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D099 Module 7
Recruitment Process
| Question | Answer |
|---|---|
| Job analysis | Occurs when collecting information about the activities, tasks, and responsibilities of a job |
| Job design | Refers to the modification of an existing job to make it more effective |
| Job description | Explains the duties, tasks, and responsibilities of a job |
| Job interview | Occurs when questions are asked of job candidates to determine whether they should be hired for a particular position |
| Referrals | The best way to find loyal, satisfied employees is through referrals from current employees |
| Advertisements | Job openings promoted in newspapers, magazines, or on the internet, but not the best way to attract candidates who will be loyal, satisfied employees |
| Job fairs | An event where job seekers learn about job openings and submit applications or their résumés |
| College recruiting | Organizations find candidates by targeting specific colleges or certain degrees |
| Social recruiting | Organizations use social media to engage with new candidates and hire them |
| Internal recruiting | Done when an organization is looking to fill an opening with somebody who already works there |
| External recruiting | Occurs when an organization seeks to find talent outside the organization |
| Structured interview | A set of questions has been predetermined for every candidate based on the job analysis, not on the candidates' individual qualifications |
| Unstructured interview | Modified for each candidate, depending on his or her background or resume |
| Panel interview | A candidate is interviewed by several people at the same time |
| Informational interview | Conducted between an expert in a certain field and a person who is looking to explore possibilities in that field but is not interviewing for a particular opening |
| Cognitive ability test | Measures intelligences such as numerical ability and reasoning |
| Aptitude test | Measures technical skills related to job requirements and a person's ability to learn new skills |
| Personality test | Analyzes a candidate's attitudes and interpersonal skills and helps to understand personality traits such as the candidate's ability to be organized and pay attention to detail |
| Job knowledge test | Measures a candidate's understanding of the job he or she is being interviewed for |
| Title VII of the 1964 Civil Rights Act | Prohibits unlawful discrimination |
| Lilly Ledbetter Fair Pay Act of 2009 | Gives victims the right to file a complaint within 180 days of their last discriminatory paycheck |
| Equal Pay Act of 1963 | Seeks to eliminate the wage gap between women and men by prohibiting pay discrimination |
| Age Discrimination in Employment Act of 1967 (ADEA) | Prohibits age discrimination against employees who are at least 40 years of age |
| Pregnancy Discrimination Act of 1978 | Amended Title VII to make it illegal to discriminate on the basis of pregnancy, childbirth, or related medical conditions |
| Americans with Disabilities Act (ADA) of 1990 | Prohibits unlawful discrimination against qualified disabled workers |
| Occupational Safety and Health Act (OSHA) | Requires certain workplace safety and health standards |
| Fair Labor Standards Act (FLSA) | Determines the minimum wage employees are to be paid |
| Disparate treatment | Occurs when someone is treated less favorably than others in an employment situation because of intentional unlawful discrimination |
| Disparate impact | Occurs when a neutral employment practice has an adverse impact on employees protected by antidiscrimination laws |
| Employee referral | A candidate recommended by an existing employee |
| Headhunter | A person who identifies and approaches suitable candidates to fill open positions |
| Content validity | Refers to how comprehensively the measure assesses the underlying construct that it claims to assess |
| Construct validity | Refers to whether the measure accurately assesses the underlying construct that it claims to assess |
| Criterion validity | Examines how well the construct correlates with one's behavior in the real world across multiple situations and manifestations |
| Compensatory model | A type of statistical approach that permits a high score in an important area to make up for a lower score in another area |
| Multiple cutoff model | A type of statistical approach that requires that a candidate have a minimum score level on all selection criteria |
| Multiple hurdle model | A type of statistical approach that requires only candidates with high (preset) scores go to the next stages of the selection process |
| Reliability | The degree in which other selection techniques yield similar data over time |
Created by:
kim.miller