Which of the following statements about RJPs is true?
A. Job performance rates are lower for those who receive an RJP.
B. Meta-analysis shows that RJPs improve retention rates, on average, by 5 percent.
C. It requires that recruiters tell applicants the pleasant and unpleasant aspects of the job.
D. Job acceptance rates are higher for those who receive an RJP.
The __________ theory of selection states that just as organizations choose people, people choose jobs and organizations that fit their personalities and career objectives and in which they can satisfy needs that are important to them.
Which of the following is NOT considered to be a necessary procedure to follow when seeking information about an applicant from references?
A. Submit references to a polygraph exam to evaluate their credibility.
B. Request only job-related information.
C. Wherever possible, use public records to evaluate personal conduct.
D. Evaluate the credibility of the source of the reference information.
__________ is the set of characteristics of a person that account for the consistent way he/she responds to situations.
Recommendations for improving the validity of the employment interview include all of the following EXCEPT:
A. rely on interviewer first impressions.
B. use open-ended questions.
C. focus only on the competencies necessary for the job.
D. conduct the interview in a relaxed physical setting.
How firms compete with each other and how they attain and sustain competitive advantage is the essence of __________ management.
A. is the set of priorities a firm uses to align its resources, policies, and programs with its strategic business plan.
B. is the result of an analysis of the future availability of labor and future labor requirements, tempered by an analysis of external conditions.
C. is the process of identifying top talent, both within functions and corporate-wide, to develop pools of talent for critical positions, and to identify development plans for key leaders.
D. provides an overall direction and focus for the organization as a whole, including for each functional area of the business.
Workforce planning focuses on firm-level responses to __________ business issues over multiple time horizons.
All of the following statements about competency models are true EXCEPT:
A. they attempt to identify variables related to overall organizational fit.
B. their level of rigor and documentation is more likely to enable them to withstand the close scrutiny of a legal challenge.
C. they attempt to identify personality characteristics consistent with the organization’s vision.
D. their focus is on the full range of knowledge, skills, abilities, and other characteristics that are needed for effective performance on the job, and that characterize exceptional performers.
After identifying the behavioral requirements of jobs, the organization is in a position to identify the __________ and the skills required to do those jobs.
A. range of salaries
B. personality types
C. most appropriate gender
D. number of employees
The purpose of a(n) __________ is to enlarge the pool of people qualified to fill the projected vacancies through such actions as recruitment, selection, training, placement, transfer, promotion, development, and compensation.
A. action plan
B. HR strategy
C. workforce forecast
D. talent inventory
The purpose of workforce forecasting is to estimate __________ at some future time period.
A. production costs
B. the need for talent inventories
C. labor requirements
D. the need for tactical planning
The step following recruitment is __________, which is basically a rapid, rough “selection” process.
B. initial screening
C. performance management
D. workforce planning
Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?
A. Hard quotas
B. Pure diversity-based recruitment
C. Diversity-based recruitment with preferential hiring
D. Passive nondiscrimination
Which of the following is NOT a consideration when determining the right predictor to be used in the staffing process?
A. The nature of the job
B. The selection ratio
C. The personality of the applicant
D. The cost of the predictor
Organizations periodically turn to __________ to meet demands for talent brought about by business growth, a desire for fresh ideas, or to replace employees who leave.
A. their subsidiaries
B. entry-level employees
C. outside labor markets
D. former employees
Today __________ is an established practice in many organizations, especially for filling jobs up to the lower executive level.
A. creating temporary work pools
B. employee referrals
C. using headhunters
D. job posting
Promotion-from-within policies must __________, coupled with a company philosophy that permits employees to consider available opportunities within the organization.
A. comply with all state laws
B. respect seniority position
C. receive strong top management support
D. anticipate training needs
According to the text, __________, originally used in the sports world, are now common among executives, professionals, and middle-level executives, as companies seek to buttress the eroding bonds between them and their employees.
A. referral bonuses
B. signing bonuses
C. retention bonuses
D. paid practical
__________ affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities.
A. Union employee percentages
B. Labor market characteristics
C. EEOC guidelines
D. Internal labor markets