SHRM - Talent Acquisition

Selection

Process of evaluating the most suitable candidates for a position.

Job analysis

Process of systematically 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.

Orientation

Process by which new employees become familiar with the organization and with their specific department, coworkers, and job.

Employment branding

Process of positioning an organization as an “employer of choice” in the labor market.

Selection interviews

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.

Competencies

Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively.

Job description

Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure).

Sourcing

Process by which an organization generates a pool of qualified job applicants.

Reasonable accommodation

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.

Staffing

HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization’s financial success.

Head count

Number of people on an organization’s payroll at a particular moment in time.

Recruitment

Process by which an organization seeks out candidates and encourages them to apply for job openings.

Job specifications

Written statements of the minimum qualifications for the job incumbent.

Onboarding

Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment.

Selection screening

Analyzing candidates’ application forms and résumés to locate the most-qualified candidates for an open job.

Applicant tracking system (ATS)

Software application that automates organizations’ management of the recruiting process (such as accepting application materials, screening applicants, etc.).

Employee value proposition (EVP)

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.

Essential functions

Primary job duties that a qualified individual must be able to perform, either with or without accommodation.