Staffing and Recruitment Final Exam
Course Introduction
This course explores the principles and practices involved in the staffing and recruitment processes within organizations. Students will examine methods for job analysis, recruitment planning, sourcing applicants, selection techniques, and onboarding. Emphasis is placed on aligning staffing strategies with organizational goals, legal and ethical considerations in hiring, and the use of technology in recruiting. Through case studies and practical exercises, learners will develop skills to effectively attract, select, and retain talent in a competitive labor market.
Recommended Textbook
Strategic Staffing Global 3rd Edition by Jean M. Phillips
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13 Chapters
650 Verified Questions
650 Flashcards
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Chapter 1: Strategic Staffing
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Sample Questions
Q1) Strategic staffing means ________.
A)filling a job as quickly and cheaply as possible in order to add manpower to an organization
B)staffing an organization in future-oriented and goal-directed ways that support the organization's business strategy and enhance organizational effectiveness
C)investing large amounts of money on staffing activities
D)recruiting from as many places as possible to generate the largest possible number of applicants
Answer: B
Q2) Which of the following is the first of the seven components of strategic staffing?
A)planning
B)selecting
C)workforce planning
D)retaining
Answer: C
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Chapter 2: Business and Staffing Strategies
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51 Flashcards
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Sample Questions
Q1) Organic growth takes place when an organization ________.
A)expands from within by opening new factories or stores
B)acquires those companies with which it used to compete
C)focuses on just one specific line of production
D)branches into producing numerous other unrelated goods
Answer: A
Q2) A staffing function is centralized when an organization that has multiple business units has one staffing unit that is responsible for meeting the critical needs of all of the company's business units.
A)True
B)False
Answer: True
Q3) An organization evaluating its staffing practices in as a result of a hiring discrimination lawsuit,is an example of proactive staffing.
A)True
B)False
Answer: False
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Chapter 3: The Legal Context
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Sample Questions
Q1) The WARN Act relates to which of the following?
A)recruiting
B)selecting
C)negotiating
D)layoffs
Answer: D
Q2) The Age Discrimination in Employment Act of 1967 protects people ________.
A)30 years of age or older
B)40 years of age or older
C)50 years of age or older
D)60 years of age or older
Answer: B
Q3) Comparing the percentage of applicants hired from different subgroups to determine if they are significantly different from each other is an example of a
A)BFOQ
B)concentration statistic
C)flow statistic
D)stock statistic
Answer: C
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Sample Questions
Q1) Pay is an example of an extrinsic reward.
A)True
B)False
Q2) Construct a scenario where a firm links core competencies,values,and experiences to job descriptions and staffing practices.
Q3) The same job analysis techniques can be used effectively for staffing,compensation,and training purposes.
A)True
B)False
Q4) In analyzing a job of a stenographer that is to be advertised as a vacancy,an employer found that the ________ for the job was rapid typing skills.
A)bona fide occupational qualification
B)employee value proposition
C)desirable criteria
D)essential function
Q5) What is a job rewards analysis and how is it used in staffing?
Q6) Define the three criteria for employee value propositions: magnitude,mix,and distinctiveness.
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Chapter 5: Forecasting and Planning
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Sample Questions
Q1) New salespeople at a retail store generate an average of $50,000 in profit their first year.In addition,the reduced workload on the rest of the sales staff improves their efficiency and ability to provide high-quality customer service by 10 percent.This is worth an additional $20,000 to the company.The cost of hiring and training a new salesperson is expected to be $3,000 and $8,000 respectively.The salary for this position is $35,000.What is the return on investment of hiring an additional salesperson?
A)152%
B)163%
C)200%
D)143%
Q2) ________ involves looking at past employment patterns and using those patterns to predict a firm's future labor needs.
A)Trend analysis
B)Judgmental forecasting
C)ROI analysis
D)Transition analysis
Q3) Discuss the different ways in which a firm can deal with temporary employee surpluses.
Q4) Describe the five steps in the workforce planning process.
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Chapter 6: Sourcing: Identifying Recruits
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Sample Questions
Q1) Career sites are cost-effective and enable an organization to communicate its job requirements and values to all applicants.
A)True
B)False
Q2) For firms whose talent philosophy supports promotion from within,internal sourcing is the core of the staffing system.
A)True
B)False
Q3) Hiring top talent away from another company is an example of using which recruiting source?
A)raiding competitors
B)employee referrals
C)internet data mining
D)networking
Q4) Online job fairs are best for recruiting____________________
A)Passive job seekers
B)Active job seekers
C)Non active job seekers
D)Latent job seekers
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Chapter 7: Recruiting
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Sample Questions
Q1) The largest impact of recruiter behaviors tend to be on overall applicant impressions of the recruiter.
A)True
B)False
Q2) How should a recruiter divulge information regarding the job to the applicant with respect to timing?
Q3) Unresponsive recruiters result in negative spillover effects.
A)True
B)False
Q4) What is an organization's employer image and why is it relevant to staffing?
Q5) What is the disadvantage of getting line managers to recruit for a firm?
A)They are not impartial in their recruitment choices.
B)They have to take time out from their actual jobs.
C)They are not competent enough to select recruits.
D)They cause applicants to have a negative image of the firm.
Q6) Persuasion is an important recruiter skill,and in order to persuade an individual to consider leaving a job she or he is happy with,the message must come from a trusted and credible individual.
A)True
B)False
Page 9
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Chapter 8: Measurement
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Sample
Questions
Q1) Edwin is the HR manager at a customer care unit with approximately 1,000 employees.He wants to statistically analyze the service data to make the recruitment process more effective by identifying desirable and undesirable qualities of employees.Edwin observes a high positive correlation between the employees' ability to adapt and the turnaround time.However,he decides to avoid using this criterion when recruiting employees.Which of the following,if true,would MOST strengthen this decision to avoid the criterion?
A)The statistical significance of the correlation was found to be sixty percent.
B)Another trait,honesty,had a higher correlation coefficient than employees' ability to adapt.
C)The sample size used by Edwin was significantly larger than what was required. D)Multiple regressions were observed among the variables used for the analysis.
Q2) Years of experience,salary in dollars,and weight are examples of what type of measure?
A)nominal
B)ordinal
C)interval
D)ratio
Q3) What is the difference between predictive and criterion data and how is each used?
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Page 10
Chapter 9: Assessing External Candidates
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Sample Questions
Q1) Juan is a highly qualified biomedical researcher.Having recently completed his education,he applies to work at a pharmaceutical company which is renowned for its fast-paced innovation and aggressive growth policy.Which of the following,if true,would provide for a poor person-organization fit in this case?
A)Juan is interested in applied research that is likely to produce tangible results.
B)Juan has the tendency to be process-oriented and is risk averse.
C)Juan is a team-player and works exceedingly well in lab groups.
D)Juan is interested in making numerous breakthrough discoveries in the lab.
Q2) Both true positive and true negative assessment outcomes are desirable.
A)True
B)False
Q3) Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?
A)personality assessment
B)behavioral interview
C)unstructured interview
D)situational interview
Q4) How does a biodata differ from a résumé and cover letter?
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Chapter 10: Assessing Internal Candidates
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Sample Questions
Q1) Assessment of leadership potential can identify future talent and lead to a more comprehensive leadership development program.
A)True
B)False
Q2) Plan out what internal assessment methods should be used in a multisource assessment program to determine redefined field sales managers' roles within an organization.Keep in mind that the sales managers work in teams,and give reasons for the methods chosen.
Q3) The value of the nine box matrix depends most heavily on ________.
A)the quality of the assessment methodology
B)the number of people being assessed
C)the length of time it covers
D)the motivation of the employee being rated
Q4) ________ rely on trained psychologists to subjectively analyze a candidate's attributes,values,and styles in the context of a particular job.
A)Clinical assessments
B)Mentoring programs
C)Multisource assessments
D)Job knowledge tests
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Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) Which of the following is true of a maximum job offer?
A)It can be a low,competitive,or high offer.
B)It allows further negotiation by either party.
C)It takes longer to fill such a position than other job offers.
D)It tends to deter top finalists from accepting the job offer.
Q2) The best time to pursue workforce diversity is during ________.
A)candidate assessment
B)making a final choice
C)sourcing and recruiting
D)developing an Affirmative Action plan
Q3) It is sometimes permissible to hire a nonqualified minority candidate over a qualified nonminority candidate.
A)True
B)False
Q4) Which of the following is true once a formal written job offer has been presented?
A)No personal contact is made with the finalist.
B)Negotiations are permitted at this stage.
C)Finalist cannot reject the offer presented.
D)Ideal strategy to entice undecided finalists into accepting.
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Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) Anticipatory socialization occurs when employees receive training and begin learning about the company culture and norms,and how to do the job.
A)True
B)False
Q2) Having options in a downsizing such as buyouts and early retirementsreducesthe negative impact on morale and reputation.
A)True
B)False
Q3) The Wolverines are a leading university soccer team.All new recruits to the team must go through certain "rites of passage" which include shaving their heads,swimming in cold water,getting a tattoo of the team's emblem,and other tests of servitude and obedience.This is an example of ________.
A)investiture socialization
B)disjunctive socialization
C)divestiture socialization
D)tournament socialization
Q4) Describe some alternatives to layoffs.
Q5) How is orientation different from socialization?
Q6) List and describe the six types of turnover.
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Sample Questions
Q1) E-recruiting should be used when ________.
A)a small number of candidates are needed
B)the job description specifies only average educational qualifications
C)all other methods of recruitment have proven to be ineffective
D)the candidates being targeted come from specific labor markets
Q2) Explain how digital staffing dashboards help managers monitor and improve the staffing process.
Q3) Anapplicant tracking system is designed to store and process all HR and employee information.
A)True
B)False
Q4) Which of the following refers to the process of analyzing a hiring system to determine its performance and effectiveness?
A)digital staffing
B)staffing evaluation
C)HR planning
D)recruitment life cycle management
Q5) What is staffing evaluation and why is it important?
Q6) Describe a balanced staffing scorecard and how it is used.
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