Talent Acquisition Flashcards
19.Which of the following questions addresses an economic PEST factor?
A.Do any tax or other socialized incentives exist that will impact hiring practices?
B.How will generational attitude shifts influence recruitment efforts?
C.Will the unemployment rate significantly affect the job market?
D.Are there infrastructure changes that will affect work patterns?
19.C. The unemployment rate is an economic factor that can significantly affect the vitality of the job market.
A, B, and D are incorrect.
A is a political factor,
B is a social factor, and
D is a technological factor.
Collectively, these are known as PEST factors that help an organization plan its recruitment and retention efforts.
20.Which employee lifecycle (ELC) phase would most likely have the greatest effect on a millennial in today’s workforce?
A. Recruitment and selection
B. Training and development
C. Performance management
D. Transition
20.A. The recruitment and selection phase would most likely be the phase with the greatest effect on the millennial since millennials are characteristically younger with significant personal interests, i.e., starting a family. Millennials want to be able to ask questions, get constant feedback, and have mentors.
B, C, and D are incorrect. While each of these choices is a phase of the employee lifecycle that also impacts the millennial, each impact is more directly connected to job interest and performance.
21.Brain drain is a term that defines which of the following statements?
A.The lack of workers with higher education credentials
B.Jobs that require technical knowledge and experience
C.Work that does not require anything more than experience
D.The exit of educated individuals from less-developed to higher-developed countries
21.D. Brain drain occurs when educated and skilled workers move from less-developed countries to higher-developed countries. It also refers to when individuals study abroad but do not return home following their studies.
A, B, and C are incorrect. Brain drain specifically refers to the loss of educated individuals because they are attracted to better jobs in a higher-wage area.
22.What is a characteristic of an organization in its Introduction (startup) phase?
A. Highly paid employees
B. Well-defined policies and procedures
C.A focus on performance-based incentives to attract new employees
D. Tax-free benefits
22.C. Startup organizations typically operate on the promise of success and the benefits that accompany success. This is an ideal situation for a focus on incentives that, as a reward-based compensation system, heighten the expectation of great rewards for great performance.
A, B, and D are incorrect.
A is incorrect in that a startup typically has limited funds and thus a lean pay structure with a generous incentive program that rewards good performance.
B and D are incorrect in that neither is common to a startup situation.
23.Cherry picking is a term that:
A.Defines the practice of hiring needed skills from a competitor without requiring higher-performance results
B.Is unique to farmers who grow and pick cherries
C.Refers to an employer who pays bonuses to selected employees based on their performance results
D.Offers benefits to selected workers based on their monthly performance results
23.A is correct. Cherry picking is the practice of hiring needed skills from a competitor by offering higher pay and/or benefits but does not require higher job performance.
B, C, and D are incorrect.
B is incorrect in that cherry picking is not unique to a particular line of work or industry.
C is incorrect in that cherry picking is a hiring practice, not a compensation practice.
D is incorrect in that cherry picking is not an employment benefit; rather, it is a hiring practice.
- A company operating internationally:
A.Requires prior in-country approval in all cases before conducting recruiting activities
B.Can choose a local responsiveness strategy in addition to a global integration approach
C.Requires U.S. Department of Labor approval prior to making local hires
D.Is required to utilize local recruiting resources
24.B is correct. The fact that talent acquisition on a global basis requires a globally oriented staffing perspective does not negate the possibility that, under certain conditions, a locally oriented responsiveness strategy may also be employed.
A, C, and D are incorrect. Although there might be some cases when prior in-country approval of local recruiting activities may be required, generally this is not the case.
C is incorrect in that prior U.S. Department of Labor approval is not required for local in-country recruiting to occur.
D is incorrect in that talent acquisition activities, such as global recruiting, do not require local resources, although, in many cases, local resources may be more effective.
25.The term that describes an organization’s international orientation in which the organization exercises tight control over its international operations is called:
A. Geocentric
B. Regio-centric
C. Polycentric
D. Ethnocentric
25.D is correct. An organization with an ethnocentric orientation is an organization that exercises a tight control over its international operations. Little to no autonomy is allowed. Key positions are typically held by the organization’s headquarters staff.
A, B, and C are incorrect.
A is incorrect in that an organization with a geocentric orientation sees its international operations as a single international enterprise with management coming from any location. This organization’s strategic plan is globally oriented.
B is incorrect in that an organization with a regiocentric orientation organizes its international operations on a regional basis. Communications and coordination are focused intra-regionally rather than between regions.
C is incorrect in that a polycentric organization treats its international operations as local subsidiaries. Local personnel manage local operations.
26.The following concept is the foundation of employment branding. It answers the question as to why a talented person would want to work for an organization.
A. A great place to work
B. Corporate social responsibility
C. Employee value proposition
D. Employee engagement
26.C is correct. An organization’s employee value proposition (EVP) is the foundation of employment branding. The EVP must align with the organization’s strategic plan, vision, mission, and values statements.
A, B, and D are incorrect. All of these choices are slogans used in a variety of circumstances, but they are not foundationally aligned with employment branding.
27.The first step toward linking an organization’s jobs with its vision, mission, goals, and objectives is to:
A. Conduct a task analysis
B. Create a job specification
C. Perform a job audit
D. Conduct a job analysis
27.D is correct. A job analysis is a systematic study of jobs to determine what tasks and responsibilities they include, the qualifications required, the conditions under which work is performed, and the reporting structure involved. A job analysis is the first step of an organized study of an organization’s jobs to determine what activities and responsibilities they should include.
A, B, and C are incorrect.
A is incorrect in that a task analysis is the analysis of how tasks are accomplished, including a detailed description of both manual and mental activities, task frequency, complexity, environmental conditions, and other unique factors required for people to perform given tasks. Tasks must be understood within the context of the job they support in order to link to the organization’s vision, mission, goals, and objectives.
B is incorrect in that a job specification is a statement of the minimum qualifications and requirements necessary to perform the job’s essential functions.
C is incorrect in that a job audit is a formal procedure in which an HR professional meets with the manager and a worker to determine the scope of a job’s tasks and responsibilities.
28.Success factors used in job descriptions describe:
A.Personal characteristics that contribute to an incumbent’s ability to perform well on the job
B.Minimum knowledge, skills, and abilities required to do the job satisfactorily
C.The environment in which the job is performed
D.How the incumbent’s performance will be measured on the job
28.A is correct. Success factors, often called job competencies, describe the personal characteristics, i.e., behaviors, that contribute to the person’s ability to do the job well.
B, C, and D are incorrect.
B is incorrect in that the minimum knowledge, skills, and abilities are typically referred to as minimum qualifications.
C is incorrect in that the environment in which the job is performed is typically referred to as working conditions.
D is incorrect in that how the incumbent’s job performance will be measured is typically referred to as performance standards.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1172). McGraw-Hill Education. Kindle Edition.
29.Which of the following is an internal recruiting source?
A. Job bidding
B. Former employees
C. Internships
D. Contract agencies
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1135-1136). McGraw-Hill Education. Kindle Edition.
29.A is correct. Job bidding is an internal recruiting source that allows employees to indicate an interest in a position before one becomes available.
B, C, and D are incorrect.
B is incorrect in that former employees are no longer with the organization and therefore are an external recruiting source.
C is incorrect in that an internship is an opportunity offered by an employer to potential employees (often, students) to work in an organization for a finite period of time as part of their educational development.
D is incorrect in that a contract agency is an external resource in the business of providing a pool of candidates to prospective employers.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1172-1173). McGraw-Hill Education. Kindle Edition.
30.The HR team of a large multinational corporation has been asked to find candidates for its engineering roles in Japan. The Japanese location is new, and the team members want to ensure they get a sizable number of applicants and are able to identify the best and brightest quickly. Which of the following strategies would you recommend they leverage?
A. Internet recruiting
B. Predictive hiring
C. Social media recruiting
D. E-recruitment
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1136). McGraw-Hill Education. Kindle Edition.
30.B is correct because predictive hiring allows companies to use workforce analytics to quickly identify and hire employees who are best able to meet company performance expectations and adapt to their culture.
A, C, and D are incorrect because they are all different ways of leveraging technology to recruit and are not necessarily a strategy. Predictive hiring uses big data to understand the company’s workforce. Knowledge of what it takes a person to be successful at the company is then used to determine when, where, and how to recruit.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1173). McGraw-Hill Education. Kindle Edition.
31.The performance of employees at a health care company seems to plateau after the first 3 months of employment. It is reported that many new hires are already looking for a new job after only 2 months. As the HR director, you decide to survey this group. The survey reveals that these employees don’t feel as though they have the tools to do their jobs well. What strategy would you implement to address the quick decline in employee engagement?
A.Form a committee to determine ways to improve employee engagement
B.Make sure new hires have a formal individual development plan to ensure they are continuing to learn and develop
C.Establish a robust onboarding program that extends through the first 180 days
D.Make sure new employees are included in all team-building events
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1136-1137). McGraw-Hill Education. Kindle Edition.
31.C is correct because an onboarding plan goes beyond the initial orientation to a company. Orientation is the first introduction to the company culture, while an onboarding program reinforces the company’s values and helps employees build positive work relationships with colleagues and co-workers. For a new employee, an onboarding program drives engagement in the first 90 to 180 days.
A, B, and D are incorrect.
A and D are incorrect because they are activities or practices that encourage employee engagement but do not address the needs of these new hires. They are disengaged likely because, as they report, they don’t feel they have the tools to do their jobs.
B is incorrect because while it is a best practice for employees to have a formal focus on learning and development, these employees are also disengaged. An onboarding program is best to address both concerns.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (pp. 1173-1174). McGraw-Hill Education. Kindle Edition.
32.ABC Corporation is an international organization with operating subsidiaries in several European and Asian countries. The VP of HR is currently evaluating prospective locations for future expansion into South America. In particular, the employment patterns and job market trends in Latin American countries are being studied. Which particular PEST category would this study fall under?
A. Political
B. Economic
C. Social
D. Technological
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1137). McGraw-Hill Education. Kindle Edition.
32.C is correct. A population’s growth rate; age profile; and levels of health, education, and social mobility are all examples of a population’s social characteristics.
A, B, and D are incorrect. Political factors address political characteristics such as pending legislation, economic factors focus on a country’s stage of economic development and unemployment rate, and technological factors examine organizational infrastructure as it is affected by new technology.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1174). McGraw-Hill Education. Kindle Edition.
33.An organization’s practice of issuing clear statements of the most important attributes and principles the organization wants to consistently communicate in all aspects of talent acquisition and talent management is an example of what type of branding practice?
A. Benchmarking
B. Brand pillar identification
C. Touchpoint mapping
D. Use of social media
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1137). McGraw-Hill Education. Kindle Edition.
33.B is correct. Brand pillar identification is a branding practice in which clear statements of the most important attributes and principles the organization wants to communicate are issued.
A, C, and D are incorrect.
A is incorrect in that benchmarking is the recognition of an organization for its best practices that others will want to emulate.
C is incorrect in that touchpoint mapping is the identification of critical interaction points in order to prioritize and/or improve activities about the brand.
D is incorrect in that use of social media is the practice of using Internet platforms to reach a large multigenerational audience.
Willer, Dory; Willer, Dory; Truesdell, William H.; Truesdell, William H.; Kelly, William D.; Kelly, William D.; Simon-Walters, Joanne; Simon-Walters, Joanne. SHRM-CP/SHRM-SCP Certification Bundle (All-In-One) (p. 1174). McGraw-Hill Education. Kindle Edition.
