Staffing and Recruitment Exam Practice Tests
Course Introduction
This course explores the fundamental principles and practices of staffing and recruitment within organizations. Students will learn about workforce planning, job analysis, recruitment strategies, selection methods, and onboarding processes. Emphasis is placed on both traditional and modern approaches to attracting and selecting talent, including the use of technology and data analytics in recruitment. Legal and ethical considerations in staffing, diversity and inclusion, and aligning staffing practices with organizational goals are also examined to equip students with the skills necessary to manage a successful staffing process.
Recommended Textbook
Staffing Organizations 9th Edition by Herbert G Heneman III
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14 Chapters
1242 Verified Questions
1242 Flashcards
Source URL: https://quizplus.com/study-set/2415
Page 2
Chapter 1: Staffing Models and Strategy
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) A ________ staffing strategy would have an organization concentrate on acquiring new employees who can "hit the ground running."
A) pure acquisition
B) pure development
C) lead system
D) lag system
Answer: A
Q2) Regarding the person/job match model, ________.
A) staffing is only concerned with the job requirements-KSAO portion of the match
B) job requirements should be expressed in terms of only tasks involved and not KSAOs
C) It applies only to tasks that have been identified and written down
D) none of the above is correct
Answer: D
Q3) Some organizations understaff in order to avoid costly layoffs.
A)True
B)False
Answer: True
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Chapter 2: Legal Compliance
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) The Civil Rights Act specifically mentions employment practices that are permitted for employers.
A)True
B)False
Answer: True
Q2) The Immigration Reform and Control Act prohibits employment discrimination on the basis of national origin or citizenship status.
A)True
B)False Answer: True
Q3) An employer does not incur any legal responsibilities or liabilities regarding its employees.
A)True
B)False
Answer: False
Q4) Enforcement mechanisms used by the OFCCP closely mirror those used by the EEOC.
A)True
B)False Answer: False
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Chapter 3: Planning
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96 Verified Questions
96 Flashcards
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Sample Questions
Q1) In general, the labor force is becoming ________.
A) younger
B) older
C) less skilled
D) less diverse
Answer: B
Q2) Affirmative action plans and programs do not originate from ________.
A) voluntary employer efforts
B) court-imposed remedies for discriminatory practices
C) consent agreements
D) international treaties
Answer: D
Q3) Long term options for dealing with an employee shortage include hires, transfers into the position, retraining workers, or transferring the work out of the firm.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Job Analysis and Rewards
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109 Verified Questions
109 Flashcards
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Sample Questions
Q1) Skills contained in O*Net include ________.
A) basic skills
B) cross-functional skills
C) sensory abilities
D) all of the above
Q2) Details regarding knowledge, skills, and abilities in a job description are important components of a legally defensible selection system.
A)True
B)False
Q3) Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.
A)True
B)False
Q4) Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations.
A)True
B)False
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Chapter 5: External Recruitment
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113 Verified Questions
113 Flashcards
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Sample Questions
Q1) It is usually advised that a company either adopt open or targeted recruitment across the board for all employees.
A)True
B)False
Q2) The growth of Web-based recruiting means that many employers have found that open recruiting yields too few applicants.
A)True
B)False
Q3) Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.
A)True
B)False
Q4) The more broadly transmitted the organization's search methods, the more likely that a ________ will be attracted to apply.
A) highly eager group of applicants
B) relatively homogenous population of individuals
C) uniformly high quality of individuals
D) large number of individuals
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Page 7
Chapter 6: Internal Recruitment
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Which of the following statements regarding talent management systems is(are) true?
A) talent management systems are maintained by the employee
B) talent management systems simplify record keeping
C) talent management systems reduce the need for supervisory judgment in promotion decisions
D) talent management systems require a user-friendly data base for effective use
Q2) Which of the following is true regarding mobility paths?
A) Hierarchical mobility paths are primarily lateral in direction.
B) Hierarchical mobility paths make it easy to identify where to look for applicants in an organization.
C) Alternative mobility paths may move in any direction.
D) Parallel tracks allow a person to pursue one primary career track and a second career track of less importance.
Q3) Which of the following have contributed to the Glass Ceiling?
A) rising interest rates
B) lack of outreach recruitment practices
C) frequent updating of organizational records
D) legal definition contradictions
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Page 8
Chapter 7: Measurement
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Reliability of measurement is defined as ________.
A) frequency of measurement
B) magnitude of measurement
C) accuracy of measurement
D) consistency of measurement
Q2) Reliability sets the lower limit on validity.
A)True
B)False
Q3) The proper test to determine that a given sample correlation is statistically significant as an estimate of a correlation in a population is the ________.
A) z score
B) standard deviation
C) squared correlation coefficient
D) the t test
Q4) When numbers are assigned by category, this reflects an ordinal scale of measurement.
A)True
B)False
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Chapter 8: External Selection I
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97 Verified Questions
97 Flashcards
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Sample Questions
Q1) The first step in developing a selection plan is to list relevant KSAOs associated with a job.
A)True
B)False
Q2) The validity evidence for weighted application blanks is better than that for unweighted application blanks.
A)True
B)False
Q3) The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."
A)True
B)False
Q4) The burden of proof is on employers to defend BFOQ claims.
A)True
B)False
Q5) Scored evaluations of unweighted application blanks are good predictors of job performance.
A)True
B)False
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Available
Study
Chapter 9: External Selection II
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions), other aware (good at recognizing others' emotions), and good at making use of or managing this awareness.
A)True
B)False
Q2) Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.
A)True
B)False
Q3) A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.
A)True
B)False
Q4) It is unlawful to screen out individuals with disabilities, unless the selection procedure is job-related and consistent with business necessity.
A)True
B)False
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Chapter 10: Internal Selection
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55 Verified Questions
55 Flashcards
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Sample Questions
Q1) Personality tests are used to predict the success of employees in overseas assignments.
A)True
B)False
Q2) A job candidate responding to an "in-basket exercise" would most likely be asked to ________.
A) make a simulated visit to a customer location
B) participate in an interview simulation
C) complete a written test to assess KSAOs
D) draft memos to respond to letters received
Q3) One of the biggest limitations of assessment centers is their cost.
A)True
B)False
Q4) An important advantage of peer assessments is ________.
A) lower probability of bias in the assessment
B) greater clarity in the criteria for assessment
C) enhanced employee morale through the fostering of a competitive spirit
D) greater knowledge of the applicants' KSAOs
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Page 12
Chapter 11: Decision Making
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) The predictive analytics approach uses a regression-based approach to estimate how much potential changes in staffing procedures could influence performance-relevant outcomes.
A)True
B)False
Q2) Since line managers are not usually technical experts in staffing processes, their input comes to play only in regard to hiring decisions.
A)True
B)False
Q3) In which of the following assessment procedures is the participation of line managers most needed?
A) initial assessment
B) substantive methods
C) discretionary methods
D) background investigations
Q4) One of the key features of utility analysis is the use of a dollar-based metric for assessing the impact of improved selection systems.
A)True
B)False
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Chapter 12: Final Match
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) A ________ is a right to purchase a share of stock for a predetermined price at a later date.
A) stock option
B) profit share
C) realized dividend
D) mutual fund
Q2) Non-compete agreements that would keep employees from indefinitely practicing their trade or profession are not enforceable.
A)True
B)False
Q3) To reduce the likelihood of negligent hiring lawsuits organizations should ________.
A) emphasize characteristics like licensure requirements, criminal records, and references
B) avoid gathering too much KSAO information because it can be used to demonstrate that an organization "should have known" an employee would be a problem
C) refuse to fire individuals with a history of mental illnesses
D) none of the above is useful to prevent negligent hiring suits
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Chapter 13: Staffing System Management
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) A growing trend in HRIS is the centralization of these functions within the HR department to prevent managers from accessing the system.
A)True
B)False
Q2) Which of the following are significant issues related to culture should be considered when designing staffing programs?
A) Average age and political views of the workforce
B) Hierarchy versus participation
C) Vacation time sequencing
D) All of the above
Q3) Developing effective policies and procedures requires clearly delineating the overarching HR strategy.
A)True
B)False
Q4) Most organizations with a sufficient number of employees to warrant a dedicated HR department have integrated the function with human resources information systems (HRISs).
A)True
B)False
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Chapter 14: Retention Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) Exit interviews should be conducted by exiting employee's immediate supervisor whenever possible.
A)True
B)False
Q2) Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs.
A)True
B)False
Q3) An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and alternatives available to the employee.
A)True
B)False
Q4) Legal experts usually advise organizations to avoid documenting performance problems because the "paper trail" is likely to just lead to problems in court.
A)True
B)False
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Page 16