This quiz focuses on Personnel Planning and Recruiting, covering key aspects such as workforce planning, selection tools, and succession planning. It is designed to assess understanding of strategic business planning impacts on HR needs, crucial for HR professionals and management students.
Experience
Technical skills
Marital status
Training
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Outsourcing
Recruiting
Telecommuting
Screening
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Telecommuters
Temps
Walk-ins
Recruiters
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Career Builder
You Tube
Monster
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Performing initial screening interviews
Building a pool of candidates
Performing candidate background checks
Deciding what positions to fill
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Ratio analysis
Trend analysis
Graphical analysis
Computer analysis
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Executive recruiter
Temporary agency
Internet-based job site
Alternate staffing recruiter
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Receive assistance writing job ads
Adhere to federal hiring practices
Fill a specific job opening quickly
Spend more time recruiting applicants
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Selection tools
Job analysis methods
Personnel techniques
Forecasting tools
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2
5
10
20
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Internal recruiting
Succession planning
Long-term forecasting
Advanced interviewing
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Trend analysis
Engagement
Staffing
Employee recruiting
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Lack of knowledge regarding a candidate's strengths
Potential to lose employees who aren't promoted
Questionable commitment of candidates to the firm
Significant training and orientation requirements
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Newspaper advertising
Intranet job postings
Employment agencies
Online job boards
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State-run employment agencies
Private employment agencies
Temporary agencies
Executive recruiters
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Screening job candidates
Personnel planning
Interviewing job candidates
Writing job descriptions
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Computerized forecasting tools
Qualifications inventories
Trend records
Scatter plots
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Employers
Employees
State employment commissions
Independent recruiters
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Trend analysis
Ratio analysis
Scatter plot
Productivity chart
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Determine whether to use inside or outside candidates
Forecast the short-term supply of outside candidates
Forecast the short-term supply of outside candidates
Develop an applicant pool
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Trend analysis
Access analysis
Markov analysis
Workforce analysis
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Employee mentoring
Succession planning
Work sampling
Employee recruiting
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Creating an applicant pool
Identifying and analyzing key position needs
Selecting who will fill key positions
Developing the strengths of current employees
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Listing the job's attributes
Providing the job's pay rate
Publicizing the open job to employees
Indicating the preferred number of applicants
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Reviewing employer job requirements
Filing employer tax reports
Visiting employer work sites
Writing job descriptions
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Provide the agency with an accurate job description
Post jobs on the firm's intranet and bulletin boards
Develop applicant screening software for internal hires
Send HR experts to monitor the agency's recruiting activities
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Working as a contingent worker
Participating in a job rotation
Using job enlargement
Benchmarking jobs
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Ratio analysis
Forecasting ratio
Personnel ratio
Ratio matrix
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Hourly rate
Commission
Percentage fee
Signing bonus
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7%
83%
16%
38%
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A qualification inventory
Ratio analysis
Succession planning
Trend analysis
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Personnel replacement chart
Predictive workforce monitoring
Personnel replacement charts
Yield pyramids
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Sorting resumes based on an applicant's years of work experience
Generating advertisements for attracting and gathering applicants
Assisting employers in attracting, screening, and managing applicants
Assisting recruiters with locating internal applicants for key positions
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Mobility premiums
Internet databases
Corporate intranets
Broad banding
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Top-executive searches
Contingent-based searches
On-demand recruiting services
Just-in-time recruiting services
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Succession planning
Employee recruiting
Personnel planning
Job posting
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Attracting attention to the ad
Implying long-term benefits
Prompting applicant action
Developing interest in the job
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Overtime payments
Schedule flexibility
Supportive work environments
Additional sick days
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Staffing levels
Currency rates
Productivity levels
Recruitment plans
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Scatter plots
Skills inventories
Estimated sales trends
Personnel forecasts
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Continuously monitor workforce planning issues
Primarily use recruiters for top executive jobs
Frequently assess the online HR scorecard
Regularly implement the Markov analysis
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White-collar applicants are difficult to attract.
Applicant screening may not be thorough.
Applicant processing time is too lengthy.
Application procedures are complicated.
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Internal and external candidates
Offers made and offers accepted
Recruitment leads and invitees
Interviews and offers made
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Negotiating the pay rate
Setting the time-off policies
Answering task-related questions
Providing online training and development
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Building relationships with college career centers
Cutting future recruiting costs for the firm
Developing a pool of temporary workers
Attracting good candidates
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Skills needed for the job
Job compensation and salary
Time allowed to fill the position
Graphics used in the advertisement
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Negligent hiring
Personnel planning
Human resource management
Alternative staffing
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Recruitment
Selection
Job analysis
Workforce planning
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