Talent Planning | Talent Sourcing

hostile working environment harassment

, this is a conduct that is so severe and pervasive that it creates an intimidating or demeaning environment or situation that negatively impacts a person's performance. This can be perpetrated by anyone in the work environment.

Sex has been considered a legitimate BFOQ in only three limited situations.

1. in order to satisfy the basic social mores concerning modesty, as in the case of a locker room attendant. 2. when a position demands a particular sex for aesthetic authenticity, as in the case of a fashion model or movie actor. 3. when one sex is by definition unequipped to do the work, as in the case of a wet nurse.

For federal construction contractors, what is the minimum contract value that requires the contractor to follow affirmative action guidelines? $50,000 $100,000 $25,000 $10,000

10k

How long are EEOC appointees confirmed for? Instruction: Choose the option that best answers the question. 5 years 7 years 2 years 3 years

5 years

What is the minimum number of employees a federal goods and services contractor must have for affirmative action requirements to apply to them? 10 50 200 100

50

What is the minimum number of employees a federal goods and services contractor must have for affirmative action requirements to apply to them? 200 10 100 50

50

What is not a type of unlawful employment discrimination or behavior? Religious discrimination Affirmative action Sex discrimination Disparate treatment

Affirmative action

What are some effective ways to build sourcing relationships? Ask for referrals, from everyone Connect personally with leads Respect people's time Define the talent targets Remember passive leads Research the ideal talent sources

Ask for referrals, from everyone Connect personally with leads Respect people's time Remember passive leads

Communicating an employer brand to a prospective employee should start at what point? After the employee is hired Before initial contact At time of the interview After the employee has left the company

Before initial contact

What represents how candidates feel about the talent acquisition process and directly influences their decisions? Candidate experience Talent assessment Candidate sourcing Applicant tracking

Candidate experience

What is the next step of the talent sourcing process after planning strategy? Creating job documentation Sourcing talent Assessing the pipeline Outsourcing the position

Creating job documentation

What situations would likely improve a candidate's experience? Not giving them your full attention when interviewing Developing clear job profiles and recruiting to fill real needs Making it easy for them to apply for positions Not notifying them when the position they applied for has been filled

Developing clear job profiles and recruiting to fill real needs Making it easy for them to apply for positions

What situations would likely improve a candidate's experience? Developing clear job profiles and recruiting to fill real needs Making it easy for them to apply for positions Not giving them your full attention when interviewing Not notifying them when the position they applied for has been filled

Developing clear job profiles and recruiting to fill real needs Making it easy for them to apply for positions

What is it called when a member of a protected class is treated differently based on that class if a discriminatory motive can be proven or inferred? Adverse impact Disparate treatment Harassment Retaliation

Disparate treatment

What is it called when a member of a protected class is treated differently based on that class if a discriminatory motive can be proven or inferred? Answer Choices Retaliation Adverse impact Harassment Disparate treatment

Disparate treatment

What is the process of identifying the differentiating factors of why an individual would want to work for an employer called? Employee relations Employer proposal Employer branding Employee value proposition

EVU Employee value proposition

What is not considered a federally protected class based on the EEOC guidelines? Religion Race Education Sex

Education

What is not one of the classes federally protected under the EEOC? Disability Sex Education Age Genetic information

Education

What is the process of identifying the differentiating factors of why an individual would want to work for an employer called? Employer proposal Employer branding Employee value proposition Employee relations

Employee value proposition

Religious Discrimination

Employers are not allowed to hire, promote, train, compensate, discipline, layoff, or terminate on the basis of an individual's religious beliefs or observances.

What situation would not be considered a form of workplace harassment? Intimidating and harming a fellow employee physically Inviting a fellow employee to lunch Touching a fellow employee in a sexual manner against their will Humiliating a fellow employee through teasing and name calling

Inviting a fellow employee to lunch

What situation would not be considered a form of workplace harassment? Inviting a fellow employee to lunch Touching a fellow employee in a sexual manner against their will Humiliating a fellow employee through teasing and name calling Intimidating and harming a fellow employee physically

Inviting a fellow employee to lunch

Employer Branding Characteristics

It positions the organization as an employer of choice It aligns with the organization's public image It resonates with employee experiences

What is not a characteristic of employer branding? It positions the organization as an employer of choice It aligns with the organization's public image It resonates with employee experiences It targets candidate sources

It targets candidate sources

Which authority monitors the affirmative action plans of federal contractors and subcontractors? EEOC FAR BFOQ OFCCP

OFCCP

Which tasks are part of the development pillar in the employee value proposition map? Retirement Specialization Promotions Growth Time off Trust

Promotions Growth

Which were the original five federally protected classes under Title VII? Race, color, sex, religion, sexual orientation Race, age, sex, national origin, disability Race, color, religion, national origin, sex Race, sex, age, national origin, color

Race, color, religion, national origin, sex

What is it called when a member of the majority class is disadvantaged by a program that favors minorities? Religious discrimination Sex discrimination Reverse discrimination Adverse impact

Reverse Discrimination

Which candidate actions and statements demonstrate positive candidate experiences? Sharing good feelings about the company Increasing purchases with the company Choosing not to apply with the company again Referring others to apply Asking others to boycott products

Sharing good feelings about the company Increasing purchases with the company Referring others to apply

What is not part of building an employer brand? Providing and honest picture of the working environment Staging photos to ensure a polished look Communicating the company's culture, values, and objectives Using corporate market tools

Staging photos to ensure a polished look

What is not a talent sourcing pipeline strategy? Identifying talent based on growth needs Creating a solid "sales" pitch Sourcing the right talent pools Sticking with traditional strategies rather than trying new ones Tapping into the employee base

Sticking with traditional strategies rather than trying new ones

What is the strategy of identifying skilled workers to meet organizational needs and building a future talent pool known as? Job security Talent acquisition Employer branding Succession planning

Talent acquisition

What is the strategy of identifying skilled workers to meet organizational needs and building a future talent pool known as? Succession planning Job security Talent acquisition Employer branding

Talent acquisition

Religious discrimination

This is when employers hire, promote, train, compensate, discipline, lay off, or terminate an individual based on the person's religious beliefs or observances.

Bona Fide Occupational Qualifications, BFOQs

This occurs when religion, sex, or national origin, is reasonably necessary to the normal operation of a business.

A department store is hiring models for its swimwear line and is looking for female models with specific body measurements. Which Title VII exception can be applied? Affirmative action plan Work-related requirements None; it's unlawful Bona fide occupational qualifications

Work-related requirements

Bona fide occupational qualifications (BFOQs)

are employment qualifications that employers are allowed to consider while making decisions about hiring and retention of employees.

Recruiting

attracting applicants to fill open positions to achieve short-term goals

Communicating an employer brand to a prospective employee should start at what point? After the employee is hired Before initial contact At time of the interview After the employee has left the company

before initial contact

What are the components of talent sourcing? Achieving long-term goals Filling open positions Building a pipeline Achieving short-term goals Finding candidates

building a pipeline finding candidates achieving long-term goals

What is the process of introducing individuals to a business and its opportunities known as? Instruction: Choose the option that best answers the question. Offshoring Onboarding Talent acquisition Candidate sourcing

candidate sourcing

The Equal Employment Opportunity Act of 1972

chganed d the number of employees needed to subject an employer to coverage by Title VII from 25 to 15.

Disability

covers a person who has physical or mental impairment that substantially limits one or more of their major life activities, or a history of such impairment. It is a protected class.

Genetic information

covers an individual's genetic tests and the genetic tests of an individual's family members, as well as information about the manifestation of a disease or disorder in an individual's family members.

Age

covers discrimination based on age against an individual who is at least 40 years old at the time of the alleged discriminatory act.

Talent sourcing

finds candidates and build a pipeline to achieve long-term goals.

What is not one of the elements of talent sourcing? Networking with prospects Generating referrals Researching candidates Hiring applicants

hiring applicants

Which task below is not part of the talent sourcing process? Generating referrals Hiring candidates Networking with prospects Identifying potential candidates

hiring candidates

The talent acquisition team is responsible for

identifying, acquiring, assessing, and hiring candidates to fill open positions within a business.

Affirmative Action obligations

if the employer has 50 or more employees, full time, part time, casual, or temporary on the payroll. And has contracts valued at $50,000 or more, they are

Disparate Treatment

intentional discrimination

The Equal Employment Opportunity Commission (EEOC)

is a federal agency that administers and enforces civil rights laws against workplace discrimination.

Affirmative Action

is a process by which employers identify the historical imbalance in their workforce. Make efforts to increase the presence of women, minorities, covered veterans, and disabled individuals in the workplace. And take positive steps to correct their underutilization.

The Federal Acquisition Regulation (FAR)

is a set of principles that govern the government procurement process. It regulates purchasing of goods and services by government.

The Office of Federal Contract Compliance Programs (OFCCP)

is responsible for ensuring that employers doing business with the federal government comply with the laws and regulations requiring nondiscrimination.

Adverse impact

is the practice that appears to be neutral but does discriminate against a protected class.

Sex or gender discrimination

is when someone is treated unfavorably because of their sex, whether they're applying for a job or a current employee.

Federal Acquisition Regulation, FAR

obligations are managed by the accounting department and affirmative action obligations are usually managed by human resources.

Reverse discrimination

occurs when a member of the majority class is disadvantaged by a program that favors minorities. Title VII does allow for gender and race-based preferences in employment under specific circumstances, including when there's a manifest imbalance in traditionally segregated job categories and the preference is of limited duration to attain, not maintain, racial or gender balance

Disparate Impact

occurs when an employer creates a seemingly fair employment practice that has a negative impact on members of a protected class.

Executive Order 11246, commonly known as order number 4

prohibits employment discrimination by federal contractors and subcontractors. And requires affirmative action plans.

The Equal Employment Opportunity Act of 1972

prohibits employment discrimination. The Act extended coverage of Title VII to entities that had been excluded in 1964, educational institutions, state and local governments, and the federal government.

What are the characteristics of talent sourcing? Researching and finding candidates Filling open positions Achieving short-term goals Building a pipeline Achieving long-term goals

research and find candidates achieve long term goals build a pipeline

Which of the original five protected classes was a late addition? Race Religion National origin Sex

sex

: Which type of harassment includes emotional intimidation in the form of deliberate exclusion from a group? Written Verbal Sexual Social and emotional Physical

social and emotional

What is not a talent sourcing pipeline strategy? Tapping into the employee base Sticking with traditional strategies rather than trying new ones Creating a solid "sales" pitch Sourcing the right talent pools Identifying talent based on growth needs

sticking with traditional strategies rather than trying new ones

Harassment becomes unlawful when

the conduct is severe or pervasive enough that a reasonable person would consider the workplace intimidating, hostile or abusive, or enduring offensive conduct becomes a prerequisite to continued employment.

Talent acquisition refers to

the ongoing strategy to identify and acquire skilled workers to meet organizational needs. It is the strategic process to build a future talent pool and define the employer brand and employee value proposition. Build internal and external relationships to support recruitment strategies. And uses metrics and analytics to better make decisions and improve workforce readiness.

Quid pro quo

this means this for that, and it involves an expressed or implied demand for sexual favors in the workplace for some benefit. Is inflicted by someone who is in position of power or authority over the other

The Office of the Federal Contract Compliance Programs, OFCCP

was established by Executive Order 11246, as an agency within the United States Department of Labor. This agency is responsible for monitoring the Affirmative Action Plans of federal contractors and subcontractors, as required by three regulations. Executive Order 11246, Vietnam Era, Veterans Readjustment Assistance Act, and Rehabilitation Act Section 503. It shares ADA enforcement authority with the Equal Employment Opportunity Commission, EEOC.