HRCI APHR EXAM: Talent Acquisition
(19%) Questions And Answers
What is job analysis - Answer - A job analysis is made of a job description and specification. Job analysis
is the study of
the tasks and responsibilities of
a job to determine
the jobs importance and
its relation to other jobs in the company.
What is a job description - Answer - A written document that describes an employee's work activities. It
includes a title, department, reporting relationship, key areas of responsibility and terms of employment.
What is employer branding - Answer - The process of managing and influencing an organizations
reputation among employees, job seekers, and key stakeholders. Brand identity is another term
associated that is the organizations name, logo, website, employees, buildings, culture, tagline and
products.
Candidate pipelines - Answer - A list of individuals who have been partially vetted and are potentially
interested in open positions at your organization.
Resume mining - Answer - tool for sifting through millions of data points to find a pool of candidates
who will be a great fit. Also known as talent mining, this entails sorting through large amounts of human
capital data and extracting information relevant to identifying potential candidates and talent.
Job fairs - Answer - There are 3 different types: Industry specific job fairs
are focused on a particular field.
These job fairs can boost your organizations employer
brand among candidates who are
interested in a certain field.
College job fairs or career days can be ideal for
, identifying candidates for
entry-level roles and internships.
College job fairs give you access to
students who are studying a specific field.
Veterans job fairs present great opportunities
to connect with military candidates
and their family members.
Employee referrals - Answer - The main benefit of employee referrals is that they
reduce the time and cost it takes to hire a new employee. Employee referral programs can also highlight
the importance of diversity to
the organization and its teams.
Skills assessment - Answer - the evaluation of an employee's proficiency, knowledge, and abilities
related to the skills required for a specific job or field.
Interview techniques (4 points) - Answer - -Understand what you are allowed to ask.
Make sure to keep questions focused on the task at hand. Questions should be focused on the job and
work environment and rarely involve someone's personal life. Avoiding questions that target age, race,
gender, country, national origin, religion, disability, and marital status will help you avoid a discrimination
lawsuit.
-Guide the conversation.
During an interview, you have a limited amount of time to cover a lot of information. Ensuring an
interview structure allows you to cover all bases necessary for a thorough interview.
-Be honest about the position you are offering.
Being honest about the positive and negative aspects of the position is critical to evoking transparency in
your organization.
Ask open-ended questions. Prepare a handful of questions that give the candidate the floor to speak.
Questions like, "Why did you leave your last job?" "What type of work environment do you thrive in?"
"What do you see yourself doing in a few years?" These questions will allow them to speak and feel
heard and will allow you to listen, instead of talk.
-Take thorough notes.
(19%) Questions And Answers
What is job analysis - Answer - A job analysis is made of a job description and specification. Job analysis
is the study of
the tasks and responsibilities of
a job to determine
the jobs importance and
its relation to other jobs in the company.
What is a job description - Answer - A written document that describes an employee's work activities. It
includes a title, department, reporting relationship, key areas of responsibility and terms of employment.
What is employer branding - Answer - The process of managing and influencing an organizations
reputation among employees, job seekers, and key stakeholders. Brand identity is another term
associated that is the organizations name, logo, website, employees, buildings, culture, tagline and
products.
Candidate pipelines - Answer - A list of individuals who have been partially vetted and are potentially
interested in open positions at your organization.
Resume mining - Answer - tool for sifting through millions of data points to find a pool of candidates
who will be a great fit. Also known as talent mining, this entails sorting through large amounts of human
capital data and extracting information relevant to identifying potential candidates and talent.
Job fairs - Answer - There are 3 different types: Industry specific job fairs
are focused on a particular field.
These job fairs can boost your organizations employer
brand among candidates who are
interested in a certain field.
College job fairs or career days can be ideal for
, identifying candidates for
entry-level roles and internships.
College job fairs give you access to
students who are studying a specific field.
Veterans job fairs present great opportunities
to connect with military candidates
and their family members.
Employee referrals - Answer - The main benefit of employee referrals is that they
reduce the time and cost it takes to hire a new employee. Employee referral programs can also highlight
the importance of diversity to
the organization and its teams.
Skills assessment - Answer - the evaluation of an employee's proficiency, knowledge, and abilities
related to the skills required for a specific job or field.
Interview techniques (4 points) - Answer - -Understand what you are allowed to ask.
Make sure to keep questions focused on the task at hand. Questions should be focused on the job and
work environment and rarely involve someone's personal life. Avoiding questions that target age, race,
gender, country, national origin, religion, disability, and marital status will help you avoid a discrimination
lawsuit.
-Guide the conversation.
During an interview, you have a limited amount of time to cover a lot of information. Ensuring an
interview structure allows you to cover all bases necessary for a thorough interview.
-Be honest about the position you are offering.
Being honest about the positive and negative aspects of the position is critical to evoking transparency in
your organization.
Ask open-ended questions. Prepare a handful of questions that give the candidate the floor to speak.
Questions like, "Why did you leave your last job?" "What type of work environment do you thrive in?"
"What do you see yourself doing in a few years?" These questions will allow them to speak and feel
heard and will allow you to listen, instead of talk.
-Take thorough notes.
