Staffing and Recruitment Practice Exam
Course Introduction
Staffing and Recruitment explores the strategies, processes, and best practices involved in attracting, selecting, and retaining talent within organizations. The course covers key topics such as workforce planning, job analysis, employer branding, sourcing strategies, selection methods, and legal and ethical considerations in recruitment. Students will gain practical insights into conducting interviews, assessing candidate fit, and leveraging technology in the recruitment process. By the end of the course, participants will be equipped to design effective staffing plans and contribute to building high-performing teams that align with organizational objectives.
Recommended Textbook
Staffing Organizations 9th Edition by
Herbert G Heneman III
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14 Chapters
1242 Verified Questions
1242 Flashcards
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Page 2
Chapter 1: Staffing Models and Strategy
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness.
A)True
B)False
Answer: True
Q2) Employee turnover does not represent a significant cost to most organizations.
A)True
B)False
Answer: False
Q3) An active diversity strategy might be pursued as a way of acquiring workers who can help identify a products that might be received favorably by various segments of the marketplace.
A)True
B)False
Answer: True
Q4) The initial stage in the staffing system components model is recruitment.
A)True
B)False Answer: True
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Chapter 2: Legal Compliance
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98 Flashcards
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Sample Questions
Q1) Employment laws and regulations exist, in part, to reduce or limit the employer's power in the employment relationship.
A)True
B)False
Answer: True
Q2) Those who get an H-1B are typically employed in occupations such as architect, engineer, computer programmer, accountant, doctor, and professor.
A)True
B)False
Answer: True
Q3) What can employers do to ensure that permatemps, that is, individuals from staffing firms who have long-term relationships with an employer, are not considered employees of their firm?
A) Never exercise direct control over these people and treat them separate from regular employees.
B) Ensure they provide sufficient training and supervision.
C) Provide permatemps with special hats indicating their status as temporary.
D) None of the above is correct.
Answer: A
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Page 4
Chapter 3: Planning
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96 Flashcards
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Sample Questions
Q1) Replacement goals from AAPs are often legally termed "quotas" for minorities and women in an organization.
A)True
B)False
Answer: False
Q2) Some states have banned the use of AAPs for government contractors and educational institutions.
A)True
B)False
Answer: True
Q3) Human resource planning activities most directly involve ________.
A) assessing external environmental factors
B) forecasting labor requirements and availabilities
C) generating technological replacements for labor
D) all of the above
Answer: B
Q4) AAPs are organization-specific plans that have a legal origin and basis.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Job Analysis and Rewards
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109 Verified Questions
109 Flashcards
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Sample Questions
Q1) It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ________.
A) made public so managers can match employee preferences immediately B) kept confidential so employees can report honestly
C) developed through an informal process so employees feel comfortable D) generally less important than the process used in asking questions
Q2) Subject matter experts should not include previous jobholders, private consultants, and customers/clients.
A)True
B)False
Q3) Whereas job requirements job analysis starts by analyzing what people already do, competency-based job analysis starts from the organization's mission and goals and works downward to determine requirements for each job based on these goals.
A)True
B)False
Q4) Using managers in a job analysis lends both expertise and neutrality to the process. 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) Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.
A)True
B)False
Q2) It is quite difficult for applicants to successfully make a case that there has been fraud or misrepresentation in recruitment advertising.
A)True
B)False
Q3) A recruitment guide is an informal set of principles suggesting, but not proscribing, how recruiting might proceed.
A)True
B)False
Q4) Research suggests that realistic job previews lead to massive reductions in turnover. A)True
B)False
Q5) Written or videotapes RJPs are more effective than verbal RJPs.
A)True
B)False
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Chapter 6: Internal Recruitment
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Some of the advantages of a closed internal recruitment system include:
A) helps minimize favoritism
B) it can uncover hidden talent
C) it helps employees evaluate their qualifications for advancement
D) none of the above
Q2) Which of the following is true regarding closed internal recruitment systems?
A) employees are made aware of all job openings.
B) they are very inefficient.
C) they are not costly to implement.
D) they are very time-consuming to implement.
Q3) Under a hybrid system, neither open nor close steps are implemented.
A)True
B)False
Q4) Formal mentoring, training, and flexible work hours all may reduce the problems of the glass ceiling.
A)True
B)False
Q5) Closed internal recruitment systems are very efficient to administer.
A)True
B)False
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Chapter 7: Measurement
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98 Flashcards
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Sample Questions
Q1) The research literature indicates a high correlation between subjective and objective measures of performance.
A)True
B)False
Q2) If scores are classified as "low", "medium", and high", the scale of measurement is nominal.
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) Which of the following is an example of contamination error?
A) irrelevant material on the test
B) guessing by the test taker
C) different time limits for the same test
D) all of the above
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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) Which of the following statements regarding the use of grade point averages as a predictor is(are) true?
A) GPA may be influenced by many factors in addition to the applicant's KSAOs and motivation.
B) GPAs in one's major tend to be highly similar to one's GPAs in other classes.
C) Grades do not vary widely by field.
D) GPAs from different schools mean the same thing.
Q2) Which of the following is(are) initial assessment methods?
A) Résumés and cover letters
B) Application blanks
C) Biographical information
D) All of the above
Q3) The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are ________.
A) 1.00
B) .80
C) .20
D) .60
E) .40
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Page 10
Chapter 9: External Selection II
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.
A)True
B)False
Q2) The UGESP requires employers to ________.
A) keep records based on religion and marital status for all employees
B) perform a local validation study for every subgroup of employees
C) consider suitable alternative selection procedures if one of the selection techniques has adverse impact
D) assess employee history of drug abuse
Q3) Which of the following inquiries can be made prior to giving a job offer?
A) Questions about history of illegal drug use
B) Psychological exams designed to detect mental illness
C) Oral or written questions about the existence of a disability
D) None of the above
Q4) Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.
A)True
B)False
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Chapter 10: Internal Selection
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Sample Questions
Q1) In-basket exercises are the most commonly used exercises in assessment centers.
A)True
B)False
Q2) In comparing internal selection with external selection, an advantage of internal selection is that ________.
A) internal selection requires few procedures to locate and screen viable job candidates
B) internal selection presents fewer dangers of incurring legal liability than external selection
C) information about internal candidates tends to be more verifiable than information about external candidates
D) there is less need to use multiple predictors in assessing internal candidates than with external candidates
Q3) The use of the case analysis method of assessment is most appropriate for assessing ________.
A) ability to perform a technical task
B) problem-solving abilities
C) leadership skills
D) social-interactive skills
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12
Chapter 11: Decision Making
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78 Flashcards
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Sample Questions
Q1) Which decision makers are best able to develop a philosophy of staffing systems that will link to the organization's strategy?
A) HR managers
B) organizational leaders
C) co-workers
D) line managers
Q2) If an organization wish to comply with the law and still increase the diversity of its workforce, it should ________.
A) de-emphasize selection based on KSAOs
B) use recruitment as a tool for attracting a more diverse and qualified applicant pool
C) use clinical and other subjective prediction methods
D) all of the above
Q3) Because HR is a closed system, it is best to avoid inference from organizational leaders in designing staffing procedures.
A)True
B)False
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Chapter 12: Final Match
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85 Flashcards
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Sample Questions
Q1) An advantage of the "market-matching strategy" for negotiating initial job offers is that this strategy repeatedly yields acceptances from the highest quality (KSAOs) applicants.
A)True
B)False
Q2) The most commonly negotiated element of a job offer is ________.
A) severance packages
B) educational assistance
C) salary
D) paid time off
Q3) Evidence from a number of different studies in work organizations has shown that idiosyncratic deals are associated with what outcomes?
A) resentment from co-workers who have different arrangements
B) higher levels of satisfaction, commitment, and engagement
C) exceptionally high labor costs
D) all of the above
Q4) Hiring bonuses tend to enhance employee performance motivation.
A)True
B)False
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Chapter 13: Staffing System Management
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Sample Questions
Q1) To match a strategy of providing low-cost products and services, an organization will want to have a staffing system that is equally frugal and efficient.
A)True
B)False
Q2) Records are not necessary for legal compliance.
A)True
B)False
Q3) Centralization of the staffing function creates economies scale and consistency in staffing policies and processes across the organization.
A)True
B)False
Q4) Benchmark data on staffing policies are typically applicable across nearly every organization and should be used as a primary guide for selecting which practices to implement.
A)True B)False
Q5) Records may be used to audit staffing practices and conduct staffing research. A)True B)False
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Chapter 14: Retention Management
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Sample Questions
Q1) Which of the following is a suggestion for conducting an appropriate exit interview?
A) The interviewer should be the employee's immediate supervisor.
B) there should be an unstructured interview format.
C) the interviewer should prepare for each interview by reviewing the interview format and the interviewee's personnel file.
D) none of the above
Q2) Which of the following are issues that come into play in determining the legal ramifications of terminating an employee?
A) Public policy limits on employment-at-will
B) Labor contract provisions
C) Negligent supervision
D) All of the above
Q3) 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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