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MG 409 exam 2
| Question | Answer |
|---|---|
| Core workers | are those employees who are foundational to the business; they typically work year-round, and the organization invests in their development. |
| Flexible workers | are employees who are hired on an “as-needed” basis. |
| employment brand | is the distinct image of the organization that captures the essence of the company to engage employees and outsiders. |
| talent acquisition | the process of finding and hiring high-quality talent needed to meet the organization’s workforce needs. |
| recruiting | the process of generating a pool of qualified candidates |
| Labor markets | are the supply pool from which employers attract employees |
| labor force population | All individuals who are available for selection if all possible recruitment strategies are used |
| applicant population | is a subset of the labor force population that is available for selection if a particular recruiting approach is used. |
| applicant pool | consists of all persons who are actually evaluated for selection. |
| passive job candidates | Qualified individuals who aren’t actively looking for work but might be interested if the right job comes along |
| Gamification | uses game thinking and software to engage people in solving problems. |
| job posting | a system in which the employer provides notices of job openings, and employees respond by applying for specific openings. |
| rerecruiting | Seeking out former employees and recruiting them again to work for an organization |
| yield ratios | Comparison of the number of applicants at one stage of the recruiting process with the number at the next stage |
| selection rate | Percentage hired from a given group of candidates |
| acceptance rate | Percentage of applicants hired divided by total number of applicants offered jobs |
| Selection | is the second phase of the talent acquisition process. |
| placement | Fitting a person to the right job |
| person/organization fit | The congruence between individuals and organizational factors |
| person/group fit | The congruence between individuals and group or work unit dynamics |
| person/job fit | Matching the knowledge, skills, abilities, and motivations of individuals with the requirements of the job |
| attraction-selection-attrition (ASA) theory | Job candidates are attracted to and selected by firms where similar types of individuals are employed, and individuals who are very different quit their jobs to work elsewhere |
| selection criterion | is a characteristic that a person must possess to successfully perform job duties. |
| predictors of selection criteria | Measurable or visible indicators of selection criteria |
| reliability | The extent to which a test or measure repeatedly produces the same results over time |
| Validity | The extent to which a test measures what it claims to measure |
| Concurrent validity | Measured when an employer tests current employees and correlates the scores with their performance ratings |
| predictive validity | Measured when applicants’ test results are compared with subsequent job performance |
| Job-relatedness | means that a selection qualification or requirement is significantly related to successful performance of job duties. |
| Business necessity | relates to a practice that is necessary for safe and efficient operations, such as restricting employees from wearing garments that might get caught in machinery even though the attire may be required by the employee’s religion. |
| Realistic job previews | provide potential employees with an accurate introduction to a job so that they can better evaluate the employment situation |
| Emotional intelligence | is the ability to recognize our own feelings and the feelings of others and to effectively manage our own and others’ emotions |
| biographical interview | focuses on a chronological assessment of the candidate’s past experiences. |
| behavioral interview | Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past |
| situational interview | involves questions about how applicants might handle specific job situations |
| group interview | Several job candidates are interviewed together by a hiring authority |
| nondirective interview | Interview that uses questions developed from the answers to previous questions |
| panel interview | Interview in which several interviewers meet with the candidate at the same time |
| team interview | Interview in which applicants are interviewed by the team members with whom they will work |
| structured interview | involves a set of prepared job-related questions that are asked of all applicants so that comparisons can be made more easily, resulting in better selection decisions. |
| Ability Tests — | Tests that assess an individual’s ability to perform in a specific manner; often categorized into aptitude and achievement tests. |
| Aptitude Tests — | Measure an individual’s potential or capacity to learn or perform in the future. |
| Achievement Tests — | Measure demonstrated skill or competence based on what an individual has already learned. |
| Cognitive Ability Tests — | Measure an individual’s thinking, memory, reasoning, verbal, and mathematical abilities. |
| Wonderlic Personnel Test — | A test used to measure basic knowledge, reasoning, and mental ability. |
| General Aptitude Test Battery (GATB) — | A test assessing verbal, spatial, and reasoning skills, as well as general mental ability. |
| Graduate Management Admission Test (GMAT) — | A standardized test used to assess cognitive ability, often for graduate business school admission. |
| General Mental Ability Testing — | Testing that predicts job performance through measures of overall intelligence and reasoning. |
| Physical Ability Tests — | Measure strength, endurance, mobility, and other physical capabilities related to job performance. |
| Psychomotor Tests — | Measure dexterity, hand–eye coordination, arm–hand steadiness, and other manual abilities. |
| MacQuarie Test for Mechanical Ability — | A test measuring manual dexterity for jobs requiring psychomotor skills. |
| Situational Tests (Work Sample Tests) — | Require applicants to perform simulated tasks that reflect actual job duties. |
| Situational Judgment Tests — | Measure a person’s judgment in work settings through job-related scenarios and possible solutions. |
| Assessment Center — | A selection process involving multiple tests and raters, including interviews, simulations, and exercises to evaluate candidates’ job-related abilities. |
| Negligent Hiring — | When an employer fails to properly check an employee’s background, and that employee later harms someone while performing job duties. |
| Negligent Retention — | When an employer knows an employee may be unfit for the job but continues to employ them, leading to harm or injury to others. |
| Previous Job Tenure — | A measure of how long an applicant has stayed in past jobs; helps employers assess stability and potential retention. |
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