Q&A Hero

Q: Examples of alternative staffing include all of the following EXCEPT ________. A) in-house temporary employees B) contract technical employees C) outsourced employees D) temporary employees

Q: The three main types of employment agencies include all of the following EXCEPT ________. A) agencies supporting non-profit organizations B) federal training agencies C) privately owned agencies D) public agencies

Q: Organizations are resorting to various methods in order to recruit qualified candidates for job openings. All of the following are current methods in which organizations recruit job candidates EXCEPT ________. A) Twitter B) Facebook C) LinkedIn D) Online job boards

Q: All of the following are benefits associated with applicant tracking systems EXCEPT ________. A) reducing recruiting costs B) implementing training programs C) finding and hiring better employees D) identifying effective recruitment sources

Q: An applicant tracking system allows an HR manager to ________. A) develop training programs for new hires B) identify the best recruitment sources C) conduct online appraisals D) post new positions

Q: Haley, an HR specialist, needs to determine which hiring source produces the best candidates for her firm. Which of the following would most likely help Haley with her task? A) HR scorecard B) high performance work system C) applicant tracking system D) transaction processing system

Q: Which of the following generates the highest quality of job applicants for most firms? A) employee referrals B) internal job postings C) regional career fairs D) national online job boards

Q: Which of the following would be the best option for a business that needs to attract local applicants for hourly jobs? A) employee referral campaigns B) college recruiting C) headhunters D) walk-ins

Q: In regard to on-campus recruiting, which of the following will most likely help sell the employer to the interviewee? A) simplified application forms B) well-written job descriptions C) recruiter's professional attire D) personable nature of the recruiter

Q: What is the primary goal of college recruiters? A) supporting employment diversity programs B) attracting good candidates to the firm C) cutting future recruiting costs for the firm D) developing a pool of temporary workers

Q: Which of the following is an advantage of college recruiting? A) access to a source of management trainees B) inexpensive method of screening applicants C) highly effective candidate screening process D) minimal preparation required by firms

Q: Pamlico River Productions is seeking a top-level executive to oversee its finance division. Qualified candidates can be difficult to find, so the firm would most likely benefit from using a(n) ________ to recruit potential candidates. A) state employment agency B) executive recruiter C) temporary agency D) online job site

Q: Which of the following is a disadvantage of using an executive recruiter? A) limited contacts in high-tech industries B) inability to approach employed prospects C) unfamiliarity with a company's needs D) legally required to reveal firm's identity

Q: ________ are special employment agencies retained by employers to seek out top management talent for their clients. A) State-run employment agencies B) Private employment agencies C) Executive recruiters D) Temporary agencies

Q: Which of the following terms refers to the use of nontraditional recruitment sources? A) HR management B) negligent hiring C) personnel planning D) alternative staffing

Q: Jackie, a nurse, works on temporary assignment for local hospitals on an as-needed basis. Jackie is ________. A) on job rotation B) a contingent worker C) using job enlargement D) in a benchmark position

Q: Which of the following best explains the rising trend of businesses using temporary workers? A) workers' desires for flexible schedules B) desire of businesses to avoid paying overtime C) high cost of workers' compensation insurance D) low economic confidence among employers

Q: Which of the following is NOT a term used to describe the contingent workforce of an organization? A) part-time employees B) just-in-time workers C) collateral employees D) temporary workers

Q: An employer will most likely use a private employment agency to ________. A) receive assistance writing catchy ads B) adhere to federal hiring practices C) fill a specific job opening quickly D) reach unemployed individuals

Q: Which of the following is typically responsible for paying the fees charged by a private employment agency when an applicant is placed in a job? A) employees B) employers C) independent recruiters D) U.S. Department of Labor

Q: Which of the following is a service provided by many state employment service agencies? A) workforce planning guidelines B) employee training programs C) employee orientation programs D) applicant tracking systems

Q: Counselors in state-run employment agencies conduct all of the following activities EXCEPT ________. A) reviewing an employer's job requirements B) visiting employer work sites C) filing employer tax reports D) writing job descriptions

Q: Which of the following statements from a hypothetical job advertisement is intended to develop interest in a job? A) "You'll thrive on challenging work." B) "Ideal candidates will possess a four-year degree." C) "Familiarity with various software applications is required." D) "Responsibilities include event planning and relationship management."

Q: When constructing a job advertisement, all of the following are aspects of the AIDA guide EXCEPT ________. A) attracting attention to the ad B) developing interest in the job C) prompting applicant action D) implying applicant challenges

Q: Which of the following factors plays the greatest role in determining the best medium for a job advertisement? A) job wages and benefits B) skills needed for the job C) length of the employment ad D) time allowed to fill the position

Q: Which of the following refers to an online vendor that uses its own servers to compile application information, prescreen applicants, and help employers set job interview appointments? A) headhunter B) recruitment specialist C) employment agency D) application service provider

Q: Which of the following is used by employers to schedule interviews, match candidates with positions, and compile rsum information? A) applicant tracking systems B) executive support systems C) online job boards D) O*NET

Q: Todd has been identified by Markam Industries as a high-potential employee in the firm's succession planning process. Which of the following activities would most likely aid in developing Todd's potential? A) job rotation B) employee orientation C) performance appraisal D) multicultural training

Q: Workplace activities that tend to foster employee engagement include all of the following EXCEPT ________.A) internal recruitingB) job forecastingC) workforce planningD) recognition and rewards program

Q: What are the advantages and disadvantages of filling open positions with inside candidates?

Q: Publicizing an open job to employees through a firm's intranet or bulletin board is known as job posting.

Q: When seeking internal candidates, managers are likely to use ________ to find employees with the necessary requirements for open positions. A) job postings B) labor forecasts C) qualifications skills banks D) recruiting yield pyramids

Q: What is an advantage of filling open positions with internal candidates? A) orientation needs reduced B) interviewing streamlined C) job postings publicized D) status quo maintained

Q: Job posting refers to all of the following EXCEPT ________. A) listing the job's work schedule and pay rate B) publicizing the job to current employees C) listing the job's required qualifications D) listing the number of desired applicants

Q: Why is branding important to effective recruiting? How can a firm develop its brand and improve recruiting efforts? Describe firms that have branded themselves as good places to work.

Q: What is the primary way that a firm builds a brand that improves recruiting efforts? A) investing in the local community B) creating a positive work environment C) encouraging diversity in the workplace D) developing environmentally-friendly ads

Q: Which term refers to finding and/or attracting applicants for the employer's open positions? A) employee recruiting B) applicant tracking C) employee selection D) job development

Q: The HR manager at Falco Industries knows from past experience that generating 1,200 leads will most likely lead to 150 candidate interviews and 50 new hires. The HR manager most likely relies on a(n) ________. A) recruiting yield pyramid B) qualifications inventory C) employment position matrix D) personnel replacement chart

Q: Workforce planning should result in a workforce action plan. What should be included in a workforce action plan?

Q: How can an HR department protect employee data from identity theft? Describe at least three methods.

Q: Explain how application forms, qualifications inventories, and personnel replacement charts help HR managers predict an individual's job performance.

Q: In a brief essay, explain how strategic planning relates to both employment planning and recruiting.

Q: What is workforce planning? What tools are available to managers for projecting personnel needs?

Q: When an employee with access to personal information is on leave, it is best for the security of employee data to hire a temporary worker.

Q: Personnel forecasting software enables retail managers to estimate short-term employment needs based on sales forecasts and anticipated store traffic.

Q: Personnel planning is called succession planning when referring to the process of filling jobs like that of accounting clerk, data analyst, or administrative assistant.

Q: Projected turnover, employee skills, financial resources, and technological changes are significant factors that managers must consider when determining future workforce needs.

Q: A scatter plot is a personnel forecasting method that analyzes a firm's past employment needs to predict future needs.

Q: The assumption shared by both trend analysis and ratio analysis is that productivity remains about the same from year to year.

Q: Ratio analysis and trend analysis are rarely used to forecast personnel needs because they are complicated methods that produce historically unreliable results.

Q: Employment planning should be an integral part of a firm's strategic and HR planning process.

Q: What was a result of Valero Energy implementing a labor supply chain to monitor recruitment and hiring? A) reduced hiring costs B) increased internal hires C) reduced need for recruiting yield pyramids D) increased use of organizational development

Q: Which term refers to paying continuous attention to workforce planning issues? A) talent management and development B) predictive workforce monitoring C) strategic personnel planning D) external labor forecasting

Q: A manager who needs to forecast the external labor supply will most likely use all of the following resources EXCEPT ________. A) O*NET B) Bloomberg Businessweek C) Bureau of Labor Statistics D) The New York Times

Q: Which of the following would most likely improve the security of employee data? A) ensuring that all files are read-only and write-only B) minimizing the use of qualifications inventories C) performing random background checks D) reducing the number of firewalls

Q: Which law includes a provision that protects the privacy of employee medical records? A) ADA B) Title VII C) ADEA D) HIPAA

Q: Which of the following factors is LEAST relevant to forecasting personnel needs? A) productivity changes B) marketing methods C) projected turnover D) financial resources

Q: Which of the following is created for each position in a company to show possible replacement candidates and their qualifications? A) computerized forecast B) skills inventory record C) position replacement card D) personnel replacement matrix

Q: Which of the following refers to company records that show the present performance and promotability of inside candidates for the most important positions? A) employee ratio analysis B) qualifications inventory C) employee replacement card D) personnel replacement chart

Q: Theresa, an HR manager, works for a firm that is planning to expand overseas. Theresa is in the process of workforce planning and has already forecasted the firm's labor demand. What should Theresa do next? A) create a job competencies matrix of all positions B) establish training and development plans C) identify labor supply-demand gaps D) determine recruitment methods

Q: What is the first step in the recruitment and selection process? A) assessing training requirements B) forecasting employment needs C) developing job applications D) building an applicant pool

Q: What is the primary goal of the recruitment and selection process? A) filling top executive positions B) forecasting future personnel needs C) hiring the best candidates for positions D) increasing the retention of key employees

Q: All of the following terms refer to the process of deciding how to fill positions at an organization EXCEPT ________ planning. A) succession B) workforce C) personnel D) employment

Q: Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next 3 years and will have many job positions to fill. Historically, employee turnover is high at Barnum, as employees remain with the company for less than 2 years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, best supports the argument that Marie should use a computerized skills inventory database? A) Barnum executives would like to transfer the firm's most qualified employees to the new hotels to fill supervisory positions. B) Barnum primarily recruits for management trainee positions at college campuses and through online job boards. C) Barnum's HR managers frequently receive discrimination complaints that must be investigated by the EEOC. D) Barnum offers its employees many opportunities to participate in job rotation and job expansion experiences.

Q: When managers need to determine which employees are available for promotion or transfer, they will most likely use ________. A) position replacement charts B) qualifications inventories C) personnel trend records D) succession plans

Q: ________ contain data on employees' performance records, educational backgrounds, and promotion recommendations. A) Computerized forecasting tools B) Replacement charts C) Qualifications inventories D) HR scorecards

Q: Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next 3 years and will have many job positions to fill. Historically, employee turnover is high at Barnum, as employees usually remain with the company for less than 2 years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and to improve employee retention rates. Which of the following, if true, best supports the argument that a scatter plot is the most appropriate tool for Marie to use in estimating future personnel needs? A) Productivity levels for Barnum employees typically vary from month to month. B) The size of the two new Barnum hotels will be similar to the chain's other hotels. C) Barnum requires HR to maintain qualifications inventories for all current employees. D) Barnum's marketing department will develop a new promotional campaign for the new hotels.

Q: A ________ shows graphically how two variables are related. A) trend analysis B) ratio analysis C) scatter plot D) correlation analysis

Q: Newton Building Supplies hopes to generate an extra $4 million in sales next year. A salesperson traditionally generates $800,000 in sales each year. Using ratio analysis, how many new salespeople should Newton hire? A) 2 B) 5 C) 10 D) 12

Q: The process of making forecasts based on the relationship between some causal factor like sales volume and the number of employees required is called ________. A) ratio analysis B) trend analysis C) graphical analysis D) computer analysis

Q: Which of the following refers to studying variations in a firm's past employment levels to predict future needs? A) ratio analysis B) trend analysis C) job analysis D) graphical analysis

Q: Which of the following is LEAST likely to be considered by employers during the process of workforce planning? A) personnel needs B) organizational culture C) supply of inside candidates D) supply of outside candidates

Q: A firm's ________ should guide employment planning and determine the types of skills and competencies the firm needs. A) organizational chart B) recruitment process C) marketing plan D) strategic plan

Q: Steve, an HR manager for IBM, must decide what positions the firm should fill in the next 6 months, which means Steve is currently working on ________. A) candidate screening B) workforce planning C) employee contracting D) department training

Q: What is the purpose of recruiting? A) forecasting the supply of candidates B) developing an applicant pool C) establishing a strategic plan D) developing qualifications inventories

Q: ________ is the process of deciding what positions the firm will have to fill and how to fill them. A) Employee selection B) Talent management C) Personnel planning D) Trend analysis

Q: Video rsums eliminate the possibility of applicants claiming discrimination in a firm's hiring practices.

Q: Suzanne is reviewing the completed job application of a person applying for a marketing position. Which of the following questions would LEAST likely be answered by the application form? A) Does the applicant have the education and experience to perform the job? B) What job-related progress and growth has the applicant experienced? C) Does the applicant have any significant health conditions? D) Has the applicant experienced job stability?

Q: Which of the following is NOT information that should be requested on application forms? A) level of education B) work experience C) technical skills D) marital status

Q: Smith Industries has set a goal of recruiting older workers, minorities, and single parents. Which of the following methods is LEAST likely to be successful for Smith Industries? A) utilizing executive recruiters B) offering flexible work schedules C) providing flexible benefits plans D) redesigning jobs and personnel policies