Exam 4: Planning for and Recruiting Human Resources

Which of the following options for reducing an expected labour surplus has the benefit of being a relatively fast solution and is NOT high in human suffering?

What recruiter characteristics and behaviours would you look for in a recruiter?

An organization's recruitment efforts are rarely focused on passive job seekers because by definition they are individuals who are not actively seeking a job.

Decisions about internal versus external recruiting affect the nature of jobs.

In order to attract a more diverse workforce,organizations often recruit through external sources.

Leading indicators may include any of the following,EXCEPT:

All but one of the following enhances recruiter effectiveness.Name the exception.

Which of the following is an external labour market trend that planners should examine?

The most widespread methods for eliminating labour shortages are hiring temporary and contract workers and outsourcing work.

Yield ratios express the:

Very few strategies are available for handling expected shortages and surpluses of labour.

Statistical planning models are useful for workforce planning when there is a long,stable history that can be used to reliably detect relationships among variables.

The first step in the workforce planning process is:

Which of the following statements about pay strategies is FALSE?

What is a "downside" of referrals as a source of recruits?

Succession planning focuses on employees who have been identified as lower-performers and identifies specific plans to enhance their performance.

Trend analysis is the most basic forecasting method used by organizations.

The first step in the workforce planning process is goal setting and strategic planning.

Which of the following is an advantage of relying on internal recruitment sources?

Succession planning is a particular type of workforce planning.