Unit 2: Recruitment and Selection

3 events that occur for someone to be an applicant per EEOC

1. employer has acted to fill a particular position 2. individual has followed the standard procedures for submitting and app 3. individual has indicated an interest in position

cohort analysis

A comparison of the treatment of similarly situated individuals or groups.

Immigration Reform and Control Act of 1986

Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States

fill time

How long it takes to replace a departing employee or fill a new job opening.

stereotyping bias

Interviewer assumes a candidate has specific traits because they are a member of a group. athletic ability to a particular race

Job analysis vs job evaluation

Job analysis focuses on what the job holder does and the knowledge skills and abilities needed to do it. A job Evaluation focuses on how much a person should be paid for performing the job.

application blank

Usually the first tool used to screen applicants. It provides data on education, experience, health, reasons for leaving prior jobs, outside activities, hobbies, and references. (personal history, standardized) vital statistics educational background work history background experience

anchoring bias

a tendency to fixate on initial information, from which one then fails to adequately adjust for subsequent information relies too much on first piece of info "anchor" and discounts additional information that contradicts it

confirmation bias

a tendency to search for information that confirms one's preconceptions interviewer draws conclusion about candidate based on early information and then searches for, favors, and remembers information that confirms that conclusion

executive order

a written do that defines the food faith efforts an employer is making to hire and promote minorities, women, Vietnam era vets, disabled vets, and people with disabilities

Order number 4

a. Common name for Executive Order 11246, which requires government contractors to develop affirmative action programs. Prohibits discrimination by federal govt contractors and subcontractors.

Make whole relief

attempt to put the claimant in position he or she would have been in had there been no discrimination. common elements include the position wrongfully denied, back pay with interest, retroactive seniority

2 theories available to people who allege they have been victims of discrimination

disparate treatment and disparate impact

contrast effect

evaluation of one applicant is partially influenced by the previous applicant. average app rated lower because previous was outstanding

2 levels of empathetic listening

expressed, implied

nepotism

favoritism shown to family or friends by those in power, especially in business or hiring practices

I-9

filled out when you are first hired used to verify that an employee is eligible to work in the US

gig worker

for short term labor needs. An individual who is hired to complete a single project, often via a website or mobile app that helps match workers with employers.

employee requisition

formal authorization to fill a position (job description and specification). usually line managers fill out. final step in HR planning process

job

group of activities performed by an employee

yield ratios

help orgs decide how many candidates to recruit for each job opening. must recruit more than you expect to hire. ratios express the relationship between the number of people at one step of the recruiting process relative to the number of people who will move on to the next step

major items included in a job description

i. Identification ii. Job summary iii. Duties and responsibilities - essential functions iv. Job specification

job specifications

identify he minimum acceptable qualifications required for an employee to perform the job adequately. such as; experience and training, education, knowledge, skills, ability

empathetic listening

imaginatively project themselves into the speakers frame of reference and attempt to comprehend the full impact of the message

valid data

info that indicates how well employees will perform their jobs

reliable data

info that is repeatable and consistent

6 major categories of PAQ

information input mental process work output relationships with other persons job context other job characteristics

behavioral interview

interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past

stress interview

interview is subject to intentionally created stress to observe how well they perform in that situation. Most interviewers avoid this method

semi-structured interview

interviewer determines major questions beforehand. flexibility to probe if needed

negative emphasis bias

interviewer is highly influenced by negative info, searches for negative instead of positive . ignores large amounts of positive data

expressed level of empathy

interviewer simply paraphrases, restates, or summarizes the content of the response

intuition bias

interviewer trust intuition more than objective data

rolling layoffs

involves having workers rotate in and out of unemployment. While they are unemployed, they receive UI benefits until they are replaced by another worker who goes on UI. Has the advantage of keeping valuable employees and reducing the costs of turnover.

statute of limitations

is a law that sets the maximum time the parties involved have to initiate legal proceedings from the date of an alleged offense, whether civil or criminal

2 products that may result from a job analysis

job description and job specification (similar to a competency model)

replacement chart

list of each management position, who occupies it, how long that person will likely stay in the job, and who is qualified as a replacement

2 basic principles of employee selection when hiring

look at past behavior, collect reliable and valid data

functional job analysis

method of analyzing the functions of a job, developed during 1930s to assist the dept of labor in developing the Dictionary of Occupational Titles. assumes that all jobs involve basic activities associated with data (mental), people(interpersonal skills), and things (physical skill).

Implied Level of Empathy

more advanced and involves attending not only to what the applicant expresses but also what is implied or left unstated as well

4 methods used to gather job analysis information

observations interviews questionnaires employee recordings

Disparate Treatment

occurs when a person is treated differently because of that persons race, religion, sex, national origin

halo/horn effect

one characteristic about a person strongly influences all other perceptions the interviewer has of the candidate

racial and gender bias

opportunity to discriminate against minorities and women who may be underrated, particularly in management positions normally dominated by males

protected activity

opposition to a practice believed to be unlawful discrimination, participating in an employment discrimination proceeding. can also include requesting a reasonable accommodation based on religion or actifity

For religious observances, employers should not have to accomodate (4 things)

sacrifice rights of other workers to accomodate another employee breech collective bargaining agreement to provide benefits that would not be equally enjoyed by others suffer a loss in work unit efficiency to accommodate provide more than "de minimus" action. ex pay another worker overtime to replace them

STAR components of a behavioral example in a target-selection inverview

situation task applicant faced action applicant took result of the action

skills inventory

skills and knowledge of employees and is mainly used for making placement and promotion decisions

attrition

sometimes called restrictive hiring, refers to reducing the workforce by failing to replace individuals who leave

Position Analysis Questionnaire (PAQ)

standardized questionnaire containing 195 items that are used in a job analysis to create a job description. not good for unique jobs or naive raters, good for experienced analysts

employment value proposition (EVP)

statement that describes what a company has to offer its employees relative to the rewards offered by other places of employment

recruitment management

system that tracks job applicacnts through recruitment and selection process

non-essential function

tasks that could be modified or re-assigned to others without changing the core nature of the job

employee branding

the process of developing and projecting an image that defines a company as an outstanding employer

bumping

transfer rights based on seniority. typically defined in a labor agreement, allows senior employees whose jobs are being eliminated to bump less senior employees and take their jobs

3 basic skills of interviewing

understand job ask right questions listen to applicants response

Disparate Impact

usually involves unintentional discrimination

adverse impact (4/5ths 80% rule)

when a seemingly neutral employment practice has a disproportionately negative effect on a protected group

Genetic Information Nondiscrimination Act (GINA)

U.S act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health insurance.

EEOC

Enforces laws to prevent unfair treatment on the job due to sex, race, color, religion, national origin, disability, or age. Enforce title VII. also includes preventing discrimination based on age, physical or mental handicap

competency model

A graphic model that consolidates, usually in one diagram, a precise overview of the competencies (the knowledge, skills, and behaviors) someone would need to do a job well

Americans with Disabilities Act of 1990

A law passed in 1990 that requires employers and public facilities to make "reasonable accommodations" for people with disabilities and prohibits discrimination against these individuals in employment.

situational interview

A method of interviewing that involves asking job candidates to respond to a series of hypothetical situations.

quality of hire

A metric used to evaluate the effectiveness of an organization's hiring process. with an emphasis on how well new hires perform their jobs and acclimate to the orgs culture

affirmative action

A policy designed to redress past discrimination against women and minority groups through measures to improve their economic and educational opportunities

structured interview

A selection interview that consists of a predetermined set of questions for the interviewer to ask. interviewee answers from multiple choice

applicant tracking system

A system that tracks job applicants as they move through the steps of the recruitment and application process.

Constructive Discharge

A termination of employment brought about by making the employee's working conditions so intolerable that the employee reasonably feels compelled to leave.

Targeted-Selection Interview

A type of interview that relies on a careful job analysis to identify the critical job requirements (target dimensions) for each position. The interview questions focus on what the person has done in previous situations relative to the job requirements.

shared work

An alternative to layoffs that allows employers to reduce everyone's hours and wages and receive partial unemployment benefits to supplement their lost wages.

cultural noise bias

Bias that occurs when candidates answer questions based on what they think the interviewer wants to hear instead of what they believe or know about themselves.

BFOQ

Bona Fide Occupational Qualification

examples of quality of hire metrics

retention rate, on the job performance, customer service score, promotion rate, promotion frequency, average bonus

dual career ladders

Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.

4 other questionnaires developed for job analysis

Common metric occupational analysis inventory offica of personnel management fleishman job analysis survey

e-verify

FAR 52.222-54, which requires that federal contractors or subcontractors verify the employment eligibility of all new hires on a contract through an electronic screening database. This clause is usually found in contracts that also have export controls. May restrict ability of foreign nationals to work on a research project.

OFCCP

Office of Federal Contract Compliance Programs. The OFCCP is a government agency in the Department of Labor that reviews the affirmative action programs of government contractors and monitors their compliance.

best known and most frequently used questionnaire

Position analysis questionnaire

civil rights act of 1964 title VII

Prohibits discrimination in privileges of employment based on race, color, religion, sex, or national origin

Job service

Public employment agencies operated by each state under the general direction of the federal government. Job Service provides job placement, training, counseling, and testing as free services to those who use it, and it is funded by a portion of the unemployment compensation benefits.

1. List the classes protected under Title VII of the Civil Rights Act of 1964

Race, color, religion, sex, national origin

outplacement

Services provided to employees who are terminated because of corporate restructuring. things like counseling, resume workshop, interview coaching

Vocational Rehabilitation Act of 1973

The act requiring certain federal contractors to take affirmative action for disabled persons. current use of drugs/alcohol doesnt count

employee leasing

The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees

tolling

The suspension of the running of a statute of limitations for equitable reasons.

job description

a. Identifies the essential functions of the job and provides information concerning the duties and responsibilities contained in a job.

6 changes implemented by civil rights act of 1991

a. Shifting the burden of proof b. Particularity c. Foreign practices d. Race norming e. Motivating factors f. remedies

non-directive interview

also called unstructured because the interviewer does not plan the course of the interview in advanced. Few general questions prepared in advanced and then the applicant determines the course of the interview.

adverse action

an action taken to try to keep someone from opposing discriminatory practice or from participating in a discrimination proceeding. ex: firing, refuse to promote, negative eval

headhunter

an employment specialist who seeks out highly qualified people to fill upper-level positions for an employer. top level execs and professionals. Executive search firm

glass ceiling

an invisible limit on women's climb up the occupational ladder

similarity bias

candidate who reminds interviewer of someone outstanding will be viewed more favorably

3 things a companys grand and value proposition should do

communicate company culture, values and buid public image provide honest picture tie employment brand to product brand (nike managers are coaches, employees are athletes)

genetic information

defined to include an employees genetic tests, the tests of a family member, and the manifestation of disease or genetic disorder in an employees family, such as a history of cancer

Covered Individuals

people who have opposed unlawful practices, participated in proceedings, or requested accommodations related to employment discrimination based on race, color, sex, religion, national origin, age, or disability

ideal employee bias

preconceived notion of what an ideal employee looks like and evaluates against those skills

reverse racism

preferential treatment is shown to females and minorities, often to achieve affirmative action goals

Uniformed Services Employment and Reemployment Rights Act (USERRA)

prohibits discrimination against people who serve in the uniformed services armed forces, national guard, air national guard, comissioned corps of public health service, category designated by president in time of war/emerrgency

Job analysis

refers specifically to the study of jobs within and organization. consists of analyzing the activities that an employee performs; the tools, equipment, and work aids that the employee uses, and the working conditions under which the activities are performed.

Vietnam Era Veteran's Readjustment Act of 1974

requires federal contractors and subcontractors to take affirmative action toward employing veterans of the Vietnam War. prohibits discrimination