Talent Acquisition

An organization received 150 applicants from an advertisement, 50 of whom were minority applicants. It interviewed 36 qualified applicants, 12 of whom were minority applicants. What is the yield ratio of qualified applicants to total applicants?

0.24 Rationale: This yield ratio is determined by dividing the number of qualified applicants by the number of total applicants (36 / 150 = 24%).

Selection screening

Analyzing candidates' application forms, curricula vitae, and resumes to locate the most-qualified candidates for an open job.

Which method best determines recruiting effectiveness?

Analyzing yield ratios Rationale: Organizations need to evaluate recruitment strategies against objective criteria. Yield ratios produce factual data that can be used to determine which source, method, or recruiter produces the greatest yield.

For some supervisory and managerial openings, recruiters use work samples of job situations that include individual and group activities, in-basket exercises, and work-related performance tests to evaluate a candidate's abilities. The results are reviewed by a panel of trained assessors. What is this assessment method called?

Assessment center Rationale: Assessment centers are a method of evaluating candidates who are presented with content-valid workplace situations to which they respond and who are then evaluated on their responses.

As part of screening interviews, recruiters use an interview style that focuses on how applicants handled real life situations in the past as a way to qualify them for their openings. What type of interview technique is being used?

Behavioral Rationale: Behavioral interviews explore real experiences and how the applicant responded to the experiences to predict future performance.

An HR manager is recruiting to fill several customer service representative positions in a high-volume call center. Which interview method should the HR manager use to understand the candidates' customer service experience and predict their future performance?

Behavioral interview Rationale: The premise of behavioral interviews is that past behavior is the best predictor of future performance. Stress interviews, group interviews, and panel interviews don't focus on past or predictive behaviors.

How does an Internet recruiting approach provide the greatest benefit to a global organization?

By increasing the volume of applicants for positions under tight time frames Rationale: Recruiting through the Internet will generally yield a much higher volume of applicants in less time than other methods. However, even with electronic screening, the time required to individually review the large number of applications may be considerable. Using the Internet may provide a biased sample of potential applicants, particularly in a global situation, because many people do not have access to the Internet. For those who do have access, the process is relatively easy, encouraging people to submit applications even if they do not quite fit the job specifications.

Competencies

Clusters of highly interrelated attributes, including knowledge, skills, and abilities (KSAs), that give rise to the behaviors needed to perform a given job effectively.

An HR director recognizes the need to work with a preferred staffing vendor to address the organization's short- and long-term staffing needs and to help streamline recruiting for specialized positions in several departments. This approach falls into which category of the organization's talent acquisition strategy?

Creating a talent pipeline Rationale: Partnering with the preferred staffing vendor will help develop a pipeline of quality candidates with the required experience to fill specialized positions that may be open now or in the future. Reactive recruitment focuses on immediate hiring needs. Succession planning can address long-term (but not short-term) hiring needs. Skill banks and skill tracking systems can support internal recruiting; the staffing vendor focuses on external recruiting.

Which is a significant factor that an HR professional must consider when using a website to recruit for a global enterprise?

Data privacy regulations Rationale: Data privacy issues must be examined carefully. There are country- and region-specific regulations that pertain to what personal information can be gathered and used.

Which is a potential challenge in trying to build a strong global employment brand?

Different value that countries and cultures may place on different things Rationale: An employment brand must be able to adapt to local differences and cultures if it is going to be effective worldwide.

Job description

Document that describes a job and its essential functions and requirements (including tasks, knowledge, skills, abilities, responsibilities, and reporting structure).

Which evidence provides the best defense if a candidate challenges the organization's selection decision based on a preemployment assessment?

Documentation of the test's validity Rationale: For a test to be used in a selection process, it must be reliable and valid.

What must be updated in order to guarantee that a job description is a true illustration of the work being performed at any given point in time?

Duties and responsibilities Rationale: Only the duties and responsibilities guarantee that the job description is a true illustration of the work being performed.

The turnover rate among recent hires has increased. Exit interview feedback shows that employees' expectations of the company's culture, vision, and mission have not been fulfilled. What should the company reassess based on these trends?

Employee value proposition Rationale: The employee value proposition must be aligned with the organizational strategic plan, vision, mission, and values while also creating an image that both attracts people and provides an accurate picture of employment. An employer marketing strategy is focused on advertising, marketing, and branding; therefore, it is not specifically focused on the company's culture, vision, and mission.

Employee value proposition (EVP)

Employees' perceived value of the total rewards and tangible and intangible benefits they receive from the organization as part of employment, which drives unique and compelling organizational strategies for talent acquisition, retention and engagement.

How should an organization's value proposition be effectively communicated using deliberate messages about the organization to describe working conditions, culture, and the emotional connection employees have with the organization?

Employment brand Rationale: An employment brand creates an image that makes people want to work for and stay working for the organization.

Which is the best first step when conducting a preemployment background check?

Ensuring that there is a signed release from the candidate Rationale: While contacting the applicant's current or previous supervisor or former employers may be worthwhile, it should not be done unless the employer has a signed release from the candidate indicating that the employer may seek confidential information.

A talented prospective employee who was impressed by the company website is surprised by disorganization and delays at the initial interview. Which is the likely impact to the employee value proposition?

Eroding credibility Rationale: Inconsistencies between the images presented online and the realities in-house will erode brand credibility.

The director of a company's main office reported a colleague from the company's overseas office to HR for dressing inappropriately during the company's annual conference. The colleague, who was hosting the international delegation at the conference, had dressed in her country's traditional attire. What trait did the director display?

Ethnocentrism Rationale: Ethnocentrism is the belief that one's own culture and practices are more correct than other cultures' expressions. It can lead to unconscious biases. Culture shock is when you are uncomfortable in an environment or climate that is unfamiliar to you. Cultural determinism occurs when someone uses culture as an excuse for not acting. Bullying is not the best answer because the director did not display unwanted, aggressive behavior toward the colleague directly.

For which position and in which situation would a stress interview be most appropriate?

For emergency room nurses, where behaviors can have life or death consequences Rationale: The logic behind a stress interview is that candidates who perform well under pressure in the interview will handle work stress in a similar fashion.

The HR manager detected a higher number of employees leaving within the first 30 days. After conducting exit surveys, the HR manager determined that new hires weren't receiving sufficient training and did not feel part of the team. What action should the HR manager and supervisor take to improve retention?

Formal onboarding Rationale: Creating a formal onboarding program for the department will allow new hires to receive dedicated training beyond the first 30 days to help them succeed in the position. In informal onboarding, new hires learn about the job on their own. This would not be the best practice, given the lack of training. Orientation happens within the new hires' first day or two of work and introduces them to the organization. Offboarding is the formal practice of ensuring a smooth transition as an employee leaves the company.

Which onboarding activity would be the best way to help a management new hire understand and navigate the cultural and political landscape of the organization during the first 90 days on the job?

Fostering organizational relationships and providing frequent opportunities for open discussions Rationale: Onboarding should enable new employees to understand the organization they have joined. Such onboarding activities assist in a smooth transition and integration into the management position.

Which best describes the process of sourcing?

Generating a pool of qualified applicants Rationale: Sourcing is the process by which an organization generates a pool of qualified applicants. It is an ongoing process that must be integrated with other functions of the staffing process.

Staffing

HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization's financial success.

Which is an example of a job specification for a line supervisor?

Has five years of experience Rationale: A job specification should list what is necessary for satisfactory performance, not the characteristics of an ideal candidate. A bachelor's degree is probably more than is needed, and the traits of creative ability and versatility are typically indicative of critical success factors associated with job competencies.

What is the value to HR in implementing a pre-employment assessment in the hiring process?

Helps HR gain insight on job-related candidate information Rationale: By conducting a pre-employment assessment, the employer gains valuable job-related information to assist in ensuring that the candidate is the right fit for the role and the organization. The assessment should not eliminate an in-person interview, and it will not increase the time used to select the top candidate. The assessment can assist a candidate in career development after (but not before) he or she is hired.

HR is in the process of creating clearly defined, consistent job descriptions for a global environment. Which common challenge should HR anticipate?

Interpretations of job functions may vary. Rationale: The same words used to describe a job may have different meanings across the globe. Or entirely different words may be used to describe tasks, activities, or entitlements.

Selection interviews

Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization.

In global staffing, why is it important to use a common approach for analyzing and describing jobs?

It facilitates communication and decision making about jobs. Rationale: Defining jobs consistently and clearly, in a common language, is important in a global environment because it establishes a common understanding of the jobs that need to be filled and the skills and experience necessary for those jobs. It also facilitates communication and decision making about jobs across different cultures.

What part of job documentation provides a written statement of the necessary qualifications of the job incumbent?

Job specification Rationale: A job specification is a written statement of the necessary qualifications of the job incumbent. A job description is a written description of the job and its requirements.

A recruiter recently posted an opening for a mid-level manager. After reviewing the candidate applicant pool, it is determined that the candidates do not have the desired experience. What should the recruiter focus on in order to attract candidates who have the desired experience?

Job specifications Rationale: The recruiter should reevaluate the job specifications to ensure that the posting has accurate minimum requirements for years of experience, education, certifications, etc. The job description is used to inform the candidate of the detailed information of the job posting. Job analysis is a process to identify and determine in detail the particular job duties and requirements of the job. The organizational structure is determined by the job design process and would not list the qualifications directly related to the job posting.

As part of new hire orientation, each new employee is assigned to a more experienced employee as an onboarding "buddy." What should be the primary role of the buddy?

Making the new employee feel welcome, answering questions, and helping navigate the organization's culture Rationale: A buddy's role is to make the new employee feel welcome, answer questions, and help in navigating the organization's culture. Supervisors train the new employee, communicate performance standards, and provide evaluations. Mentors develop the new employee's strengths, offer encouragement, and are a trusted advisor, and the trainers' roles include sharing skills, knowledge, and expertise with the new employee.

Head count

Number of people on an organization's payroll at a particular moment in time.

Within a month at a new job, an employee feels disconnected from peers and unsure of job expectations. In what part of the employee experience does there seem to be a breakdown?

Onboarding Rationale: Onboarding includes the first months at a job and ensures that new employees understand the job, what is expected, and who they will be working with. Orientation is a part of onboarding, but it lasts for only a few days. Recruiting occurs before an employee joins the organization, and evaluation occurs later.

Which term describes the strategic process for integrating a new employee into a company and its culture?

Onboarding Rationale: Onboarding is an ongoing process of building engagement from the first contact with the goal of helping new hires adjust and become productive, contributing members of the organization. Candidate sourcing is searching for potential hires to fill a role. Employee engagement is the level of an employee's commitment and connection to an organization over time. Employee appraisals evaluate and provide feedback on performance.

Which process initially helps an employee become familiar with a new job, department, and coworkers?

Orientation Rationale: Orientation generally lasts one to two days and helps the employee develop a realistic image of the organization and/or the job. Onboarding encompasses orientation as well as the first months of an employee's tenure in a position.

Which tools are used in building an employment brand?

Principles of marketing Rationale: Job candidates need to be approached in much the same way as prospective customers: carefully identified and targeted, attracted to the company and what it has to offer, and sold on the job.

Sourcing

Process by which an organization generates a pool of qualified job applicants.

Recruitment

Process by which an organization seeks out candidates and encourages them to apply for job openings.

Orientation

Process by which new employees become familiar with the organization and with their specific department, coworkers, and job.

Onboarding

Process of assimilating new employees into an organization through orientation programs and their experiences in their first months of employment.

Selection

Process of evaluating the most suitable candidates for a position.

Employment branding

Process of positioning an organization as an "employer of choice" in the labor market.

Which of the following is an advantage of external recruiting?

Provides cross-industry insights Rationale: Hiring from competitors will lead to the introduction of alternative ideas which can encourage innovation and improved productivity and effectiveness.

Which identifies a direct cost of turnover?

Recruitment cost Rationale: Direct costs of turnover can be quantified. They include recruitment fees as well as costs for sourcing, hiring, and onboarding.

In an assessment center, a candidate is asked to handle a hypothetical situation dealing with typical job-related challenges. Which selection tool is being used?

Simulation Rationale: A simulation or situational case study is tailored to reflect typical problems that might be encountered. Trained assessors can evaluate how well the candidate performs.

Which recruitment method would best support an organization's attempts to attract Generation Y applicants?

Social media Rationale: Born in the mid-1980s and later, Generation Y has grown up with technology and has a high use and familiarity with electronic communications, media, and digital technologies. Other demographic groups also use social media, so the organization would reach them, too. However, social media would be well-suited to communicate with Generation Y candidates.

Which is the first activity an HR professional would complete when beginning to recruit for an open position?

Sourcing Rationale: Sourcing precedes recruitment. This activity generates a pool of qualified individuals who may be potential candidates for the opening. Organizations use a variety of techniques and incorporate employment branding to source talent.

Most of the supervisory and management staff in a start-up company have limited interviewing experience. Which interview technique will best mitigate this inexperience?

Structured interview Rationale: In the structured interview, the interviewer asks every applicant the same questions. (Follow-up probes may be different, however.) This encourages consistent evaluation of candidates.

An organizational unit manager disagrees with HR's policy promoting the use of a buddy program during new hire onboarding. What can an HR professional use to reinforce the utility of the buddy program when discussing the topic with the unit manager?

The buddy can help the new hire navigate the organization's culture and answer questions he or she may have. Rationale: Buddies can help make new employees feel welcome and enhance their job satisfaction and productivity by answering questions and helping them navigate the organizational culture.

Which statement about using social media as a primary recruiting tool is correct?

There is a risk of unintentional discrimination against certain groups. Rationale: Because the use of social media may be limited by possession of, access to, or understanding of the enabling technology, recruiting only through social media may result in discrimination.

During an interview, when is it appropriate to ask a candidate about prior project outcomes that were unsuccessful?

When assessing the candidate's ability to learn from previous experiences Rationale: Always ask about performance failures to determine how the candidate analyzes, learns, and adapts to new information.

During the hiring process, at which point does an employer have the opportunity to initially engage the individual?

When exploring the company's careers page Rationale: According to the "Employee Experience Survey," up to 82% of job prospects rely on company websites as a primary means for learning about a company. However, almost 40% of those prospects feel that the information isn't valuable. The company's careers page and all public-facing job listings should be current, informative, and meaningful.

Job specifications

Written statements of the minimum qualifications for the job incumbent.