Staffing Final

Behavioral interviews are more reliable and substantially better than ________ at predicting job performance. A) structured interviews B) situational interviews C) unstructured interviews D) situational judgment tests

C) unstructured interviews

a system of software and supporting computer hardware specifically designed to store and process all HR information and keep track of all employees and information about them

HRIS

these factors are measurable outcomes critical to the firm's success and long- and short-term goals

KPIs

software that allows a database with applicant information and job information to be maintained so that matches between the two are easier to make

applicant tracking system

staffing scorecard; contains objectives, targets, and initiatives for each activity that adds value to the staffing process

balanced

assigning the same score to applicants who score in a range on the same assessments (looked at these when calculating metrics for the final ICP in our simulation)

band

interviews that use information about what the applications have done in the past to predict their future behaviors

behavioral interviews

information about candidates' interests, work experiences, training, and education

biodata

tests that assess a person's general mental abilities, including their verbal and mathematical reasoning, logic, and perceptual abilities

cognitive ability tests

this approach in assessment occurs when high scored on some assessments compensate or offset for low scores on other assessments

compensatory

this type of fit occurs when someone adds to what is missing in the firm or group by being different from the others

complementary

this type of validity is a subjective assessment of how well a test or items on a test SEEM to be related to the requirements of the job

face

any practice that involves determining personality traits or abilities from a person's handwriting

graphology

costs not directly attributable to staffing activities (e.g. lost business opportunities, lower morale)

indirect costs

this type of test measures people's trustworthiness, honesty, moral character & reliability

integrity

this type of fairness involves perceptions of the interpersonal treatment and amount of information individuals received during the hiring process

interactional

this is a factor that becomes known only AFTER a staffing decision has been made

lagging

scorecard; a tool used to monitor, assess, and manage the performance of employees as well as align their interests with a firm's key business objectives by assigning them both financial and non-financial goals

leading

this factor precedes or predicts a staffing outcome

leading

a scoring method in which candidates must earn a passing score on one test before being able to continue in the selection process

multiple hurdles

backing out of a contract after it is accepted

reneging

not hiring someone who would have been successful at the job or hiring someone who is not successful at the job

selection errors

the number of people hired divided by the number of applicants

selection ratio

this type of interview asks people how they might react to hypothetical situations

situational

a company-maintained list outlining which employees have certain skills, competencies, and other relevant job characteristics

skills inventory

how well the staffing process meets the needs of a firm's stakeholders and contributes to the organization's strategy execution and performance

staffing effectiveness

interviews in which candidates are asked a series of standardized, job-related questions with predetermined scores for different answers

structured

this assessment requires a candidate to perform observable work tasks or job-related behaviors to predict future job success

work samples

Which of the following is a potential drawback of résumé screening software? A) It can disproportionately exclude groups of people from various protected categories. B) It is a time consuming process even if the use of the software is mastered. C) It results in a very small pool of résumés matching the desired keywords. D) It generates detailed profiles of candidates with information from unreliable sources.

A) It can disproportionately exclude groups of people from various protected categories.

If a hiring manager is unhappy that the staffing system requires her to take two hours of her limited time to interview each candidate, which staffing goal is not being met? A) generating positive stakeholder reactions B) supporting talent philosophy and HR strategy C) establishing the firm's employer image D) complying with the law

A) generating positive stakeholder reactions

Which of the following would enable a firm to hire the fastest? A) hiring the first candidate who exceeds a minimum cut score B) using unit weighting to determine the best candidate C) creating bands to pick out the candidates who perform best D) using rational weighting method to expedite the hiring process

A) hiring the first candidate who exceeds a minimum cut score

In terms of evaluating staffing systems, lower applicant quality is a ________. A) leading indicator B) lagging indicator C) staffing metric D) staffing scorecard criterion

A) leading indicator

At Spyglass Inc., a private eye firm, new hires are chosen with utmost care. The reputation of the company is to provide clients with one hundred percent correct information on any matter that they want investigated. Which of the following methods should it use to hire new employee? A) multiple hurdles approach B) compensatory approach C) contingent approach D) normative approach

A) multiple hurdles approach

Deferring a new hire's start date can be an alternative to ________. A) reneging B) conducting a reference check C) negligent hiring D) using an assessment center

A) reneging

Showing candidates a short video and asking them to choose one of five responses is an example of which external assessment method? A) situational judgment test B) behavioral interview C) unstructured interview D) situational interview

A) situational judgment test

When different assessments are made using different scales, before they can be combined the raw scores must be ________. A) standardized B) normalized C) unit weighted D) rationally weighted

A) standardized

The best use of short-term staffing metrics is ________. A) to be leading indicators to assess a company's staffing system B) to evaluate the effectiveness of the staffing system as a whole C) to evaluate how well the staffing process contributes to strategy execution D) to identify balanced scorecard criteria

A) to be leading indicators to assess a company's staffing system

Why do some firms prefer to call groups of employees targeted for accelerated development "acceleration pools" rather than "high-potential pools"? A) Because acceleration implies faster promotions. B) Because "high potential" pool implies the rest are of low potential. C) Because "acceleration pool" employees always rise to managerial levels. D) Because "high potential pools" occur only at technical levels.

B) Because "high potential" pool implies the rest are of low potential.

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.

B) The company is following a cost-leadership strategy.

Staffing technology improves the efficiency and effectiveness of the staffing function by ________. A) reducing costs related to staffing for the entire organization B) automating many of the steps of the staffing process C) improving the strategic alignment of the staffing system D) improving the quality of data used in calculating staffing metrics

B) automating many of the steps of the staffing process

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company? A) personality test B) background check C) job simulation D) cognitive ability test

B) background check

Effective staffing enhances the degree to which a(n) ________. A) hiring manager ensures job performance B) employee meets a job's requirements C) individual candidate has a chance to be selected D) employee realizes his or her own potential

B) employee meets a job's requirements

The biggest legal problem with personality tests is based on ________. A) administration issues B) privacy issues C) morality issues D) diagnostic issues

B) privacy issues

Which of the following refers to the process of analyzing a hiring system to determine its performance and effectiveness? A) digital staffing B) staffing evaluation C) HR planning D) recruitment life cycle management

B) staffing evaluation

When a restaurant hires a server who has similar competencies to the existing servers, this is an example of ________. A) person-organization fit B) supplementary fit C) complementary fit D) person-supervisor fit

B) supplementary fit

To be enforceable, any contract that cannot be performed or fulfilled within ________ must be in writing under the statute of frauds. A) six months B) twelve months C) eighteen months D) twenty four months

B) twelve months

A majority of the measures in a balanced staffing scorecard should focus on ________. A) staffing efficiency B) value creation C) cost control D) candidate assessment metrics

B) value creation

Which of the following is true about Six Sigma? A) It has limited applicability outside manufacturing industries. B) It focuses merely on identifying the sources of error, not removing them. C) It aims to reduce defects to near zero. D) It does not attempt to control the variables that influence the measurement of activities.

C) It aims to reduce defects to near zero.

which of the following is true of person-organization fit? A) It is not related to the intent to stay with the company. B) It is the same as person-job fit. C) It is positively related to job satisfaction. D) It is unrelated to organizational commitment.

C) It is positively related to job satisfaction.

If a company wanted to quickly identify which employees speak Spanish, what would be the best way to do this? A) Query the company's replacement charting system B) Ask all managers to ask their subordinates if any of them speak Spanish C) Query the company's skills inventory system D) E-mail all employees and ask Spanish speakers to respond

C) Query the company's skills inventory system

Which of the following is a data-driven quality initiative and methodology that uses statistical analysis to measure and improve business processes and their outcomes to near perfection? A) key performance indicator analysis B) digital staffing dashboard C) Six Sigma D) balanced staffing scorecard

C) Six Sigma

ValuTech is a large-scale software company. Which of the following, if true, is a lagging indicator of staffing? A) The company's image was tarnished by a spate of lawsuits which resulted in the resignation of several members of the top management. B) The company has witnessed a drop in demand for its products and services over the last six months due to recessionary trends. C) The company relaxed its hiring standards at the time of recruitment and new hires are struggling to keep pace with the dynamic work environment. D) The industry-wide adoption of new technologies has resulted in several firms redefining their job requirements.

C) The company relaxed its hiring standards at the time of recruitment and new hires are struggling to keep pace with the dynamic work environment

Which of the following represents a breach of staffing evaluation ethics? A) The data used to conduct a staffing evaluation is of a high standard. B) The salary information of employees is kept private. C) The firm's candidates are unaware of how their information will be used. D) The comparison of recruiters' performances is limited to year-to-year comparisons.

C) The firm's candidates are unaware of how their information will be used.

Internal assessment typically improves a firm's strategic capabilities by ________. A) conducting a legal audit of the staffing system B) giving all poor performers a chance to improve C) assisting "blocked" employees to improve their performance D) improving the competence of human resource personnel

C) assisting "blocked" employees to improve their performance

An additional ethical issue involves the ________ of an employee's application for another position in the company. A) assessment B) processing C) confidentiality D) rejection

C) confidentiality

Staffing efficiency ratio is calculated by ________. A) multiplying a firm's total staffing costs with the total compensation of the new hires divided by 100 B) dividing the total compensation paid to new hires by the number of new hires multiplied by 100 C) dividing a firm's total staffing costs by the total compensation of the new hires multiplied by 100 D) multiplying the compensation paid to new hires with the total number of new hires divided by 100

C) dividing a firm's total staffing costs by the total compensation of the new hires multiplied by 100

RBC Electronics is a retailer of electronic appliances. If Sandy does not see or understand the work processes and rules that influence RBC employees' task behaviors and has limited knowledge of the regulations, policies, and resources that affect employees' behavior, then Sandy is most likely a(n) ________. A) internal customer B) subordinate C) external customer D) supervisor

C) external customer

When a company hired Marcus who turned out to be a poor performer, which assessment outcome occurred? A) true positive B) true negative C) false positive D) false negative

C) false positive

Assigning a new employee to regularly meet with a more senior, more experienced employee to further the career development of both employees is ________. A) job sharing B) transferring C) mentoring D) training

C) mentoring

Due to inappropriate staffing practices a number of good quality candidates were rejected in favor of poor quality hires at Mac Computers. The rejected candidates joined other software firms and mentioned this experience to other software personnel. Everyone who heard it formed a bad impression of Mac Computers and its staffing practices. This is an example of the ________ related to poor staffing practices. A) direct costs B) leading indicators C) negative spillover effects D) key performance indicators

C) negative spillover effects

How well staffing processes meet stakeholder needs and contribute to strategy execution and organizational performance are elements of ________. A) strategic planning B) staffing efficiency C) staffing effectiveness D) staffing information systems

C) staffing effectiveness

Averaging candidates' scores from an interview, job knowledge test, and work simulation to derive a summary score to use in comparing candidates is an example of ________. A) contingent weighting B) unequal weighting C) unit weighting D) normative weighting

C) unit weighting

A firm hires only 5 employees annually but each for a compensation of $100,000 a year. Assuming it costs the company $12,000 to recruit one person, what is the company's staffing efficiency ratio? A) 10.2 percent B) 1.2 percent C) 21 percent D) 12 percent

D) 12 percent

What is a stereotype threat? A) Comparison of the hired pool of candidates against the applicant pool to avoid discrimination. B) Evaluation of the job performance of hired candidates to avoid supplementary fit. C) Admission of the fact that certain hiring practices have adverse impact on performance. D) Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores.

D) Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores.

Which of the following is true of a competitive job offer? A) It is the best and final offer extended to the candidate. B) It offers a total rewards package higher than competitors. C) It is most likely to entice top finalists to accept the offer. D) It may or may not allow for further negotiations.

D) It may or may not allow for further negotiations.

ValuTech is a large-scale software company. Which of the following, if true, is a leading staffing indicator? A) The company's quarterly performance has declined after it preferred employment agencies over campus recruitment programs. B) The company recently modified its training programs specifically to suit the needs of new recruits. C) The company's workforce is short of managerial talent due to the lack of investment in management development programs. D) The company's current business model only allows it to pay salaries that are below the industry average.

D) The company's current business model only allows it to pay salaries that are below the industry average.

When should medical tests be administered? A) before interviewing the applicant B) after the candidate has accepted a job offer C) any time the employer feels that it is appropriate D) after a job offer has been extended

D) after a job offer has been extended

The utilization of technology can be used to: A) conduct interviews B) administer assessments C) improve standardization D) all of the above

D) all of the above

A minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer is a ________. A) criterion score B) contingent score C) band score D) cut score

D) cut score

Which of the following reduces the ability of rank ordering to identify the best hire? A) large differences between candidates' scores B) large scores of regression analysis C) large unit weighting of multiple candidates D) large standard error of measurement

D) large standard error of measurement

Which of the following is both a leading and a lagging indicator of staffing outcomes? A) employee-organization fit B) promotability of firm's new hires C) high rate of turnover D) number of applicants per position

D) number of applicants per position

The HR manager of a manufacturing firm was calculating the amount spent annually by the company on its staffing practices. Which of the following should not be classified as a hiring cost? A) background checks on candidates B) candidates' travel expenses C) referral bonuses D) productivity losses due to the vacancy

D) productivity losses due to the vacancy

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

D) training

the process of using data and analytical systems to arrive at optimal decisions, including statistical analyses of data

data analytics

interactive computer displays that indicate how a staffing function is meeting its goals

digital staffing boards

_______ fairness is the perceived fairness of the hiring or promotion outcome

distributive

an employment relationship in which either party can terminate the employment relationship at any time for just cause, no cause, or any cause that is not illegal with no liability as long as there is no contract for a definite term of employment

employment at will

this is a combined assessment of an employee's performance and potential and involves a 3x3 matrix

nine box matrix

the amount of judgment or bias involved in scoring an assessment measure

objectivity

the match between an individual and his or her work group, including the supervisor

person group fit

the fit between a person's interests, abilities, values, and personality and his or her chosen occupation, regardless of the person's employer (e.g. the Holland Wheel handed out in class)

person-vocation fit

the ongoing process of recruiting, evaluating, developing, and preparing employees to assume other positions in the firm in the future

succession management