Staffing and Recruitment Textbook Exam Questions
Course Introduction
Staffing and Recruitment explores the strategic and operational processes involved in attracting, selecting, and onboarding talent within organizations. The course examines key topics such as workforce planning, job analysis, sourcing strategies, recruitment methods, selection techniques, legal and ethical considerations, diversity in hiring, and the use of technology in recruitment. Students gain practical skills in developing job descriptions, conducting interviews, assessing candidates, and designing effective onboarding programs, all aimed at aligning staffing efforts with organizational goals and fostering a high-performing workforce.
Recommended Textbook
Strategic Staffing Global 3rd Edition by
Jean M. Phillips
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Page 2
Chapter 1: Strategic Staffing
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Sample Questions
Q1) Although a company can better match employees with jobs they like,staffing does not influence organizational performance.
A)True
B)False
Answer: False
Q2) The primary goal of ________ is to get the right people interested in working for an organization or in a specific job,then persuade them to apply and ultimately accept the job offer if they are extended.
A)sourcing
B)recruiting
C)employer branding
D)selecting
Answer: B
Q3) Attracting sufficient numbers of appropriately qualified applicants is an example of a staffing outcome goal.
A)True
B)False
Answer: False
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3
Chapter 2: Business and Staffing Strategies
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Sample Questions
Q1) Higher performers that are productive within a company can
A)Generate a greater amount of business
B)Create new products
C.Recruit new employees
D.Create a new strategy
Answer: A
Q2) Hiring people who are learning-oriented,and who have good networking skills would support a ________ competitive advantage.
A)product leadership
B)operational excellence
C)customer intimacy
D)training and development
Answer: C
Q3) Which of the following is compromised when retaining workers?
A)creating a more loyal and committed workforce
B)creating a workforce that has a better understanding of the company's processes
C)decreasing staffing costs
D)a regular infusion of new ideas and perspectives
Answer: D
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Page 4
Chapter 3: The Legal Context
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Q1) "All men are strong" is an example of which type of bias?
A)like-me bias
B)stereotyping
C)prejudice
D)ignorance
Answer: B
Q2) Seasonal employees are employees hired to work only during a particular part of the year.
A)True
B)False
Answer: True
Q3) 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
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Q1) In a deductive job analysis,the job duties and sometimes even the work tasks have already been determined.
A)True
B)False
Q2) The critical incidents technique of job analysis is a method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job.
A)True
B)False
Q3) Competency modeling is a job analysis method that identifies the worker competencies necessary for high performance.
A)True
B)False
Q4) Formal job descriptions are best for young organizations that need flexible employees.
A)True B)False
Q5) What is a job rewards analysis and how is it used in staffing?
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Chapter 5: Forecasting and Planning
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Sample Questions
Q1) Compare and contrast workload-driven forecasting and staffing efficiency-driven forecasting.
Q2) After the gaps between the firm's labor supply and labor demand are identified,a firm should:
A)develop and implement action plans.
B)conduct a workforce analysis.
C)identify its business strategy.
D)articulate its talent philosophy and strategic staffing decisions.
Q3) A Japanese company that makes electronic watches exports 90 percent of its products to the United States.Which of the following will happen if the dollar strengthens against the Japanese Yen?
A)The company's watches will become less expensive in the US.
B)The purchasing power of US consumers will decline.
C)The company will have to reduce its number of employees.
D)The company will export lesser number of watches to the US.
Q4) Identify the primary limitation of all forecasting techniques.
A)They are qualitative in nature.
B)They tend to give biased estimates.
C)They rely on managerial intuition and judgment.
D)They rely on historical patterns and activity levels.
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Chapter 6: Sourcing: Identifying Recruits
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Q1) Passive job seekers can be easy to find as they are constantly on the lookout for a better opportunity.
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) Which of the following external recruiting sources is useful for finding semi-passive and passive job seekers?
A)walk-ins
B)military transition services
C)online job boards
D)internet data mining
Q4) Publicizing open jobs to employees is known as ________.
A)employee development
B)succession planning
C)external job posting
D)internal job posting
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Chapter 7: Recruiting
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Sample Questions
Q1) Recruiters are seen as setting the standard for talent for the company.
A)True
B)False
Q2) Peter will not take a job that offers a salary below $45,000 per annum but is flexible on where the job is located.For Peter,pay is a ________.
A)non-compensatory screening factor
B)bona fide occupational qualification
C)terminal decision point
D)compromise factor
Q3) Distributive fairness is the perceived fairness of the hiring or promotion outcome.
A)True
B)False
Q4) Having recruiters evaluate candidates for their fit with several different positions is an example of ________.
A)interpersonal skills
B)applicant attraction
C)multiple assessments
D)workforce development
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Chapter 8: Measurement
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Q1) Asking all job candidates questions from the same interview schedule in the same way is an example of ________.
A)validity
B)correlation
C)reliability
D)standardization
Q2) Assessing whether two interviewers rate the same candidate's interview the same is an example of test-retest reliability.
A)True
B)False
Q3) What would the median of the following distribution be 2,3,3,3,3,4,5,6,7,8,8?
A)3
B)4
C)5
D)6
Q4) Which of the following refers to the spread of the data around the midpoint?
A)variability
B)validity
C)coefficient
D)regression
10
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Chapter 9: Assessing External Candidates
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Sample Questions
Q1) Which of the following is true about integrity tests?
A)Integrity tests often result in adverse impact.
B)Integrity tests are,by definition,measures of cognitive ability.
C)Integrity tests have the ability to overcome the problem of faking.
D)Integrity tests usually take the form of oral interviews.
Q2) What is a "contingent" assessment method? Give an example and describe when contingent assessment methods should be used.
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) Job seekers often rate ________ as the most job-related selection procedure.
A)interviews
B)aptitude tests
C)job simulation
D)personality inventories
Q5) Compare and contrast structured and unstructured interviews.
Q6) How does a biodata differ from a résumé and cover letter?
Page 11
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Chapter 10: Assessing Internal Candidates
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Q1) 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.
Q2) ________ is(are)used to reenergize employees and give them the opportunity to develop skills and pursue other interests via workshops,formal classes,or travel.
A)Job rotation
B)Skills assessment
C)Peer reviews
D)Sabbaticals
Q3) More and richer information is usually available about external rather than internal job candidates.
A)True
B)False
Q4) Due to union contracts or company policies,some organizations promote employees because of seniority.
A)True
B)False
Q5) How can internal assessment enhance a firm's strategic capabilities?
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Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) If a hiring manager mistakenly offers a job candidate a salary higher than what the firm had authorized the manger to offer,the salary offer is not legally binding.
A)True
B)False
Q2) List and describe two ways of combining candidates' scores on multiple assessments and discuss when each is most appropriate to use.
Q3) When different assessments are made using different scales,before they can be combined the raw scores must be ________.
A)standardized
B)normalized
C)unit weighted
D)rationally weighted
Q4) Rejecting a candidate severely at the end of a long hiring process results in ________.
A)reneging
B)negative spillover effects
C)competitive disadvantage
D)restrictive covenants
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13
Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) Investiture socialization programs try to strip away new hires' personal characteristics.
A)True
B)False
Q2) Attrition occurs when a company hires fewer new employees.
A)True
B)False
Q3) Which of the following is true of voluntary turnover?
A)It occurs especially if employees' job duties are well-defined.
B)It has been proven that average performers are most likely to quit.
C)It reduces when the economy is good and vice versa.
D)It can be reduced by giving new hires a realistic job preview.
Q4) Moving employees to other parts of the company or to other jobs the company needs filled to match its workforce with its talent needs is ________.
A)socialization
B)workforce redeployment
C)mobility barriers
D)golden handcuffs
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) The average time to start is a short-term staffing metric.
A)True
B)False
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) Which of the following is a data-driven quality initiative and methodology that uses statistical analysis to measure and improve business processes and their outcomes to near perfection?
A)key performance indicator analysis
B)digital staffing dashboard
C)Six Sigma
D)balanced staffing scorecard
Q4) The balanced scorecard includes strategic,operational,financial,and customer-related goals.
A)True
B)False
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