Test 2
Sue Moynihan Cox and Janet Stafford visited our class to discuss the Red Hat Case. Recall that after they visited that IBM bought Red Hat. Given what Sue and Janet emphasized in-class and in the case (Sue and I authored it) which measure of fit could become most problematic for Red Hat's staffing function in the future?
Person-Organization Fit
based upon the video by Rowan (2012), which of the following is FALSE
the modern kind of job market Rowan describes has benefited everyone equally over the last 20 years
which of the following seems to be most important with regard to recruiter demographics?
the recruiter needs to be able to relate in a recruit's value system and drive
what is the disadvantage of getting line/hiring managers to recruit for a firm
they have to take time out of their actual jobs
this quantitative technique can be used to analyze a firm's internal labor markets and forecast its internal labor supply
transition analysis
which of the following is true of a z score of -3.2 in a distrubution
performance is lower than the gorup average
which of the following are considered to be an underutilized labor source?
qualified persons with disabiliteis
this recruiting method provides both positive and negative information about the job and may reduce turnover through self-selection
realistic job previews
which of the following visually show each of the possible successors for a job and summarizes their strengths, present performance, promotion readiness, and development needs
replacement charts
when an applicant believes that an assessment method is unfair because it has delays and does not respect tte applicant's privacy...
procedural fairness is low
which of the following are detailed records of databases that summarize each employee's skills, competencies, education, training, language spoken, and chances of being promoted?
talent inventories
which of the following recruitment strategies can reduce the possibility of overlooking qualified internal talent?
talent inventories
if the items on an assessment method do not seem to be job-related, then, which of the following is true
the assessment method's face validity is low
websites that continually search the web for information about people with desirable talents and sell access to their database of potential recruits are called
web crawlers
NetApp has tried to fill the post of senior project engineer for a while but has been unable to find a suitable candidate. to avoid further delay in the executive of a major project, NetApp decides to target Julian Patterson, rival from EMC's junior project engineer. On getting an offer that not only pays substantially more that what he currently gets, but also offers greater responsibilities and more learning opportunities, Julian accepts the position. Which of the following is most similar to the sourcing strategy used in the example above?
Maria Luis, an economics professor at Brown University, is hired to head the Economics Department at Cornell University
in class, i demonstrated this technique as a method to find passive job candidates using LinkedIn. (this is the reason why you should have an extensive and detailed LinkedIn profile).
X-raying
for which of the following types of candidates will initial recruiter experiences be more important in their ultimately becoming applicants at all?
passive job seekers
which of the following factors is NOT one that influences recruiter effectiveness
all of the above are factors (the labor market the organization's characteristics the job characteristics co-workers)
On your team projects, some teams are evaluating performance, tenure rates, turnover rates, and employee engagement. while this may be useful to the company, it is not what was asked for in the "description of the project" document. your focus should be on the staffing process. this measure noted in the first sentence above are called
criterion data
this validity approach is most useful when personality or cognitive ability is used to predict performance because need evidence that the constructs being measured are related to job performance
criterion-related validity
failure to measure important aspects of the attribute to be measured results in ______ error
deficiency
an organization that is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source?
employee referrals
as listed in Table 6-1 there are many internal and external recruiting sources. this recruiting source is both an internal and external recruiting source
employee referrals
the extent to which items on a given measure, such as a personality survey, reliability assess the same construct is assessed by
internal consistency reliability
you have just completed an analysis of structured behavioral interview your team designed and found that the reliability coefficient is "superior". If we compare scores within the same timeframe and they are subjective measures, what type of reliability measure are we using?
internal consistency reliability
which of the following external recruiting sources is useful for finding semi-passive and passive job seekers?
internet data mining
intelligence test or interview scores are examples of what type of measure
interval
if managers are asked to estimate their optimal headcount for the following year for staffing planning purposes, which of the following have been used?
judgement forecasting
an applicant who finds a recruiter to be rude and unhelpful is likely to percieve
low interactional fairness
when it was just beginning, Wolfpack Consulting, a firm now of similar size and prestige to Boston Consulting Group and McKinsey, conducted unstructured and unstandardized interviews for its consultants among other poor HR practices. They changed their practices quickly by quantifying their selection and talent management practices. the process of assigning numbers according to some rule or convention to aspects of people, job, job performance/success, or aspects of the staffing system is called
measurement
which of the following is the last step in the typical working planning process
monitor, evaluate and revise the forecasts and action plans
alex has an interview with a disorganized, unprepared recruiter and concludes that the company does not have a very professional culture. this is an example of...
signaling
Amy was unhappy with the way she was treated when she applied for the position of a shop-floor assistant at a local retail outlet. When her friend Carrie hears about this, she stops shopping at that store. This is an example of
spillover effect
Georgia Pacific seeks HR talent at key universities across the US. As a Talent Acquisition manager, you want to know the proportion of applicants moving from one stage of the hiring process to the next. What is this term called?
staffing yields
asking all job candidates questions from the same interview schedule in the same way is an example of
standardization
The manager at Cisco believes that internal recruiting sources are the best, especially when it comes to filling vacant positions higher up in the hierarchy. Team leaders and managers at Cisco regularly update the internal records of all employees and their performances, promotability, career interest, etc. This allows the company to quickly and cheaply source qualified internal candidates who can be contacted whenever a position needs to be filled. Most of Cisco's managers were promoted to their respective position with the help of this internal database. Which of the following methods of internal sourcing does Cisco use?
talent inventories