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Human Resources Management: Staffing
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Human Resources Management: Staffing
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1. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization

2. People who are covered under a particular federal or state discrimination law; groups protected by EEO designations include but are not limited to women - African-Americans - Hispanics - Native Americans - Asian-Americans - people age 40 or olde

3. Court ruling in the private sector dealing with reverse discrimination charges; upheld that Title VII allows for voluntary - private - race-conscious programs aimed at eliminating racial imbalance in traditionally segregated job categories

4. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer

5. 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

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

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

8. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors

9. Modifying or adjusting a job application process - a work environment - or the circumstances under which a job is usually performed to enable a qualfied individual with a disability to be considered for the job and perform its essential functions

10. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur

11. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.

12. 1971 case that recognized adverse impact discrimination

13. When the interviewer asks each applicant questions that are from the same knowledge - skill - or ability area; the questions - however - are not necessarily the same; aka targeted interview

14. An agreement between an employer and an employee that explains the employment relationship; aka employment contract

15. A measure or predictor with a high degree of consistency

16. When rules applied to all employees have a different and more inhibiting effect on a protected class than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class w/ highest selection rate; aka

17. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor

18. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter

19. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations

20. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)

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

22. 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

23. 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

24. Require federal contractors and subcontractors with contracts in excess of $10 - 000 during any 12-month period to comply with Title VII and to take positive - results-oriented steps to eliminate employment barriers to women and minorities.

25. The degree to which inferences made from an interview or a test are correct and accurate

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