Unit 1 Practice Test aPHR Talent Acquisition (2024)

Employee Requisitions

Requests prepared by supervisors to hire more employees to meet human resource needs.

Drug Testing

A process employers use as part of the initial screening of job applicants.

Reduction-in-Force Programs

Strategies for downsizing a workforce, which must comply with legal standards.

Constructive Discharge

When an employee feels compelled to resign due to unbearable working conditions imposed by the employer.

Position Replacement Chart

A major tool used in succession planning discussions to identify potential successors for key positions.

Nepotism

Favoritism shown to family members or friends in hiring or promotion decisions.

Americans with Disabilities Act (ADA)

A law that prohibits discrimination against individuals with disabilities and outlines conditions for acceptable employment practices.

Job Analysis

The process of gathering information about a job's duties, responsibilities, and required qualifications.

Yield Ratio

A recruitment metric that indicates the number of candidates needed to make a hire.

Employee Value Proposition

What a company has to offer employees in comparison to other employers.

GINA

The Genetic Information Nondiscrimination Act, protecting individuals from discrimination based on genetic information.

BFOQ (Bona Fide Occupational Qualification)

An allowed exception in employment law, permitting discrimination for specific jobs based on characteristics that are necessary for the role.

I-9 Form

A form used to verify the identity and employment authorization of individuals hired for employment in the U.S.

Affirmative Action Plans

Strategies designed to promote equal opportunity in hiring and employment.

Functional Job Analysis

A job analysis method focusing on activities related to data, people, and things.

Structured Interview

An interview format where predetermined questions are asked in a specified order.

Unstructured Interview

A more flexible interview format with varying questions based on candidate responses.

Behavioral Interview

An interview approach that assesses past behavior as an indicator of future performance.

Situational Interview

An interview method that presents hypothetical situations to evaluate problem-solving skills.

Panel Interview

An interview involving multiple interviewers questioning a single candidate.

Group Interview

An interview format where multiple candidates are evaluated together.

Cognitive Ability Tests

Tests that assess general intelligence and critical thinking skills.

Personality Tests

Assessments that evaluate personal traits and behaviors for cultural fit.

Skills Tests

Tests measuring specific job-related skills necessary for the position.

Integrity Tests

Assessments to gauge an applicant's honesty and reliability.

Qualified Privilege Doctrine

Legal protection allowing sharing of character or qualifications without liability if done in good faith.

ADA Medical Examination Guidelines

Regulations limiting physical exams to after job offers and requiring confidentiality of results.

Payroll Records Retention

Guidelines stating payroll records should be retained for at least 3 years.

Employee Contracts Retention

Retention of employee contracts for the duration of employment plus 3 years.

Performance Reviews Retention

Guidelines suggest retaining performance reviews for 3-5 years.

Tax Records Retention

Requirement to keep tax records for at least 4 years after the tax due date.

Health and Safety Records Retention

Guidelines indicating health and safety records should be retained for at least 30 years.

Adverse Impact

A situation where a selection procedure disproportionately affects a protected group.

Succession Planning

The process of preparing for future vacancies in key positions within an organization.

Reverse Discrimination

Preferential treatment given to minority candidates over better-qualified individuals.

Resumes Clarification

Importance of addressing gaps on resumes during interviews or reference checks.

Negligent Hiring

Legal liability that arises when an employer fails to conduct thorough background checks on candidates.

Selection Procedures

Methods used to choose candidates, which must adhere to fair employment practices.