SEM 415 - Staffing

Best Practices in Recruitment

Ethical treatment of job applicants through the recruitment and hiring process, supported by empirical evidence.

Talent Management

An organization's commitment to recruit, retain, and develop the most talented and superior employees.

HRIS (Human Resource Information System)

Computer-based systems that track employee data, HR needs, and job requirements.

Recruitment

The generation of an applicant pool for a position to provide the required number of candidates for selection.

Selection

The choice of job candidates from an applicant pool to meet management goals and legal requirements.

Vision Statement

Describes the organization's future aspirations and guides behavior.

Mission Statement

Explains why the organization exists and its core purpose.

Values in Organizations

Principles or beliefs that guide an organization's work.

Competencies

Groups of related behaviors or attributes needed for successful job performance.

Job Analysis

A systematic process of gathering documentation and analyzing information about job content.

Job Description

A written description of what job occupants are required to do.

Job Specification

The knowledge, skills, abilities, and other attributes required by a job incumbent.

Bona Fide Occupational Requirement (BFOR)

A requirement necessary for the efficient performance of a job, legally defensible under discrimination law.

Direct Discrimination

Employment practices that outright discriminate based on prohibited grounds.

Indirect Discrimination

Employment policies that, although not discriminatory in intent, negatively impact a protected group.

Legal Issues in Recruitment

Includes constitutional law, human rights law, and employment equity legislation that affect recruitment practices.

Protected Groups

Groups that are legally protected from discrimination in employment.

Accommodation

Employer's duty to modify practices to meet the needs of members of a protected group.

Adverse Impact

Occurs when a selection rate for a protected group is lower than that for a comparison group.

Reliability

The degree to which observed scores are free from random measurement errors.

Validity

The degree to which evidence supports the interpretations of test scores.

Criterion-related Validity

Evidence based on relationships between predictor (test scores) and outcome measures.

Face Validity

The degree to which test takers view test content as relevant to the context.

Construct Validity

The degree to which a test measures the theoretical construct it is supposed to measure.

Measurement Bias

When items on a test elicit varied responses not intended in the measurement.

Competency Models

Collections of competencies relevant to performance in a particular job or function.

Job Evaluation

A specific application of job analysis to determine a job's value to the organization.

Adaptability in Performance

A worker's behavioral reactions to changes in the work role or environment.

Counterproductive Work Behaviors (CWBs)

Voluntary behaviors that violate organizational norms and threaten its well-being.