Term
1.Hierarchical Mobility Paths
2.Alternative Mobility Paths |
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Definition
| Name the two types of Mobility Paths |
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Term
| 4 Administrative Issues for Internal Recruiting |
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Definition
1.Requisitions
2.Coordination
3.Budget
4.Recruitment Guide |
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Term
| 4 advantages of a Hybrid system: |
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Definition
1.Qualified candidates are identified in advance
2.A thorough search is conducted
3.People have equal opportunity to apply for postings
4.Hidden talent is uncovered |
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Term
| The 7 Internal Recruitment sources: |
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Definition
1.Job Postings
2.Intranet and Intraplacement
3.Talent Management System
4.Nominations
5.Replacement and Succession Plans
6.Career Development Centers
7.In-House Temporary Pools |
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Term
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Definition
| Refers to how fair the employee perceives the actual decision to be (e.g., promote or not promote). |
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Term
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Definition
| Refers to how fair the employee perceives the process (e.g., policies and procedures) that leads to the promotion or transfer decision to be. |
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Term
| Bona Fide Seniority Systems: |
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Definition
| Title VII explicitly permits the use of bona fide seniority systems as long as they are not the result of an intention to discriminate. |
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Term
| Bona Fide Seniority Systems: Two points are relevant here. First point |
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Definition
| The law doesn’t define “seniority system”. Generally, however, any established system that uses length of employment as a basis for making decisions (such as promotion decisions) is interpreted as a seniority system. Promotions based on ad hoc judgments about which candidates are “more experienced”, however, would not likely be considered a bona fide seniority system. Seniority systems can and do occur outside the context of a collective bargaining agreement. |
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Term
Bona Fide Seniority Systems:
Two points are relevant here.
Second point |
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Definition
| Current interpretation is that, in the absence of a discriminatory intent, virtually, any seniority system is likely to be bona fide, even if it causes adverse impact. |
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Term
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Definition
| Term used to characterize strong but invisible barriers to promotion in the organization, particularly to the highest levels, for women and minorities. |
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Term
| 5 Initial Assessmet Methods in External Selection |
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Definition
1. Resumes and cover Letters
2. Application blanks
3. Biographical Information
4. Reference & Background Checks
5. Initial Interview
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Term
| The major advantage of Application Blanks over Resumes to the organization: |
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Definition
| The organization, rather than the applicant, dictates what information is presented. As a result, information critical to success on the job is less likely to be omitted by the applicant or overlooked by the reviewer of the resume. The major issue with application blanks is to make sure that information requested is critical to job success, following the logic of prediction discussed earlier. |
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Term
| Bona Fide Occupational Qualifications: |
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Definition
| Title VII of the Civil Rights Act explicitly permits discrimination on the basis of sex, religion, or national origin (but not race or color) if it can be shown to be a "reasonably necessary to the normal operation” of the business. |
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Term
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Definition
| The first introduction of the applicant to the organization. The applicant controls the introduction in regard to the amount, type, and accuracy of information provided. As a result, THESE_____ always need to be verified with other predictors, such as background checks, to ensure that there are accurate and complete data across all job applicants with which to make informed selection decisions. The major issue with resumes as a selection tool is the volume that organizations must process. |
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Term
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Definition
| THESE ______request in written form the applicant’s background in regard to educational experiences, training, and job experiences. This information is often on the resume as well and may seem unnecessarily duplicated. This is not the case. An application can be used to verify the data presented on the resume and can also be used to obtain data omitted on the resume, such as employment dates. |
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Term
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Definition
| Often called biodata, this is personal history information on an applicant’s background and interests. Results from a biodata survey provide a general description of a person’s life history. The principal assumption behind the use of biodata is the axiom “The best predictor of future behavior is past behavior.” These past behaviors may reflect ability or motivation. |
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Term
| Reference and Background Checks |
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Definition
| This type of information about job applicants can come not only from the applicant but also from people familiar with the applicant (e.g., employers, creditors, and neighbors). Organizations often solicit this information on their own or use the services of agencies that specialize in investigating applicants. Background information solicited from others consists of letters of recommendation, reference checks, and background checks. |
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Term
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Definition
| Occurs very early in the initial assessment process and is often the applicant’s first personal contact with the organization and its staffing system. This begins the process of necessary differentiation of KSAOs, a sort of “rough cut.” The purpose of the THIS ____is, and should be, to screen out the most obvious cases of person/job mismatches. |
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Term
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Definition
This may seem to be a very invasive procedure, such checks have increased dramatically in the past 10 years. A recent survey indicated that nearly three in four organizations now perform these, a percentage that has steadily increased over time. There are several reasons for this first,
This testing has increased drastically in the aftermath of September 11, 2001 terrorist attacks. Second, some ethical lapses, and many instances of workplace violence. |
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Term
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Definition
| The quantity of something completed in a certain time frame |
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Term
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Definition
| Used when the correctness of the response is essential to the job. Presents individuals with itmes of increasing difficulty |
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Term
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Definition
| Applicants are required to fill out a form, write an answer, or complete multiple-choice items. |
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Term
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Definition
| Applicant is asked to manipulate an object or equipment. Used when physical and social skills are required to perform the job. |
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Term
| Objective paper-and-pencil predictor |
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Definition
| Multiple-choice questions or true/false questions. These tests should be used to measure knowledge in specific areas |
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Term
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Definition
| Where the respondent provides a written answer. Are best used to assess written communication, problem-solving, and analytical skills. |
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Term
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Definition
| Response to predictor question can be spoken. If job requires high level of verbal skill, oral responses should be solicited |
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Term
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Definition
| Responses to predictor questions can be written. If the job requires a large amount of writing, written responses should be required. |
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Term
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Definition
| Responses to predictor questions can be entered into a computer or other electronic communication device. If the job requires constant interaction with the computer, applicants should use a computer to enter their responses. |
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