Chapter 3: Recruitment and Selection

1. Strategic workforce planning is:

a process of ensuring that the right people are in place at the right time to enable the organization to meet its objectives an approach to meeting the organization's long term goals that emphasizes the overall size of the workforce the sole concern of the HR department an important issue in micro-level issues of strategic resourcing  

2. Which of the following is NOT a suggested way of dealing with the uncertainty in matching supply and demand in workforce planning?

developing a more accurate assessment of current employee skills understanding how changes in assumptions can impact on the planning model adjusting forecasts to take account of the risks inherent in an uncertain environment reduce reliance on planning and respond to demands as they arise  

3. A PEST analysis provides a structure for analysing the organization's environment in terms of:

people, environment, social, technical issues political, economic, social, technological issues political, ethical, social media, trending issues people, economic, strategic, technological issues  

4. When developing a competency framework for a specific role, it is important to have descriptions of observable behaviours and it is best if these descriptions are:

only descriptions of behaviours associated with high performance, so that employees know what to aim for only descriptions of behaviours associated with poor performance so that they can be used as a basis for development plans or dismissal descriptions of good and poor behaviours so that employees know what is expected in the role written by current job holders so that they accurately reflect what happens in the organization  

5. A company that has a position as a leader in the labour market, uses clearly defined job descriptions and recruits through specific channels is likely using a __________________ recruitment strategy.

muddling through status quo innovative autonomous  

6. Migrants tend to have higher work participation rates primarily because:

migrant women are more likely to be in employment than non-migrant women migrant workers will take on lower paid jobs than non-migrant workers migrant workers tend to be more highly skilled than non-migrant workers migrant workers tend to have better language skills than non-migrant workers and so are more employable  

7. An employer brand determines:

how likely consumers are to pay a premium for the organization's products how likely the organization is to retain its employees during an economic downturn how attractive an organization is to potential job candidates as well as their expectations about working there the level of training and development available to individual employees  

8. Interviewer training can help interviewers to overcome bias, but which of the following is NOT an area that training should cover?

making accurate judgements based on a candidate's appearance developing clear assessment criteria recording and justifying selection decisions using structured rather than unstructured interviews  

9. Psychometric tests:

should not be used in selection decisions but are useful for employee development are useful for measuring ability but cannot be used reliably for personality measurement are expensive but do not provide any better prediction of performance than CVs are cost-effective and allow fair comparison across candidates  

10. Internal consistency is a measure of:

the extent to which a selection tool is consistent with other methods used in the same selection process whether different parts of a psychometric test measure the same concept how consistent a person's scores are when they complete the measure on more than one occasion how effective the candidate feels the test is at identifying their skills