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18 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Software application that automates organizations management of the recruiting process( such as accepting applications materials, screening applicants etc...) |
Applicant Tracking System |
ATS |
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Analyzing candidates application forms, curricula vitae, and resumes to locate the most qualified candidates for an open job. |
Selection screening |
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Number of people on an organizations payroll at a particular moment in time. |
Head count |
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Employees perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement. |
Employee Value Proposition |
EVP |
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Process of positioning an organization as an " employer of choice" in the labor market. |
Employment branding |
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Process by which an organization generates a pool of qualifies job applicants. |
Sourcing |
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Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs) that give rise to the behaviors needed to perform a given job effectively. |
Competencies |
Competent |
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Document that describes a job and its essential functions and requirements( including tasks, knowledge, skills, abilities, responsibilities, and reporting structure) |
Job Description |
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Process by which new employees become familiar with an organization and with their specific department, coworkers, and job. |
Orientation |
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Primary job duties that a qualified individual must be able to perform, either with or without accommodation. |
Essential Functions |
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Process by which an organization seeks out candidates and encourages them to apply for job openings. |
Recruitment |
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Written statements of the minimum qualifications for the job incumbent. |
Job specifications |
Be specific |
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Modifying a job application process, a work environment, or the circumstances under which a job is performed to enable a qualified individual with a disability to be considered for the job and perform its essential functions. |
Reasonable accommodation |
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Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization. |
Selection interviews |
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Process of systemically studying a job in order to identify the activities/tasks and responsibilities it includes, the personal qualifications necessary to perform it, and the conditions under which it is performed. |
Job analysis |
Study the job |
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Process of evaluating the most suitable candidates for a position |
Selection |
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HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide and adequate supply of qualified individuals to complete the body of work necessary for the organizations financial success. |
Staffing |
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Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment. |
On boarding |
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