Test your basic knowledge |

Human Resources Management: Staffing

Subject : business-skills
Instructions:
  • Answer 50 questions in 15 minutes.
  • If you are not ready to take this test, you can study here.
  • Match each statement with the correct term.
  • Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. The process of hiring the most suitable candidate for a vacant position






2. When the interviewer assumes an aggressive posture to see how the candidate responds to stressful situations; used extensively in law enforcement - air traffic control and similar high-stress industries






3. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






4. A type of flexible staffing option; an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function






5. Measures intended to ensure a drug-free workplace






6. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment






7. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer






8. Tests that assess skills the candidate has already learned






9. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






10. A blend of marketing communications - and performance technology intended to get an organization's name out to a mass audience fast; a basis for recruiting employees






11. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities






12. Prohibits discrimination against certain veterans by the U.S. government and federal contractors






13. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






14. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






15. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people.






16. Prohibits discrimination based on physical or mental disabilities






17. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people






18. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt






19. Specifies that an employee is not required to evaluate each component of the selection process individually if the end result of the process is predictive of future job performance






20. Summarizes the most important features of a job - including a description of the work that details the required tasks - knowledge - skills - abilities - responsibilities - and reporting structure






21. An agreement between an employer and an employee that explains the employment relationship; aka employment contract






22. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






23. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports






24. Questions that can usually be answered with yes or no






25. Harassment that occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance - creates an intimidating - threatening or humiliating work environment - or perpetuates a situation






26. Internal recruiting method that allows current employees the chance to respond to announcements of positions.






27. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization






28. Court ruling in the private sector dealing with reverse discrimination charges; upheld that Title VII allows for voluntary - private - race-conscious programs aimed at eliminating racial imbalance in traditionally segregated job categories






29. Case that established criteria for disparate treatment; court ruled that individuals can show a prima facie case of disparate treatment in a hiring situation






30. A type of flexible staffing option; employees who report to work only when needed






31. Prohibits discrimination against job applicatns on the basis of national origi or citizenship; establishes penalties for hiring illegal aliens and requries employers to establish each employee's identity and eligitbility to work within 3 days of hire






32. A systematic study of jobs to determine what activities and responsibilities they include - their relative importance and relationship with other jobs - and the conditions under which the work is performed.






33. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






34. Latin term for 'on first view' or 'at first appearance'; in an EEO case - when a plaintiff presents evidence of a prima facie case - the employer must articulate a legitimate - nondiscriminatory reason for its decision






35. 1989 court ruling that the rigid numerical quota system of Richmond - Va was unconstitutional bc hte city had not laid the proper groundwork and had not adquately identified or documented discrimination






36. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not






37. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor






38. When the interviewer asks each applicant questions that are from the same knowledge - skill - or ability area; the questions - however - are not necessarily the same; aka targeted interview






39. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise






40. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






41. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






42. Court ruling that distinguised btw supervisor harassment that results in tangible employment action and supervisor harassment that does not






43. Type of interviewer bias - when strong candidates who interview after weak ones may appear even more qualified than they actually are because of the contrast






44. Using statistics to determine whether relationships exist btw 2 variables






45. A physical or mental impairment that substantially limits one or more major life activities such as caring for oneself - performing manual tasks - seeing - hearing - etc.






46. Genereally describes a situation in which an organization shares joint responsibility and liability for their alternative workers w/ the alternative staffing supplier; aka joint employment






47. Set of job competencies that together make up a profile for success for a particular job






48. A systematic counsling process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his/her talents and needs






49. When the interviewer asks every applicant the same questions;






50. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions