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. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






2. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up






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






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






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






6. Measures intended to ensure a drug-free workplace






7. When the interviewer asks open questions and provides general direction but allows the applicant to guide the process; a response to one question indicates the next question the interviewer will ask






8. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






9. The process of hiring the most suitable candidate for a vacant position






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






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






12. The result of an employer punishing an employee for engaging in activities protected by the law (e.g. filing a discrimination charge - opposng unlawful employer practices)






13. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






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






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






16. Group or team interview of a job candidate






17. Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands or forfeiting an economic benefit such as a pay increase - promotion - or continued employment






18. Case in which the Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability - even if the misconduct would have justified terminating the employee






19. Internal recruiting method that allows employees to indicate an interest in a position before it become available.






20. 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






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






22. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






23. Type of flexible staffing option; when a company needing help identifies specific eople and refers them to a staffing firm - which employs them and assigns them to work at the company






24. 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






25. Measures a person's respiration - blood pressure and perspiration while they are asked a series of questions - the outcome is a diagnostic opinion about honesty






26. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






27. Primary job duties that a qualified individual must be able to perform - either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized






28. 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






29. 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






30. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






31. Prohibits discrimination based on physical or mental disabilities






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






33. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.






34. Tests that assess skills the candidate has already learned






35. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






36. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






37. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






38. A projection of future demand based on a past relationship - involves a single variable






39. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.






40. 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






41. Court ruling that for a plaintiff-employee to win a lawsuit for discrimination under Title VII - a jury must find that the defendant-employers reason for an adverse employment decision was false and that the real reason for the decision was discrimi


42. Measures a person's respiration - blood pressure - and perspiration while they are asked a series of questions; the outcome is a diagnostic opinion about honesty; aka lie detector test






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






44. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.






45. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system






46. 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






47. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






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






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






50. When rules applied to all employees have a different and more inhibiting effect on a protected class than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class w/ highest selection rate; aka