Planning & Recruitment in Human resource management MCQs
Planning & Recruitment in Human resource management MCQs
Our experts have gathered these Planning & Recruitment in Human resource management MCQs through research, and we hope that you will be able to see how much knowledge base you have for the subject of Planning & Recruitment in Human resource management by answering these multiple-choice questions.
Get started now by scrolling down!
1: An internal system that offers a centralized way to house applicant and employee data is known as
A. Applicant tracking system
B. Work analysis
C. Workflow analysis
D. External recruitment
2: External recruitment candidates _______ of the organization and, in turn, influence their intention to pursue the opportunity
A. outside
B. Inside
C. Both a & b
D. None of these
3: The person who asked for the role to be filled and/or to whom the new hire will be reporting as their manager is known as
A. Hiring manager
B. Informational interview
C. Labor market conditions
D. Leadership development
4: The exchange of information between an individual and an organizational representative with the goal of learning is known as
A. Hiring manager
B. Informational interview
C. Labor market conditions
D. Leadership development
5: Leadership development is the _______ opportunities for employees to expand their KSAOs
A. formal
B. informal
C. Both a & b
D. None of these
6: The number of jobs available compared to the number of individuals available with the required KSAOs to do those jobs is known as
A. Hiring manager
B. Informational interview
C. Labor market conditions
D. Leadership development
7: Placement determining where ______ needs to be placed and where the ______ can be found
A. Talent & talent
B. Talent & employ
C. Worker & talent
D. None of these
8: RJP is stands for
A. Realistic job preview
B. Remote Job Processing
C. Radio Jockey preview
D. None of these
9: The process of identifying a group of individual who possess the KSAOs to fill a particular role is known as
A. Recruitment
B. Informational interview
C. Recruitment need
D. Recruitment funnel
10: _______ is a situation in which the number of applicants gets smaller as people move through the selection process
A. Recruitment
B. Informational interview
C. Recruitment need
D. Recruitment funnel
11: The results of the workforce planning process in terms of what KSAOs are needed within the organization as well as when they will be needed is known as
A. Recruitment
B. Informational interview
C. Recruitment need
D. Recruitment funnel
12: Replacement planning is the process of identifying a ______ of individuals to take over top leadership roles over time
A. minimal plan
B. Maximum plan
C. Both a & b
D. None of these
13: job applicant physically agrees to go to the organization’s location to meet with and be interviewed by its representatives is known as
A. Site visit
B. Succession management
C. Both a & b
D. None of these
14: _____ is the process of identifying and developing successors at all levels of the organization.
A. Succession management
B. Succession planning
C. Both a and b
D. None of these
15: Taking stock of which employees are qualified to fill positions that are likely to be vacated soon is called ?
A. Succession management
B. Succession planning
C. Both a and b
D. None of these
16: Talent analysis is the process of gathering data to determine potential talent gaps.
A. True
B. False
17: Talent pool is a group of individuals (employees or potential applicants) who possess the KSAOs to fill a _____ role.
A. General
B. Common
C. Particular
D. Ordinary
18: _____ is the labor market conditions in which there are more jobs available than workers to fill them
A. Workforce labor shortage
B. Workforce labor surplus (slack)
C. Both a and b
D. None of these
19: _____ is the labor market conditions in which there is more available labor than organizations can need.
A. Workforce labor shortage
B. Workforce labor surplus (slack)
C. Both a and b
D. None of these
20: Workforce planning is the process of determining what work needs to be done in _____ and coming up with a strategy regarding how those positions will be filled.
A. short term
B. long term
C. Mid term
D. Both a and b
21: At a minimum, effective workplace planning needs ______ to identify a minimal plan of individuals to take over top leadership roles over time.
A. replacement planning
B. succession planning
C. leadership development
D. talent analysis
22: More vacant positions than available people to fill them describes a workforce labor ______.
A. surplus
B. shortage
C. recession
D. forecast
23: Talent analysis is used to ______.
A. conduct internal recruitment
B. identify talent gaps
C. establish a talent pool
D. determine KSAOs for a role
24: Which is an assessment solution that recruitment decision makers need to feel they can rely on to find the best candidates possible?
A. a job description
B. a job posting
C. a talent analysis
D. an interview
25: Assessment solutions for recruitment decisions must be ______.
A. free of any legal implications
B. valid predictors and legally defensible
C. capable of producing a narrow pool of qualified applicants
D. objective measures of applicant qualifications
26: During the recruitment process, recruiters and hiring managers should ______.
A. have an equal say in KSAOs for the position
B. think of measures as the main goal
C. function independently
D. work as partners
27: One way organizations can create an accurate picture of the challenges of a particular job is through a(n) ______.
A. talent analysis
B. recruitment funnel
C. informational interview
D. realistic job preview
28: How can organizations promote effective alumni networks?
A. create a website with a directory of members
B. form relationships with colleges and universities
C. use a search firm
D. hire freelance employees
29: Which is an external recruitment source?
A. unadvertised jobs
B. employee referrals
C. applicant tracking systems
D. search firms
30: Which industry has had a particularly hard time recruiting and maintaining women?
A. education
B. health care
C. high-tech
D. human resources
31: Which group is more attracted to organizations that indicate they emphasize equal opportunity and access to training?
A. Asian Americans
B. Latinos
C. African Americans
D. Caucasians
32: According to the text, individuals work until they are older now more than ever because of ______.
A. inflation
B. poor retirement planning
C. cuts to social programs
D. longer life spans
33: Which applicants are most likely to withdraw from the hiring process if they feel they are not being treated well?
A. underqualified
B. best qualified
C. least confident
D. most extroverted
34: What is the purpose of an informational interview?
A. to allow the applicant to have a substantial set of interactions
B. to attract the applicant to the job and increase the changes the applicant will accept an offer
C. to begin the process of getting to know more about the organization and industry and potential career opportunities
D. to learn more about a targeted open position in the organization
35: A job applicant who physically meets with key organizational members at the organization’s location is engaging in a(n) ______.
A. site visit
B. CEO-orchestrated interview
C. realistic job preview
D. selection interview
List of Planning & Recruitment...
Available in:
Planning & Recruitment in Human resource management MCQs
