candidates who are already working for the company
Internal candidates
100
Third parties that provide temporary employees
Temporary recruitment or staffing firm
100
reporting form that determines the identity and legal work status of a worker
INS I-9 form (Employment Eligibility Verification form)
100
Acronym for knowledge, skills, abilities, and other personal characteristics that make a person successful on the job.
KSAOs or KSAs
100
determines what factors candidates will be evaluated on for a job
Criteria development
200
formal system developed to determine what tasks people actually perform in their jobs
job analysis
200
Third parties or firms that focus on high level position searches a service
Executive search firm
200
This law requires employers to attest to their employees’ immigration status.
Immigration Reform and Control Act (IRCA)
200
the steps involved in choosing people who have the right qualifications to fill a current or future job opening
Selection Process
200
Name 2 types of interview styles
group, phone, over a meal, informal, formal, video
300
how a job can be modified or changed to be more effective
Job design
300
Recruiting for candidates at a college
Campus recruiting
300
introduced legislative changes to enhance the federal government’s ability to conduct domestic and international investigations and surveillance activities.
Patriot Act
300
The more current notion of knowledge, skills and abilities (KSAs).
Skill Qualification Task (SQT)
300
What are some examples of illegal interview questions?
National origin, age, disability, personal questions
400
Name a type of job analyses criteria
Task-based analysis and a competency- or skills-based
400
list of tasks, duties, and responsibilities of a job
job description
400
when one person is intentionally treated differently than another
Disparate treatment
400
When several people are interviewing one candidate at the same time.
Panel interview
400
when an interviewer makes assumptions about the candidate that may not be accurate
Interview Bias
500
system or a process in which job advertisements may be posted internally through a predetermined method so all employees have access to them.
Bidding System
500
the skills and abilities the person must have to perform the job.
Job specifications
500
I-9 must be kept on file how many years after the date of hire or for one year after termination.
3 years
500
This occurs when an interviewer becomes biased because of one positive or negative trait a candidate possesses
Halo Effect
500
when the interviewer remembers candidates interviewed most recently more so than the other candidates