+
Related Flashcards
Cards In This Set
| Front | Back |
|
Competencies
|
The behavioural characteristics of an individual that are related to their effective performance in a role
|
|
Competency-based interviews
|
These interviews are structured around job-specific competencies that require interviewees to describe specific tasks or situations. They work on the belief that the best indication of future behaviour is past behaviour
|
|
Employer brand
|
An organization is recognized in its own right as a desirable place to work – positive employer brand – by the internal and external labour market
|
|
E-recruitment
|
A vacancy is advertised to potential candidates via the internet. It can target internal and/or external recruits
|
|
External recruitment
|
A vacancy is advertised to potential candidates outside the existing employee base in the organization
|
|
Internal recruitment
|
A vacancy is advertised to potential candidates from within the existing employee base in the organization
|
|
International recruitment
|
A vacancy is advertised to potential candidates who are currently residing overseas
|
|
Job analysis
|
The process used to gather detailed information about the various tasks and responsibilities involved in a position. Through this process, the knowledge, skills, abilities, attitudes and behaviours associated with successful performance in the role are also identified
|
|
Job description
|
The detailed breakdown of the purpose of the role and the various tasks and responsibilities involved in a particular job
|
|
Person specification
|
Specifies the type of person needed to do a particular job. It essentially translates the job description into human terms
|
|
Person–job fit
|
The extent to which the enthusiasm, knowledge, skills, abilities and motivations of the individual match those required by the job
|
|
Person–organization fit
|
The extent to which the values, interests and behaviours of the individual match the organizational culture
|
|
Reliability
|
A method is identified as reliable if it consistently measures what it sets out to measure
|
|
Selection
|
A process used to find the candidate who most closely matches the specific requirements of a vacant position
|
|
Shortlisting
|
A sifting process where those candidates who most closely match the predetermined job-specific requirements are separated out from all other applicants
|
