Strategic Staffing
Study Guide Questions
Course Introduction
Strategic Staffing explores the processes and best practices related to the recruitment, selection, placement, and retention of employees in alignment with organizational goals. The course examines workforce planning, job analysis, employer branding, internal and external sourcing, assessment methods, and the legal and ethical considerations impacting staffing decisions. Through case studies and practical exercises, students will learn how to develop and implement staffing strategies that support organizational effectiveness and adapt to changing labor market conditions.
Recommended Textbook
Strategic Staffing 2nd Edition by Jean
M. Phillips
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653 Flashcards
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Chapter 1: Strategic Staffing
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Sample Questions
Q1) Deployment involves ________.
A) assigning talent to appropriate jobs and roles in the organization
B) negotiating an employment contract
C) getting new hires up to speed and productive on their job
D) getting a job requisition approved
Answer: A
Q2) Recruiting large numbers of applicants is always the best way to ensure quality hires.
A)True
B)False
Answer: False
Q3) Locating qualified individuals and labor markets from which to recruit is ________.
A) recruiting
B) staffing
C) deployment
D) sourcing
Answer: D
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Page 3
Chapter 2: Business and Staffing Strategies
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Sample Questions
Q1) When a firm has a superior level of cooperation and innovation among its research team that allows it to design a new product two days faster than its competitors it has created a ________.
A) human capital advantage
B) talent maximization strategy
C) human resource strategy
D) human process advantage
Answer: D
Q2) According to the resource-based view of the firm,in order to create value,staffing practices must ________.
A) imitate the practices followed by competitors
B) enhance the differentiation of the firm's products
C) rapidly create new products or services
D) maximize the number of applicants who are hired
Answer: B
Q3) An internal talent focus requires a firm to invest in employee training and development.
A)True
B)False Answer: True
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Chapter 3: The Legal Context
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Sample Questions
Q1) Which of the following is true for employment contracts?
A) To be enforceable, an employment contract must be in writing.
B) An oral contract is implicit, while a written contract is explicit.
C) They give employees the upper hand in the employment relationship.
D) An implicit contract is not specified in a written or verbal contract.
Answer: D
Q2) When Mary hires someone because they share the same interests,which of the following has occurred?
A) stereotyping
B) like-me bias
C) prejudice
D) hiring manager bias
Answer: B
Q3) Department store BigTen refused to hire Max because of his religion.The store is in violation of ________.
A) the WARN Act
B) the USERRA of 1994
C) Title VII of the Civil Rights Act of 1964
D) the VEVRAA Act of 1974
Answer: C
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Sample Questions
Q1) Define the three criteria for employee value propositions: magnitude,mix,and distinctiveness.
Q2) A formal group or cluster of tasks is a ________.
A) job analysis
B) job family
C) person specification
D) job
Q3) Compare and contrast three different job analysis methods on the basis of their advantages and disadvantages.
Q4) A job analysis ________.
A) establishes hiring quotas for different protected groups
B) ensures that equal numbers of all protected groups are in a firm's workforce
C) determines a job's entry requirements
D) is generated by an affirmative action plan
Q5) Desirable criteria are those that may enhance the new hire's job performance,but are not essential to adequate job performance.
A)True
B)False
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) Which of the following is true of transition analysis?
A) It can account for multiple moves.
B) It assumes that all employees in a job have an equal probability of movement.
C) It is a qualitative technique.
D) It does not rely on historical patterns and activity levels.
Q2) If new competitors enter an industry,customers will have greater product choices,which will tend to dilute the demand for any one company's products or services.
A)True
B)False
Q3) Early retirement programs are a common way of dealing with temporary employee surpluses.
A)True
B)False
Q4) Hiring yield refers to:
A) the proportion of hires coming through a particular recruiter.
B) the return on investment from one additional hire.
C) the percent of applicants ultimately hired.
D) the proportion of applicants moving from one stage of the hiring process to the next.
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Chapter 6: Sourcing: Identifying Recruits
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Sample Questions
Q1) Which of the following recruitment strategies can reduce the possibility of overlooking qualified internal talent?
A) employee development
B) talent inventories
C) internal job posting systems
D) employee referrals
Q2) Which of the following recruitment strategies can help an organization reduce labor costs and improve customer service together with pursuing top talent?
A) resume databases
B) offshoring
C) observation
D) trade fairs
Q3) Passive job seekers can be easy to find as they are constantly on the lookout for a better opportunity.
A)True
B)False
Q4) Job fairs are best for finding passive job seekers.
A)True
B)False
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Chapter 7: Recruiting
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Sample Questions
Q1) Which of the following recruiting metric gives the number of employees who voluntarily quit within their first year?
A) turnover rate in the company
B) new recruit efficiency
C) new hire satisfaction
D) new hire failure rate
Q2) What is an organization's employer image and why is it relevant to staffing?
Q3) ________ has (have)been used in some cases to counter inaccurate employer images.
A) Salting
B) Realistic job previews
C) Employer branding
D) Recruiter knowledge
Q4) Becoming an employer of choice may increase the number of unqualified or inappropriate applicants.
A)True
B)False
Q5) Spillover effects can be either positive or negative in nature.
A)True
B)False
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Chapter 8: Measurement
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Sample Questions
Q1) Which of the following is true of a z score of -3.2 in a distribution?
A) The score lies above the mean of the distribution.
B) Performance is lower than the group average.
C) The score is above the 50th percentile.
D) Several people scored below this score.
Q2) Which of the following is true of a distribution with positive skew?
A) The scores will mostly be in the negative end of the distribution.
B) The mode falls between the mean and the median.
C) The mode would be shifted to the right of the distribution.
D) The mean would be to the left of the distribution.
Q3) When are the mean,median,and mode like to be at the same point in a distribution of scores?
A) when the sampling error is high
B) when the distribution is positively skewed
C) when the distribution is negatively skewed
D) when the distribution is a normal curve
Q4) What is the difference between predictive and criterion data and how is each used?
Q5) What are reliability and validity,and why do they matter in staffing?
Q6) What are norm- and criterion-referenced measures and when is each appropriate?
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Chapter 9: Assessing External Candidates
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Sample Questions
Q1) Which of the following is a type of cognitive ability test?
A) mathematical reasoning
B) sensory skills
C) psychomotor skills
D) integrity tests
Q2) Contingent assessments are used when ________.
A) there are too many candidates and too few jobs
B) the firm has identified whom it wants to hire
C) there are too few qualified candidates per job
D) the firm is narrowing down candidates for a post
Q3) Liking one's job but not liking the company one works for reflects poor person-group fit.
A)True
B)False
Q4) Banding is used to ________.
A) reduce adverse impact
B) increase the validity of an assessment method
C) improve the accuracy of an assessment method
D) replace cognitive ability tests
Q5) Compare and contrast structured and unstructured interviews.
Page 11
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Chapter 10: Assessing Internal Candidates
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Sample Questions
Q1) Which of the following would be required to provide critical skills to employees that might be needed in the future?
A) competition
B) promotion
C) evaluation
D) training
Q2) Multisource assessments involve the employee's supervisor as well as other sources that are familiar with an employee's job performance.
A)True
B)False
Q3) A clinical assessment puts job candidates through a series of simulations and exercises that reflect the typical challenges of the job.
A)True
B)False
Q4) More and richer information is usually available about external rather than internal job candidates.
A)True
B)False
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Page 12
Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) Which of the following,if true,would make a firm keep cut scores low?
A) The company is following an innovation strategy.
B) The company is following a cost-leadership strategy.
C) The company wants to maintain its competitive advantages.
D) The company wants to hire top talent in the field.
Q2) Backing out of an employment contract after the job offer is accepted is called ________.
A) rejection
B) prima facie evidence
C) reneging
D) renegotiating
Q3) If an applicant is not hired because the applicant has previously claimed overtime which they were owed,they are likely to be covered under the ________.
A) Family and Medical Leave Act
B) Fair Labor Standards Act
C) National Labor Relations Act
D) Equal Pay Act
Q4) What is reneging and what should an organization do when it has to renege on a job offer?
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Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) In which of the following cases is asking employees to take a leave without pay a good idea?
A) The company is planning to expand its operations.
B) The company is relocating abroad and needs foreign workers.
C) The company needs to cut down costs for a specific period.
D) The company has decided to conduct mass downsizing.
Q2) Asking a departing employee why he or she is leaving the firm is a(n)________.
A) unstructured interview
B) structured interview
C) behavioral interview
D) exit interview
Q3) The first stage of the socialization process is ________.
A) settling in
B) anticipatory
C) encounter
D) expectation
Q4) Orientation provides employees with the knowledge and skills they need to do their jobs.
A)True
B)False
Page 14
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Chapter 13: Staffing System Evaluation and Technology
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Sample Questions
Q1) What is the difference between direct and indirect staffing costs? Provide two examples of each.
Q2) The ________ reflects whether the company hired the people it set out to as defined by hiring manager's predetermined job performance requirements.
A) cost per hire
B) quality of hire
C) value of top performers
D) return investment
Q3) Software that allows you to maintain a database of both candidates and job information to facilitate finding matches between openings and candidates is a(n)________.
A) applicant tracking system
B) resume screening application
C) balanced staffing scorecard
D) digital staffing dashboard
Q4) Evaluating whether the hiring experience and speed are acceptable to candidates is an example of an evaluation of staffing effectiveness.
A)True
B)False
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