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Human Resources Management: Staffing
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Human Resources Management: Staffing
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25 Questions

1. Uses recruiting sources and workers who are not regular employees

2. Type of flexible staffing option; when a company needing help identifies specific eople and refers them to a staffing firm - which employs them and assigns them to work at the company

3. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system

4. Part of an affirmative action plan that compared the percentages of miinorities and women in each job group with the rates of availability for each job group

5. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII

6. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview

7. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier

8. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships

9. Type of interviewer bias - when strong candidates who interview after weak ones may appear even more qualified than they actually are because of the contrast

10. The process of hiring the most suitable candidate for a vacant position

11. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit

12. Court ruling that persons with contagious disesases could be covered by the Rehabilitiation Act of 1973; protection of the act prevents employers from discriminating against ailing persons

13. When the interviewer asks open questions and provides general direction but allows the applicant to guide the process; a response to one question indicates the next question the interviewer will ask

14. A systematic study of jobs to determine what activities and responsibilities they include - their relative importance and relationship with other jobs - and the conditions under which the work is performed.

15. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual

16. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs

17. A statistical method that can be used to project future demand; is similar to simple linear regression - except that several variables are utilized to project future demand

18. OFCCP evaluation that requires an organization to provide details and documentation of its AAP

19. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information

20. An agreement between an employer and an employee that explains the employment relationship

21. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization

22. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond

23. External recruiting method - programs allowing organizations to partner with their communities and schools to help develop the skilled workforce they will need for the future.

24. Group or team interview of a job candidate

25. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment

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