1. Module 2: How to get started in TA
1.1. Job Analysis and Job Descriptions
1.1.1. Candidate Selection Process
1.1.1.1. Selection
1.1.1.1.1. The method for choosing the best candidate for a job
1.1.1.2. Screening
1.1.1.3. Recruitment
1.1.1.3.1. The process of attracting, screening, and hiring qualified people for a job
1.1.1.4. Sourcing
1.1.1.4.1. Identifying candidates who are qualified to do a job by using proactive recruiting techniques
1.1.2. The selection process
1.1.2.1. Develop job description
1.1.2.2. Solicit candidates
1.1.2.3. Screen candidates
1.1.2.4. Interview candidates
1.1.2.5. Select candidates
1.1.3. Job Analysis
1.1.3.1. Job Analysis Techniques
1.1.3.1.1. Observation
1.1.3.1.2. Questionnaires
1.1.3.1.3. Interviews
1.1.3.2. The Job Analysis Process
1.1.3.2.1. Job Analysis
1.1.4. Job Description
1.1.4.1. Components
1.1.4.1.1. Job title, Department
1.1.4.1.2. Reporting relationship
1.1.4.1.3. Key areas of responsibility
1.1.4.1.4. Essential vs nonessential job functions
1.1.4.1.5. Terms of employment
1.1.4.2. Inclusive and Bias-Free Job Descriptions
1.1.4.3. Template
1.2. Recruiting and Tracking Applicants
1.2.1. Employee Requisition
1.2.1.1. A procedure used when a company wants to hire a new employee to fill a position
1.2.2. Strategies to Recruit Talent
1.2.2.1. Internal vs. external recruitment
1.2.2.2. Executive search firms
1.2.2.2.1. headhunters
1.2.3. Fair and Transparent Recruitment Practices
1.2.3.1. Nepotism
1.2.3.2. Competition
1.2.3.3. Employer branding
1.2.4. Inclusive Recruitment Strategies
1.2.4.1. Pre-employment assessments
1.2.4.2. Blind resumes
1.2.4.3. Employee resource groups
2. Module 3: TA life cycle
2.1. Screening & Interviewing Candidates
2.1.1. Screening
2.1.1.1. The process of identifying the best candidates by comparing candidate backgrounds with job competencies
2.1.1.2. Screening techniques
2.1.1.2.1. Application blank or resume
2.1.1.2.2. Test or work sample
2.1.1.2.3. Screening interview
2.1.1.2.4. Reference or background check
2.1.1.2.5. In-Basket exercise
2.1.1.2.6. Psychometric test
2.1.2. Interviewing
2.1.2.1. Types of interviews
2.1.2.1.1. Group interview
2.1.2.1.2. Panel interview
2.1.2.1.3. Behavioral interview
2.1.2.1.4. Hypothetical or Situational Interview
2.1.2.1.5. Patterned interview
2.1.2.1.6. Nondirective interview
2.1.2.1.7. Directive interview
2.1.2.1.8. Structured interview
2.1.2.1.9. Semi-structured interview
2.1.2.1.10. Stress interview
2.1.2.2. Interview process
2.1.2.2.1. Ask questions
2.1.2.2.2. Do not ask questions
2.1.2.3. Do
2.1.2.3.1. Ask question pertinent to the position
2.1.2.3.2. Ask the same or similar questions to candidates
2.1.2.4. Don't
2.1.2.4.1. Ask personal questions unrelated to occupational qualififcations
2.1.2.4.2. Ask questions about protected classes
2.1.2.5. Types of interview bias
2.1.2.5.1. halo effect
2.1.2.5.2. stereotyping
2.1.2.5.3. central tendency
2.1.2.5.4. contrast effect
2.1.2.5.5. cultural noise
2.1.2.5.6. afinity
2.1.2.5.7. confirmation
2.1.2.5.8. nonverbal
2.1.2.6. Avoiding Bias in Interviews
2.1.2.6.1. Methods to minimize bias
2.1.2.7. Interview Techniques
2.1.2.7.1. Understand what you are allowed to ask
2.1.2.7.2. Guide the conversation
2.1.2.7.3. Be honest about the position you are offering
2.1.2.7.4. Ask open-ended questions
2.1.2.7.5. Take thorough notes
2.2. Evaluating Prospective Employees
2.2.1. Background and record checks
2.2.1.1. Common checks
2.2.1.1.1. Credit
2.2.1.1.2. Criminal background
2.2.2. Different test options
2.2.2.1. Paper/pencil tests
2.2.2.1.1. general aptitude or intelligence
2.2.2.1.2. integrity
2.2.2.1.3. personality type
2.2.2.1.4. language-fluency
2.2.2.1.5. job-specific knowledge
2.2.2.2. Medical tests
2.2.2.2.1. physical examination
2.2.2.2.2. drug tests
2.2.2.3. Hands-on tests
2.2.2.3.1. skills test
2.2.2.3.2. driving test
2.2.2.3.3. in-basket exercises
2.2.2.3.4. try-out
2.2.2.3.5. short-term consulting requirement
2.2.2.3.6. review of previous work samples
2.2.2.4. Polygraph test
2.2.2.4.1. exceptions for employees
2.2.3. Test Reliability
2.2.3.1. Alternate-forms reliability
2.2.3.1.1. Evaluates the consistency of a test or assessment by comparing results obtained from different versions of the same test or assessment
2.2.3.2. Inter-rater reliability
2.2.3.2.1. Measures how consistently different people evaluate the same content
2.2.3.3. Test-retest reliability
2.2.3.3.1. Measures how consistent an applicant's performance would be if they retook the same test
2.2.3.4. Split-half reliability
2.2.3.4.1. Assesses the consistency of a test
2.2.4. Test Validity
2.2.4.1. Content validity
2.2.4.1.1. Requires that a job assessment actually tests skills that are relevant to the job for which the candidate is applying
2.2.4.2. Criterion validity
2.2.4.2.1. Measures whether a test corresponds to other specific measurements or traits
2.2.4.3. Construct validity
2.2.4.3.1. Determines whether a test measures what it is supposed to measure
2.2.5. Biases in the Hiring Process
2.2.5.1. Explicit biases
2.2.5.1.1. Deliberate and discriminatory **attitudes and actions** towards certain groups
2.2.5.1.2. These biases are less common and illegal, but they can still exist in organizations
2.2.5.2. Unconscious biases
2.2.5.2.1. Stereotypes that we unconsciously form based on **past experiences and social conditioning**
2.2.5.2.2. These biases are often difficult to identify because they happen automatically and outside of our awareness
2.2.5.2.3. Types of unconscious biases