of employment branding. This must be aligned with the organization strategic plan, vision, mission, and values and create an image that attracts and retains people.
What is employee value proposition (EVP)
300
A cluster of highly interrelated attributes including knowledge, skills, and abilities that give rise to the behaviors needed to perform a given job effectively.
What is competency
300
This generally refers to the loss of employees due to reasons other than firing and other employer-initiated events.
What is attrition
300
The ability of an instrument to measure what it is intended to measure.
What is validity
300
A high performer quits to earn more money at another organization. This is an example of
What is voluntary turnover
400
Describes the specific stages that result from the organization's success in the market.
Introduction, Growth, Maturity, Decline
What is business life cycle (BLC)
400
The statement "must possess a working knowledge of customer security requirements and incident investigation" included in a job description for a security specialist position BEST exemplifies a
What is minimum qualification
400
Total costs divided by number of new hires
What is Cost of hire
400
The failure to recognize responses of a candidate that are socially acceptable rather than factual.
What is cultural noise
400
Providing a candid portrayal about the position and the opportunities, both short and long-term, prior to the transfer's accepting the new position is an appropriate retention practice for
What is internal transfer
500
Which global staffing approach has tight control of international operations; little autonomy; key positions held by head quarters personnel.
What is Ethnocentric
500
Statements such as "responsibilities and tasks outlined in this document are not exhaustive and may change as determined by the needs of the company" is considered
What is disclaimers
500
What is the formula for cost per hire
What is the sum of internal costs + the sum of external costs divided by total number of hires in a time period
500
When the interviewer allows one strong point that he or she values highly to overshadow all other information
What is halo effect
500
Systems that provide resources for line managers to increase a new hire's productivity and engagement during the first six months on a job describe