Staffing and Recruitment Study Guide Questions
Course Introduction
This course explores the fundamental principles and practices of staffing and recruitment within modern organizations. Students will examine the entire hiring process, including workforce planning, job analysis, sourcing and attracting candidates, selection methods, legal considerations, and onboarding strategies. Emphasis is placed on aligning staffing practices with organizational goals, enhancing diversity and inclusion, utilizing technology in recruitment, and evaluating the effectiveness of recruitment and selection methods. Through case studies and practical exercises, students develop the skills necessary to design and implement efficient and equitable staffing processes in dynamic work environments.
Recommended Textbook
Strategic Staffing 2nd Edition by Jean
M. Phillips
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13 Chapters
653 Verified Questions
653 Flashcards
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Page 2
Chapter 1: Strategic Staffing
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49 Flashcards
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Sample Questions
Q1) Which of the following is a hiring process goal?
A) meeting stakeholder needs
B) enhancing organizational flexibility
C) improving business strategy execution
D) attracting diverse applicants
Answer: D
Q2) Reducing the turnover rate of high performers is an example of a staffing process goal.
A)True
B)False Answer: False
Q3) Maximizing the financial return on the staffing investment is an example of a process goal.
A)True
B)False
Answer: False
Q4) Strategic staffing means filling a job as quickly and cheaply as possible.
A)True
B)False
Answer: False
Page 3
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Chapter 2: Business and Staffing Strategies
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Sample Questions
Q1) For organizations relying on new product innovation and for which the commitment and efforts of employees are key drivers of organizational performance,which of the following talent philosophies would be most appropriate?
A) viewing employees as assets
B) viewing employees as investors
C) keeping salaries as low as possible to control costs
D) hiring as many people as possible
Answer: C
Q2) When labor markets are tight and good recruits are hard to find,organizations must pursue talent-oriented staffing.
A)True
B)False
Answer: True
Q3) Most companies can easily replicate a competitor's capabilities by imitating the competitor's staffing practices.
A)True
B)False
Answer: False
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Chapter 3: The Legal Context
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Sample Questions
Q1) Contingent workers are part of a company's core workforce.
A)True
B)False
Answer: False
Q2) Someone who provides their services to a firm as part of an independent business is considered an employee of that firm.
A)True
B)False
Answer: False
Q3) Affirmative action means ________.
A) proactive efforts to ensure nondiscriminatory results in employment practices
B) employment practices are designed and used in a "facially neutral" manner
C) employers must meet quotas to ensure employee diversity
D) protection for employees against retaliatory discharge
Answer: A
Q4) Executive Order 11246 prohibits discrimination and establishes affirmative action to promote diversity.
A)True
B)False
Answer: True
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Sample Questions
Q1) Analyzing the requirements of a job as it exists today is a future-oriented job analysis.
A)True
B)False
Q2) ________ are more broadly defined components of a successful worker's repertoire of behavior needed to do the job well.
A) Talents
B) Competencies
C) Skills
D) Abilities
Q3) Jobs performed in a consistent,predictable manner are easiest to analyze.
A)True
B)False
Q4) Define the three criteria for employee value propositions: magnitude,mix,and distinctiveness.
Q5) Compare and contrast three different job analysis methods on the basis of their advantages and disadvantages.
Q6) What is a job rewards job analysis and how is it used in staffing?
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Chapter 5: Forecasting and Planning
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Sample Questions
Q1) Higher staffing efficiency percentages reflect greater staffing efficiency.
A)True
B)False
Q2) Compare and contrast workload-driven forecasting and staffing efficiency-driven forecasting.
Q3) ROM Corporation had kept all its hiring plans on hold during the last four quarters because the economy was in a state of recession.ROM manufactures data cards,memory chips,and LCD monitors.The company is analyzing market trends in order to reassess its hiring strategy for the coming year.Which of the following,if true,would most support the argument for restarting hiring?
A) The previous recessionary had only lasted a year.
B) Though there was a decline in profits compared to the previous year, the company recently reported the best numbers in its industry.
C) Computer manufacturers have aggressively started hiring more staff.
D) One of ROM's fiercest rivals has started laying off its employees.
Q4) If 4 out of 5 job offers are typically accepted,a company will have to make 120 offers so as to hire 80 employees.
A)True
B)False
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Chapter 6: Sourcing: Identifying Recruits
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Sample Questions
Q1) Which of the following is a benefit of social networking as a sourcing method?
A) It takes longer than external sourcing.
B) It is more effective than external sourcing.
C) It increases diversity of talent available.
D) It promotes employee retention.
Q2) Career sites are cost-effective and enable an organization to communicate its job requirements and values to all applicants.
A)True
B)False
Q3) An employee who is currently employed but occasionally visits online job boards "just to see what's out there" in case he can identify a better job opportunity is called a(n)________.
A) active job seeker
B) passive job seeker
C) latent job seeker
D) non-active job seeker
Q4) Nepotism is illegal.
A)True
B)False
Q5) Explain the role of geographic targeting in the sourcing process.
Page 8
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Chapter 7: Recruiting
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Sample Questions
Q1) What are recruiter profiles and how are they used in staffing?
Q2) Frontline recruiters make very few applicant screening decisions.
A)True
B)False
Q3) Which of the following would help the process of compiling information about the job or organization that candidates will find more and less attractive?
A) surveying prospective employees
B) surveying present employees
C) surveying external job postings
D) surveying the labor market
Q4) Distributive fairness is the perceived fairness of the hiring or promotion outcome.
A)True
B)False
Q5) Realistic job previews can help counter inaccurate employer images.
A)True
B)False
Q6) How should a recruiter divulge information regarding the job to the applicant with respect to timing?
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Chapter 8: Measurement
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Sample Questions
Q1) The median is the score that is in the 50th percentile.
A)True
B)False
Q2) A normal curve typically is typically bimodal.
A)True
B)False
Q3) Standard scores are raw scores that have been converted into an expression of the percentage of people who score at or below that score.
A)True
B)False
Q4) Which of the following is true regarding the standard error of measurement (SEM)?
A) The SEM is a useful measure of the accuracy of individual scores.
B) The higher the SEM, the more accurate the measurements.
C) With longer periods between administrations, SEMs are likely to go down.
D) If the SEM is 1, then the observed score is the true score.
Q5) Class ranking and finish place in a race are examples of ratio measures.
A)True
B)False
Q6) Describe how you would create and validate an assessment system.
Page 10
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Chapter 9: Assessing External Candidates
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Sample Questions
Q1) Both true positive and true negative assessment outcomes are desirable.
A)True
B)False
Q2) According to the Uniform Guidelines on Employee Selection Procedures (UGESP),to the extent that the setting and manner of administration of a selection method fail to resemble the work situation,the lesser the need for other validity evidence for that selection method.
A)True
B)False
Q3) Which of the following would reduce adverse impact?
A) Contract the definition of what constitutes a good job performance.
B) Use a single valid predictor instead of multiple predictors.
C) Use of cognitive tests instead of simulations.
D) Use assessment methods with less adverse impact early in the selection process.
Q4) Liking one's job but not liking the company one works for reflects poor person-group fit.
A)True
B)False
Q5) 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) When employees are turned down for the promotions or lateral moves for which they were considered it rarely affects productivity.
A)True
B)False
Q2) Adam has joined an advertising firm as a junior executive.Due to his lack of experience,he has a lot to learn and has been assigned as a protégé to Mark,a senior executive in the firm,who will help train him and assess his performance.This process of internal assessment is called ________.
A) skills inventorying
B) performance reviewing
C) a mentoring program
D) job knowledge assessing
Q3) Succession management cannot be used to enhance organizational diversity. A)True
B)False
Q4) A firm's internal assessment goals tend to be the same as its external assessment goals.
A)True
B)False
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Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) Rejecting a candidate badly at the end of a long hiring process results in ________.
A) reneging
B) negative spillover effects
C) competitive disadvantage
D) restrictive covenants
Q2) Which of the following,if true,would result in a new hire to a company getting paid less than existing employees?
A) The company wishes to preserve internal equity.
B) The company wishes to attract top talent in the market.
C) The company lets the hiring manger make payment decisions.
D) The company needs to fill a position immediately.
Q3) To be legal,job offers must be presented in writing.
A)True
B)False
Q4) 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
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Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) Which of the following are generally well received by employees?
A) reneging
B) buyout incentives
C) downsizing
D) layoffs
Q2) Processing a new employee's employment-related paperwork,acquiring necessary keys and identification cards,and establishing an e-mail account for them is part of
A) socialization
B) orientation
C) attrition
D) training
Q3) With disjunctive socialization,newcomers are left alone to develop their own interpretations of the organization and situations they observe.
A)True
B)False
Q4) Optimal turnover is the lowest turnover level you can achieve.
A)True
B)False
Q5) How is orientation different from socialization?
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Sample Questions
Q1) Explain how digital staffing dashboards help managers monitor and improve the staffing process.
Q2) Information that is available only after staffing decisions have been made constitutes a ________.
A) leading indicator
B) lagging indicator
C) primary data source
D) secondary data source
Q3) Due to inappropriate staffing practices a number of good quality candidates were rejected in favor of poor quality hires at Mac Computers.The rejected candidates joined other software firms and mentioned this experience to other software personnel.Everyone who heard it formed a bad impression of Mac Computers and its staffing practices.This is an example of the ________ related to poor staffing practices. A) direct costs
B) leading indicators
C) negative spillover effects
D) key performance indicators
Q4) What is staffing evaluation and why is it important?
Q5) Describe a balanced staffing scorecard and how it is used.
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