Course Questions Flashcards
What is Workforce Planning?
The HR function that implements training and development
The HR function that works with employee relations
The HR function that links workforce strategies with the goals of the organization
The HR function that organizes the salaries and benefits of the organization
Correct Answer: The HR function that links workforce strategies with the goals of the organization
Workforce Planning is the HR function that links workforce strategies with the strategic goals and objectives of the organization.
Which of the following is least likely to be a component of environmental scanning?
Legal changes
Social and cultural changes
Labor supply
Patents
Correct Answer: Patents
Environmental scanning is a long-range planning function. Typically, an organization is identifying labor trends, social/demographic trends, or legal trends that may impact it’s ability to engage in workforce planning.
What does short-range business planning involve?
An environmental scanning
Formulating the specific organizational goals to be achieved within two to five years
Identifying what the organization is about and what it expects to do
Developing performance goals and annual operating plans
Correct Answer: Developing performance goals and annual operating plans
Short-range business planning typically involves developing performance goals or annual operating plans. Most organizations use some form of short-term business planning, even if they do not have elaborate long-range goals.
True or False: Hiring new employees is always the best method to obtain additional labor when workforce planning indicates a need.
False
True
Correct Answer: False
False: When workforce planning indicates the need for additional labor, organizations have a number of choices to make. This may be the first step in a full-scale recruitment and selection process, but sometimes hiring new employees is not the best method to obtain additional labor. Costs of recruitment can be great, so this should only be used if there is a long-term need for additional labor. Other options are hiring part-time labor or overtime for existing employees.
What is the purpose of workforce planning?
To identify future needs of the organization
To identify past policies of the organization
To identify past needs of the organization
To identify current policies of the organization
Correct Answer: To identify future needs of the organization
The purpose of workforce planning is to understand, develop, and align an organization’s workforce with its strategic goals. Because workforce planning projects future human capital needs and determines how to strategically fill those needs, workforce planning is often referred to as HR planning, succession planning, human capital planning, and/or talent management.
Which of the following is least likely to be a reason to engage in workforce planning?
To assess the organization’s devotion to providing opportunities for minorities and women
To maximize marketability of the organization’s products and services
Help the organization anticipate a shortage or surplus with respect to employees
To help the organization better plan for employee development opportunities
Correct Answer: To maximize marketability of the organization’s products and services
The marketability of products and services would most likely fall on the marketing department, rather than HR.
Human Resource Information Systems can help who?
The organization
The organization as well as the individual employees
The employees
The Human Resource Department
Correct Answer: The organization as well as the individual employees
Through Human Resource Informations Systems, organizations can easily access employee job preferences, work experiences, job histories, and performance evaluations. This in turn can be used to facilitate the purposes of workforce planning in the interests of the individual as well as the organization.
Why would publicizing information related to a specific employee’s promotion potential lead to less valid opinions regarding promotion material?
Promotions are objective so there is no indication the public information and opinions would be any less valid than private information and opinions
The organization may be weary of the legal ramifications
It can be very difficult to gauge which employee should be promoted
Supervisors may be hesitant to make public, negative evaluations that harm careers of their subordinates
Correct Answer: Supervisors may be hesitant to make public, negative evaluations that harm careers of their subordinates
See discussion under Performance Evaluations
What type of forecasting asks experts to estimate the future?
Unit Demand
Trend analysis
Delphi technique
“Bottom up” method
Correct Answer: Delphi technique
With a Delphi technique, experts are surveyed via interviews or questionnaires to provide their best estimate of future events or conditions.
When looking at workforce planning, the gap analysis is evaluating what?
The difference between compensation being offered and the compensation desired by employees
The difference between actual profits and projected profits
The difference between the current number of employees and the future number of employees desired
The difference between where the company is at in terms of complying with laws and where it needs to be
Correct Answer: The difference between the current number of employees and the future number of employees desired
After supply and demand are evaluated, a gap analysis occurs. In a gap analysis, HR determines the “gap” between the current and desired future state of employees. This gap can exist in terms of number of employees (needed vs. desired) and in terms of skills and abilities (needed vs. desired).
How does Job Analysis help HR in workforce planning?
Helps HR understand job descriptions and specifications within the firm
Helps determine staffing needs
Helps forecast shortages in the labor force
Helps support career management programs to retain employees
Correct Answer: Helps HR understand job descriptions and specifications within the firm
In order to be engaged in workforce planning, HR professionals must understand job descriptions and specifications within the firm, and then adapt workforce planning processes that are aligned with those descriptions and specifications. Job analysis is what produces those job descriptions and specifications.
When forecasting HR needs, which of the following questions is least likely to be asked?
What knowledge, skills, and abilities do employees need?
What rewards are needed to encourage proper employee behavior?
How do we measure the success of our latest product/service?
What are the organization’s strengths?
Correct Answer: How do we measure the success of our latest product/service?
See the “Forecasting” section for a list of questions that HR should ask internal measures when forecasting human resource needs.
How does workforce planning help training and development in an organization?
It forecasts areas where obsolescence may occur
It helps retain valued employees
It helps understand the current job openings
It forecasts how many workers will be needed
Correct Answer: It forecasts areas where obsolescence may occur
Workforce planning helps the organization forecast shortages in the labor force and also areas where obsolescence may occur. This helps the organization train its employees and ensure that they possess the latest skills.
True or False: Workforce planning helps forecast staffing needs of the organization and therefore influences the recruitment process.
True
False
Correct Answer: True
Effective workforce planning helps determine the staffing needs of the organization. In conjunction with job analysis, workforce planning indicates how many and what types of people the organization needs to recruit. Recruitment influences the pool of available job applicants, which in turn, influences the needs for selection and placement. Thus, workforce planning can be viewed as a major input into an organization’s staffing function.
True or False: Although workforce planning helps to recruit and train new and future employees, it does little to help retain those that are already in the organization.
True
False
Correct Answer: False
Effective workforce planning supports career management programs within the organization and helps retain valued employees. Furthermore, effective workforce planning reduces employee turnover and absenteeism.
What is a way to help overcome line managers not supporting workforce planning activities?
Include them in the design
Give them bonuses
Hire younger line managers
Change line managers that don’t support the activities
Correct Answer: Include them in the design
A common roadblock to effective workforce planning is the fact that there is often a lack of support and involvement from line managers. Failure to involve line managers in the design, development, and implementation of workforce planning is a common oversight for many HR professionals.
True or False: Workforce planning focuses mainly on the internal factors of the organization.
False
True
Correct Answer: False
Workforce planning must include the entire external environment that will shape the workforce as well as the internal environment. Workforce planning must be concerned with the whole picture.
Which of the following is NOT a key roadblock to developing and achieving an effective workforce plan?
Difficulty finding external supply to fit the demand
Lack of support from line managers
Lack of support from top-management
Difficulty integrating HR activities that are needed
Correct Answer: Difficulty finding external supply to fit the demand
The three key roadblocks to developing an effective workforce plan are the lack of top-management support, difficulty in integrating all HR activities that are needed to make workforce planning effective and a lack of support and involvement from line managers. Finding a solution to having a difficulty in finding external supply to fit the demand of the organization would be part of the workforce plan, not a roadblock to it.
All of the following are environmental factors that are affecting the available labor market, EXCEPT…
Government regulations
Technological advances
More dual career couples
Younger Labor force
Correct Answer: Younger Labor force
The labor force is actually aging. Workforce planning assesses the environment factors that affect the available labor market such as: the aging of the labor force, fewer available workers between the ages of 16 and 24, more dual career couples, more working women with young children, more working people with older parents to care for, technological advances, and government regulations.
True or False: The value toward work now is that workers want jobs that are challenging.
True
False
Correct Answer: True
Values toward work are changing. While people still value work, the type of work that interests them is continually changing. For the most part, workers today want jobs that provide a challenge and jobs in which they have the freedom and support to make decisions that they feel will help the organization reach its strategic goals and objectives.
True or False: Workforce planning should not work alone, but should be linked to the organization’s strategy.
False
True
Correct Answer: True
Linkage between workforce planning and strategy is vital because it fosters HR strategies that parallel and support the firm’s business plans. Employee characteristics and HR policies vary depending on the organization’s strategy.
What are workforce characteristics?
The number of positions distributed at each level of the firm
The number of individuals distributed across the organization
The necessary abilities that employees must have for their specific job
The occurrence of an employee ability within the organization
Correct Answer: The necessary abilities that employees must have for their specific job
Workforce characteristics are those integral characteristics of the workforce that are necessary for organizational success, which can be influenced by human resource management policy decisions. Examples of workforce characteristics can include any of the knowledge, skills, or abilities that employees must have to perform their job correctly.
True or False: The distribution of workforce characteristics refers to the knowledge and skills necessary for a specific position.
True
False
Correct Answer: False
The distribution of workforce characteristics describes the occurrence of an employee characteristic within the organization. The knowledge and skills necessary are the actual workforce characteristics, not the distribution of them.
Which of the following is NOT included in the effective model for recruiting described in this section?
Reaching any individual
Evaluating the recruitment process
Determining who should be involved in recruitment
Planning interviews for potential employees
Correct Answer: Reaching any individual
Included in the effective model for the recruitment process is:
- Determining which individuals to recruit
- Finding talented individuals
- Reaching talented individuals
- When to recruit
- Determining who should be involved in recruitment
- Attracting talented individuals
- Planning interviews for potential employees
- Managing the recruitment process
- Evaluating the recruitment process
You don’t want to reach “any” individual - you want to reach the specific individuals that you want to have apply. If you reach “any” individual, then the types of individuals applying may not be the ones that you want and this will cause you to have more work and spend more time and money on the recruitment process.
How do economic conditions affect an organization’s ability to attract and retain top-level employees?
In a weak economy, you must compete with other employers for a limited number of skilled employees.
In a strong economy, competition for similar employees increases.
In a weak economy, you may have to increase salaries or incentives to make a job more attractive.
In a strong economy, there will probably be a larger pool of applicants than in a weak economy.
Correct Answer: In a strong economy, competition for similar employees increases.
When the economy is strong, your organization may have to compete with other employers and may require increased compensation or benefit incentives to attract quality applicants. The unemployment rate is likely to be low in a strong economy.
Which of the following is NOT an advantage of internal recruiting?
Internal recruiting helps bring in new ideas and perspectives.
Applicants are already familiar with the company culture.
Applicants often require less training and need no orientation.
Internal recruiting helps organizational morale.
Correct Answer: Internal recruiting helps bring in new ideas and perspectives.
Internal recruiting can save organizations substantial time, money, and resources. The applicants often require less training and need no orientation. Internal applicants are already familiar with the culture and better understand what is expected of them. Internal recruiting can increase organizational morale and make employees feel valued. External recruiting is what brings in people with new ideas and perspectives.
True or false: internal recruiting usually works very well for organizations that are growing rapidly and have a large demand for high-talent professionals.
False
True
Correct Answer: False
As valuable as internal recruiting is, internal recruiting does not always produce enough qualified job applicants. This is especially true for organizations that are growing rapidly or that have a large demand for high-talent professional, skilled, and managerial employees. As a result, organizations must often recruit from external sources.
Which of the following is NOT a method used to gather job analysis information?
Observations
Interviews
Employee Recordings
Employee Problems
Correct Answer: Employee Problems
Various methods can be used to gather job analysis information, including observations, interviews, questionnaires, and employee recordings.
True or False: job analysis and competency models are used to discipline employees.
True
False
Correct Answer: True
Job analysis information is used in human resource planning, recruiting, selection, orientation, compensation, training, discipline, safety, job redesign, and legal protection. In disciplinary matters, a job analysis is used to identify standards of acceptable performance that employees are expected to achieve.
What is a job analysis?
It focuses on how much money the jobholder should be paid for performing a job.
It focuses on what the jobholder does and the knowledge, skills, and abilities needed to do it.
It is the process of determining the specific competencies associated with being a high performer in a particular occupation.
It identifies the essential functions of the job.
Correct Answer: It focuses on what the jobholder does and the knowledge, skills, and abilities needed to do it.
Job analysis involves the study of jobs within an organization. It consists of analyzing the activities that an employee performs; the tools, equipment, and work aids that the employee uses; and the working conditions under which the activities are performed. Job analyses focus on what the jobholder does and the knowledge, skills, and abilities needed to do it.
What is the difference between job analysis and a competency model?
Competency models work across particular industries to help the external workforce know the general competencies needed for a specific type of career.
Job analysis works on a broad scale, looking at whole industries and not single organizations.
Competency models work only with a specific job in a specific company or organization.
Job analysis helps businesses compare themselves to the external workforce and other organizations.
Correct Answer: Competency models work across particular industries to help the external workforce know the general competencies needed for a specific type of career.
Competency models serve many of the same purposes within organizations as job analysis, but they also provide valuable benefits to the external workforce. Since competencies enable employees to achieve results, they need to be aligned with business objectives to help foster an organization’s success.
True or False: A job analysis first shows what employees should do and helps organizations systematically select the right individuals for the job.
False
True
Correct Answer: True
A job analysis does important things for organizations–first, it says what employees should do.
True or false: the two commonly raised concerns about hiring seniors, absenteeism and higher medical costs, have been found to be accurate.
Correct Answer: False
Seniors often exhibit lower absenteeism than their younger counterparts. Although seniors may place a priority on health care benefits, they typically are not any more expensive, in terms of health care costs, than other workers.
What does self-insight mean?
Understanding co-workers and how they function
Understanding what an organization is like
Understanding one’s own talents
Understanding where one’s job fits within a company
Correct Answer: Understanding one’s own talents
Self-insight refers to one’s understanding regarding one’s own talents. Organizations should strive to recruit individuals with excellent self-insight.
When the unemployment rate in your location is low and you are having a hard time filling positions, what is one way you could recruit?
Look to other cities that have a low unemployment rate
Look to other cities that have a strong labor market
Look to other cities that have a soft labor market
Look to other cities that have high competition for workers
Correct Answer: Look to other cities that have a soft labor market
If the labor market is strong and unemployment is low in the city in which the organization is located (leading to high competition for workers), an organization may attempt to recruit workers from labor markets that are soft and unemployment is higher (thereby decreasing the competition for workers).
Who should be involved in establishing recruitment objectives for an organization?
HR personnel
Managers
Job incumbents
HR, managers, and job incumbents should all give input
Correct Answer: HR, managers, and job incumbents should all give input
The step of establishing recruitment objectives should be undertaken by many individuals working within the organizations. For instance, HR, managers, and job incumbents should all give input regarding the recruitment objectives. By obtaining information from many individuals and departments, HR puts itself in the best position to recruit talented individuals.
What does position insight mean?
Understanding what a specific job requires
Understanding what an organization is like
Understanding one’s own talents and interests
Understanding who the supervisors and managers are at an organization
Correct Answer: Understanding what a specific job requires
Position-insight refers to one’s understanding regarding the duties and responsibilities of the position for which he or she is being recruited. Organizations should strive to recruit individuals who possess excellent position-insight.
Why are employee referrals so effective?
Current employees value their reputation and so will refer only those they think will make good employees
Current employees will only talk about positive things about a job so that it seems better than it may actually be
Current employees will create cliques within an organization
Nepotism will occur within an organization, which creates a feeling of equality
Correct Answer: Current employees value their reputation and so will refer only those they think will make good employees
Employees are among the most common and useful recruitment methods used by organizations because they are concerned with their reputation and thus refer individuals they believe would be good employees. Current employees can give realistic job descriptions so applicants will have more realistic expectations, and current employees often mentor and stay involved with new hires. Two drawbacks to employee referrals are that it can create cliques (which can cause some individuals to feel excluded), and also that it may give rise to nepotistic hiring practices (favoritism shown to friends and family). This can create feelings of inequality.
True or false: you should pilot-test your website before making it available to the public.
Correct Answer: True
Organizations should pilot-test websites often to make sure they are in proper working order.
What major recruitment method used to be considered somewhat unprofessional but is now used by the majority of companies in the US?
Social Networks
A sign in front of the building
Advertising on the company vehicle
Radio advertising
Correct Answer: Social Networks
Although social media was initially perceived as less professional than many recruiters felt comfortable using, many have found that such sites can effectively advertise job openings.
True or false: using only web-based hiring methods can have an adverse impact on minority job applicants.
Correct Answer: True
Offering only web-based options for job applications may have an adverse impact on minorities, who may be less likely to have convenient or reliable access to the Internet. In a study, the non-minority group was much more likely to apply using the web than the minority group.
Which of the following statements is FALSE?
Diverse workforces help an organization to be more responsive to customer needs
Fostering a diverse workforce helps a company abstain from legal battles
Diverse workforces are typically more creative and innovative
It does not take specific recruitment strategies to develop a diverse workforce
Correct Answer: It does not take specific recruitment strategies to develop a diverse workforce
To develop a diverse workforce, an organization must develop a recruitment strategy that will generate interest and applications from a diverse array of individuals. It does not just happen. A diverse workforce also helps companies abstain from legal battles, and they are typically more creative, innovative and responsive to customer needs.
What is a phantom applicant?
An applicant that applies for a job they are not qualified for
A person who applies for and is hired for a job
A person hired to apply for a job in order to get information about the application process
An applicant that applies for a job they are overqualified for
Correct Answer: A person hired to apply for a job in order to get information about the application process
Organizations may enlist the help of a “phantom applicant”; one who applied for the job solely to gain information on the application process itself.
What is the last step you should complete according to the model of the recruitment process discussed here?
Carry Out Recruitment Activities
Establish Recruitment Objectives
Develop a Recruitment Strategy
Evaluate Recruitment Results
Correct Answer: Evaluate Recruitment Results
Evaluation should always happen after the implementation of a process so that the organization can determine the effectiveness of the process.
True or false: by evaluating a recruitment strategy, an organization can make changes that will increase the chances of meeting the strategy’s objectives.
Correct Answer: True
To determine the effectiveness of the recruitment strategy, organizations should continually evaluate if the recruitment strategy is meeting the pre-defined, desired recruitment objectives. By doing so, organizations can be aware of necessary changes that need to be made to increase the chances that objectives are met.
All of the following happen when specific information is included in the recruitment message EXCEPT…
Increases in the pool of applicants who want specific information
More realistic expectations for new hires
Discouraging applicants who shouldn’t be applying in the first place
Increases in the pool of applicants that do not want specific information
Correct Answer: Increases in the pool of applicants that do not want specific information
Specific information can deter applicants who should not apply from applying, can increase the applicant pool if individuals desire the specific information, and can also provide realistic expectations regarding the job and what it’s like to work for the company.
What does RJP mean?
Radical Job Program
Realistic Job Preview
Restorative Job Project
Remote Job Processing
Correct Answer: Realistic Job Preview
RJP in recruiting means Realistic Job Preview
All of the following are consequences of providing an honest recruitment message EXCEPT…
Applicants are more likely to trust the organization as a whole
Applicants are more likely to leave the job
Applicants are more likely to enjoy the job
Applicants are more likely to stay in the job
Correct Answer: Applicants are more likely to leave the job
The more honest the message is, the more realistic expectations applicants have before obtaining the job and the more likely they will be to trust the organization as a whole. When individuals have realistic job expectations, they are likely to stay in the job and enjoy the job
True or false: the recruitment message can affect the retention ratio for new hires.
True
False
Correct Answer: True
The recruitment message can affect the retention ratio of new hires because if the message is honest and realistic, those that enter the job will have a realistic view of the job and those that didn’t want those attributes in the job will have been deterred from applying in the first place.
Which of the following is NOT necessary for a recruitment message to have an impact on prospective applicants?
A meaningful message to targeted individuals
A completely positive message
A specific message
An honest representation of the organization
Correct Answer: A completely positive message
The recruitment message should be meaningful to the targeted individuals, specific, and honestly represent the organization. If the message is completely positive, then some applicants that enter the job and find out about the negatives of the job may have a higher turnover rate than if they would have known the realities of the job in the first place.
True or False: When an applicant thinks he has a greater chance of getting the position, he is more likely to apply.
Correct Answer: True
Besides duties, promotions, and salaries, organizations should also be honest about the likelihood an applicant will receive the job. When individuals perceive a greater chance of obtaining the job, they are more likely to apply to the job, and vice versa.
True or False: It is a good idea to discuss what an organization is like in addition to the particulars of a position during the recruitment process.
Correct Answer: True
At the onset of the recruitment process, applicants typically possess little information regarding the organization. Thus, characteristics other than the position may influence the extent to which they apply for a job.
To attract the attention of targeted individuals, organizations should…
A - Reach out to a competitor’s employees in secret
B - Look at what they have done well in the past
C - Look at what competitors have done successfully in the recruitment process
D - B and C
Correct Answer: D - B and C
Organizations should look at successful recruiting campaigns of the past, regardless of if the efforts were internal or external to the organization. Companies should also mimic what successful competitors do in their recruitment methods.
Which of the following is NOT something a recruiter should do when working with applicants?
Be aware that they (the recruiters) have a big impact on whether an applicant completes the recruiting process
Be receptive
Take a while to respond to applicant inquiries until only those who truly persevere are left
Respond quickly to applicants so they do not withdraw from the application process
Correct Answer: Take a while to respond to applicant inquiries until only those who truly persevere are left
Recruiters should be aware that they have a great impact on whether the applicant may withdraw from the recruitment process. Recruiters should be receptive and respond in a timely manner to applicant inquiries. If recruiters take too long responding to applicant inquiries, the applicant may form an impression (whether correctly or incorrectly) that the organization does not desire to select them for the open position or that they are a backup choice.
True or False: An applicant’s opinion of a position and an organization do not change throughout the application process.
Correct Answer: False
At each stage of the recruitment process, an applicant is influenced by a number of characteristics regarding the job and the organization. Their opinions regarding the job and organization can change over time as new information is gained.
Where is the first place an organization should look when it has a job opening?
Within its own organization
Other local competing companies
The local Job Service Center
Employee referrals
Correct Answer: Within its own organization
When job vacancies exist, the first place an organization should look for replacements is within itself.
Which is an oft-overlooked source of new employees?
Employee referrals
Former employees
Employees of competing organizations
Current employees
Correct Answer: Former employees
A frequently overlooked source of new employees is the pool of former employees who have been laid off or who have quit. Many employees quit for temporary reasons but would like to be considered for employment at a later date.
True or false: the chances of referral applicants being hired has much to do with the perceived competence of the employee who made the referral.
Correct Answer: True
A referral’s chances of being hired depends in part on the perceived competence of the employee making the referral. Those who were referred by relatively high-performing workers are significantly more likely to receive offers than applicants who learn about the job from other sources. On the other hand, companies are more likely to reject the referrals of low-performing workers at a higher rate than for applicants who come from other recruitment sources.
Which of the following is a reason that a company should not limit their application process to Internet and email only?
It may have adverse impact on minorities
The company may receive an overwhelming number of applicants
It is convenient
It is easy
Correct Answer: It may have adverse impact on minorities
Even with the ease and convenience of web-based job applications, companies should probably not limit their employment application process to Internet and email options only. Offering only web-based options for job applications may have an adverse impact on minorities, who may be less likely to have convenient or reliable access to the Internet.
When using education institutions as a source for applicants, which type of educational institution is usually best for skilled trades and technical positions?
Vocational Schools
High Schools
Colleges
Universities
Correct Answer: Vocational Schools
Educational institutions are excellent sources of young applicants with varying amounts of formal training and relatively little full-time work experience. High schools are excellent sources for jobs that require very little skill such as some blue-collar jobs, clerical, and retail industry jobs. Vocational schools are good for skilled trades and technical positions and colleges and universities are good sources for supervisory, managerial, and professional positions.
True or false: a mistake often made by employers when recruiting is that their notices indicate hiring preferences which is illegal.
Correct Answer: True
Employers often make a variety of serious mistakes in their recruiting practices because their advertisements and notices indicate hiring preferences that are illegal. Unless there is a legitimate BFOQ, employers should avoid all forms of discriminatory recruiting practices.
When does the first stage of talent management begin?
During the first performance appraisal
During training
During recruitment
The first day on the job
Correct Answer: During recruitment
Talent management is a holistic approach to managing the human capital of an organization. The first stage of talent management begins during the recruitment process. Desired applicants must be targeted in order for the latter stages of talent management to be effective.
All of the following are ways smaller organizations go about becoming more visible to desired applicants EXCEPT…
Attend more frequently local career fairs
Highlight the benefits of working for a smaller company
Target individuals with fewer job opportunities
Operate in a more bureaucratic manner during the recruitment process
Correct Answer: Operate in a more bureaucratic manner during the recruitment process
Smaller organizations may face unique obstacles when recruiting individuals for open positions. These organizations may face a more difficult time becoming visible to desired applicants. These smaller organizations go to more local career fairs or develop partnerships with colleges and universities. They may also highlight the benefits of working for a smaller company, operate in a less-bureaucratic manner during the recruitment process, and target individuals with fewer job opportunities.
Have the applicant call on their way to the site visit to get driving/parking directions
Arrange hotel and travel for out-of-town applicants
Be flexible to the applicant’s schedule
Answer questions about the community as well as about the company
Correct Answer: Have the applicant call on their way to the site visit to get driving/parking directions
The site visit is the stage at which the applicant may receive the most realistic information regarding the open job position. HR should consider the following when planning a site visit:
Be flexible to the applicant’s schedule
Send all necessary materials to the applicant prior to the visit (e.g., address, directions, parking information)
Have two or three employees show the applicant the building, or go to lunch
Answer questions about the community, schools, and entertainment as well as about the company
Arrange hotel/travel accommodations for out-of-town applicants.
True or false: even if an organization is targeting recent college graduates, it should probably refrain from stating so in a recruiting advertisement.
Correct Answer: True
This may signal an age preference, which is a protected class.
All of the following are ways that an organization can make the site visit a better experience for the applicant EXCEPT…
What do recruitment metrics help HR do?
Understand the annual gross of the company
Track where candidates come from
Understand the salary of each new recruit
Understand the total cost of employees in a given year
Correct Answer: Track where candidates come from
Recruitment metrics can help HR professionals better track and understand where candidates come from, the time it takes to hire new employees, the financial resources required to hire additional employees, retention rates, acceptance ratios, and gender and diversity rates.
Which of the following is NOT a recruiting metric?
Yield ratio
Benefit cost
Cost per hire
Quality hire measurements
Correct Answer: Benefit cost
Three important recruiting metrics that every HR professional should use include the yield ratio, quality hire measurements, and cost per hire.
What is a common way to measure quality hire?
Measure new hire turnover rates
Measure the benefits cost
Measure the cost of hiring a new employee
Measure how long it takes to fill a position
Correct Answer: Measure new hire turnover rates
Common ways to measure quality hire include manager satisfaction rates and new hire turnover rates. In order to measure quality hire, many organizations will conduct a post hire survey with managers at periodic intervals after the employee is hired. To determine turnover rates, HR professionals simply divide the number of employees who leave a position by the total number of employees in that position.
Which of the recruitment metrics measures the financial effectiveness of recruitment efforts?
Cost per hire
Turnover costs
Recruitment yield ratio
Quality hire measurements
Correct Answer: Cost per hire
The cost per hire ratio (also known as the CPH metric) directly measures the financial effectiveness of recruitment efforts.
Why is it important to know the recruitment yield ratio?
It helps HR understand if their recruitment strategy is reaching the right applicants
It helps HR measure the financial effectiveness of recruitment efforts
It helps HR understand the satisfaction rates of the managers
It helps HR track new hire turnover rates
Correct Answer: It helps HR understand if their recruitment strategy is reaching the right applicants
The recruitment yield ratio helps HR professionals understand if their recruitment strategy is reaching the right applicants and if the organization is recruiting from the most effective sources.
What is one potential problem in using employee referrals to fill all new job openings?
The candidates may not add diversity to the workforce
The candidates will not know the job they are supposed to complete
The candidates will not be qualified
The candidates from employee referrals usually do not have strong position insight
Correct Answer: The candidates may not add diversity to the workforce
A few downfalls to referrals may exist. Relying solely on employee referrals may lead to increases in nepotism. It may also create cliques. Also, since friends and relatives tend to be of the same race and gender as present employees this can create an imbalance in equal employment opportunity and affirmative action goals.
What is a way to portray a recruitment message that may lead some people to not submit an application, but that can help make sure that those who do apply are more qualified for the job?
Have the message be general
Have the message be negative
Have the message be realistic
Have the message be positive
Correct Answer: Have the message be realistic
Specific information can deter applicants who should not apply from applying, but can increase the applicant pool if individuals desire the specific information. When individuals have realistic job expectations, they are likely to stay in the job and enjoy the job.
True or false: people who perceive a greater likelihood of receiving a job offer have greater interest in a job opening.
Correct Answer: True
Organizations should be honest about the likelihood an applicant will receive the job. When individuals perceive a greater chance of obtaining the job, they are more likely to apply to the job, and vice versa.
Which of the following is an advantage of external recruiting?
Applicants are already familiar with the culture of the organization
It brings in new ideas and perspectives
Applicants often require less training
It increases morale and helps employees feel valued
Correct Answer: It brings in new ideas and perspectives
Internal applicants often require less training, need no orientation, are already familiar with the culture and internal recruiting can increase organizational morale and make employees feel valued. Recruiting from the outside (external recruiting) helps bring in people with new ideas and perspectives.
Which of the following statements accurately portrays the effect that the economy has on recruiting?
When the economy is strong, unemployment is usually very high.
When the economy is soft, there is usually a small applicant pool.
When the economy is soft, competition for employees increases.
When the economy is strong, there is usually a smaller applicant pool.
Correct Answer: When the economy is strong, there is usually a smaller applicant pool.
One of the most important factors influencing the extent to which organizations are successful at recruiting talented workers is the overall strength of the economy. When labor markets conditions of the economy are strong, the unemployment rate is usually low, there is a smaller applicant pool, and competition for similar employees increases with other organizations. When the economy and labor market conditions are soft, high levels of unemployment usually occur, there is usually a large pool of applicants, and organizations usually may need to devote more time and resources to determine the correct applicant for the job.
Which of the following methods of job analysis is quantitative?
Observations
Employee recordings
Questionnaires
Interviews
Correct Answer: Questionnaires
One of the major advantages to using questionnaires as a method for job analysis is that the information garnered is quantitative in nature and can be easily updated as jobs change. Other methods are interviews, which can be particularly valuable for professional and technical jobs that mainly involve thinking and problem solving. Also observations can be used, although this may create an unrealistic situation since employees may behave differently when they know they are being observed. Another method is using employee recordings of the job.
True or false: one of the reasons organizations complete a job analysis is so they can systematically select the right applicants for the right job.
Correct Answer: True
A job analysis does important things for organizations. First, the TDRs show what jobs employees should and should not be performing. Second, it helps organizations systematically select the right individuals for the job.
What is the difference between a job specification and a competency model?
Competency models are used industry-wide
Competency models are used only for a specific job within an organization
Job specifications are used industry-wide
Job specifications should include superfluous requirements that are not essential to performing the job
Correct Answer: Competency models are used industry-wide
Job specification identifies the minimum acceptable qualifications required for an employee in a particular job. Competency models are created to provide job descriptions and the competencies needed for specific industries. They are used by the individual organizations as well as the external workforce.
What is the first step in an effective recruitment process?
Develop a Recruitment Strategy
Evaluate Recruitment Results
Establish Recruitment Objectives
Implement a Recruitment strategy
Correct Answer: Establish Recruitment Objectives
The first step HR and managers must take before beginning to recruit individuals is to establish the objectives of the recruitment process. The step of establishing recruitment objectives should be undertaken by many individuals working within the organization. Managers and job incumbents may be in the best position to identify the skills, abilities, work experiences, and knowledge needed to successfully perform the job.
True or false: developing a recruitment strategy means creating a general plan for the recruitment objectives.
Correct Answer: False
After recruitment objectives are established, HR should develop a recruitment strategy. This strategy is not a general plan, but a specific plan of action for achieving the recruitment objectives that were previously decided upon.
Which of the following applicants would be least likely to have strong position insight?
Former employees
External recruits
Previous interns
Employee referrals
Correct Answer: External recruits
Position-insight refers to one’s understanding regarding the duties and responsibilities of the position for which he or she is being recruited. Previous interns, temporary workers, former employees and individuals referred to the organization by a current employee are likely to have strong insight as they have either worked in the company before or were educated by an employee of the company. External recruits are those least likely to have position-insight.
True or false: organizations should present the available position as attractive, but should also make sure that the presentation is realistic.
Correct Answer: True
Organizations should weight the relationship between presenting the open jobs to be as attractive as possible and managing realistic expectations for applicants. As applicants progress in the recruitment process, they may be tempted to withdraw if their initial attraction to the job becomes realistic. This can be devastating to the organization that has spent time, money, and energy recruiting the individuals.
True or false: when applicants are looking at an open position, only the position for which they are applying influences their desire for the job.
Correct Answer: False
At the onset of the recruitment process, applicants typically possess little information regarding the organization. Thus, characteristics other than the position may influence the extent to which they apply for a job. At each stage of the recruitment process, an applicant is influenced by a number of characteristics regarding the job and the organization.
Which of the following correctly states a unique obstacle that smaller organizations face?
They are widely known
They have a difficult time becoming visible
They are very visible and so often receive too many applications to handle
They have many resources that larger organizations don’t have
Correct Answer: They have a difficult time becoming visible
Smaller organizations may face a more difficult time becoming visible to desired applicants. To help with this they may more frequently attend local career fairs, choose to highlight the benefits of working for a smaller company, operate in a less-bureaucratic manner during the recruitment process and may target individuals with fewer job opportunities.
All of the following are reasons that HR professionals use recruitment metrics EXCEPT…
To know retention rates
To better track where candidates come from
To know gender and diversity rates
To know benefit rates
Correct Answer: To know benefit rates
Recruitment metrics can help HR professions better track and understand where candidates come from, the time it takes to hire new employees, the financial resources required to hire additional employees, retention rates, acceptance ratios, and gender and diversity rates.
Why does HR use the recruitment yield ratio?
To find new hire turnover rates
To measure the financial effectiveness of recruitment efforts
To measure the quality of the applicants being hired
To see if its recruitment strategy is reaching the right applicants
Correct Answer: To see if its recruitment strategy is reaching the right applicants
The recruitment yield ratio helps HR professionals understand if their recruitment strategy is reaching the right applicants and if the organization is recruiting the most effective sources.
True or false: when deciding what information to put into the position description, companies should highlight items that will be meaningful to their targets.
Correct Answer: True
Organizations should highlight a number of items such as job duties, promotion opportunities, compensation packages, and potential coworkers. The specific items to be highlighted should strike meaning with the targeted individuals.
What is the most important asset an organization possesses?
Business capital
Community organizations
Economic resources
Human capital
Correct Answer: Human capital
Human capital is the most important asset an organization possesses.
To gain this human capital, organizations must actively recruit talented individuals.
What is one problem with internal promotions?
The employee may leave a staffing position
It may cause more radical ideas to arise
It may lead employees to have unrealistic expectations
Employees may be discouraged by internal promotion policies
Correct Answer: The employee may leave a staffing position
One problem from promoting from within is the need to fill the position left by the promoted employee. However, the position is likely to be a less-skilled position and may be easier to fill.
True or false: because current employees are already known to their organization, there is no need for a systematic or deliberate approach to internal promotions or transfers.
Correct Answer: False
Promoting from within is most effective when HR creates an internal applicant policy that is fair and consistent.
What can HR and supervisors or managers do to help those who apply for but don’t receive an internal promotion?
They can offer additional training or development
They can wait a long time to talk to them, allowing them to process their failure
They can provide negative feedback
They can (and should) ignore the employees who weren’t promoted
Correct Answer: They can offer additional training or development
Sometimes the morale of unsuccessful candidates suffers if they are not given the job, so management should provide timely and positive feedback to unsuccessful candidates. While providing feeback, management can encourage additional training or development and reinforce the employee’s value within the organization.
