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Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
Chapter 6: Workforce Planning and Recruitment
Test Bank
Multiple Choice
1. ______ is the process for determining what work needs to be done and coming up
with a strategy regarding how positions will be filled.
A. Workforce planning
B. Forecasting
C. Leadership development
D. Replacement planning
2. Which example illustrates how workforce planning is linked to strategic goals?
A. An organization estimates what specific positions need to be filled and how to fill
them.
B. An organization forecasts its leadership needs and its strategy for recruiting.
C. An organization develops a replacement plan for top leaders.
D. An organization develops an understanding of the skills necessary to enter a new
industry.
3. The act of determining estimates regarding what specific positions need to be filled
and how to fill them is ______.
A. workforce planning
B. succession management
C. leadership development
D. forecasting
4. ______ refers to identifying and developing successors at all levels of the
organization.
A. Workforce planning
B. Succession management
C. Replacement planning
D. Leadership development
5. Polly works with leaders to identify individuals who might be able to take over their
leadership role over time as they advance or retire. This is known as ______.
A. forecasting
B. performance planning
C. replacement planning
D. talent pool
6. An organization has difficulty filling positions because there are not enough workers
with the necessary skills required for the jobs. This is called a ______.
A. workforce labor shortage
B. workforce labor surplus
C. slack economy
D. replacement plan
7. Rick graduated from nursing school 6 months ago and has not been able to find a
job. This could be an indication of a ______.
A. workforce labor surplus
B. forecasting problem
C. talent gap
D. poor planning process
8. Human resource managers perform talent analysis to ______.
A. predict forecasting
B. identify workforce labor conditions
C. compare talent supply with the organization’s need for talent
D. recruit internal talent
9. How does Sal begin to determine potential talent gaps for a new department of data
scientists in his organization?
A. Sal first examines the skills of those in the talent pool.
B. Sal first completes a job analysis to determine what skills are needed.
C. Sal first estimates a workforce labor shortage based on low unemployment rates.
D. Sal first thinks about the needs for succession management.
10. Which is an example of how to prevent talent gaps?
A. strategy development
B. informational interviews
C. realistic job previews
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
D. predictive workforce modeling
11. What is a human resource manager considering when he or she compares the
number of available jobs to the number of people with the required KSAOs to do those
jobs?
A. Bureau of Labor Statistics analyses
B. labor market conditions
C. working conditions
D. changes in the economy
12. The most fundamental step in workforce planning is ______.
A. understanding labor market conditions
B. preventing talent gaps
C. assessing talent pools
D. creating recession-resistant positions
13. Which is a method that can be used to align local labor market skills with local
market demands?
A. competitive pay
B. advancement opportunities
C. job retraining
D. great benefit offerings
14. A human resource manager forecasts the number of positions needed and a plan to
fill them. What is the next step in workforce planning?
A. align recruitment goals to the organization’s strategic plans
B. create a leadership development plan
C. examine labor market conditions
D. contact the Bureau of Labor Statistics
15. The Bureau of Labor Statistics is responsible for ______.
A. measuring labor market activity, working conditions, and price changes in the
economy
B. training human resource managers to predict and prevent external talent gaps
C. modifying labor market conditions to meet demands
D. identifying and managing workforce labor surpluses for organizations
16. ______ is the process of identifying and working to attract individuals interested and
capable of filling identified organizational roles.
A. Talent pooling
B. Workforce labor supplying
C. Recruitment funneling
D. Recruitment
17. Joe is interviewed and thinks he may be offered a position. He is impressed with the
people and the recruitment process. What are examples of factors Joe should consider
before accepting an offer for employment?
A. the qualifications of the other applicants being interviewed
B. the number of other applicants being considered for the same position
C. the location of the job and the organization’s reputation
D. the likelihood that the other candidates would be included to accept the job if offered
18. Charles is hiring a human resource manager, which answer best describes an
explanation he can provide for the role of recruitment in human resource management?
A. decisions and actions associated with managing people
B. the start of the employee life cycle with the company
C. the development of objectives that include time frames
D. alignment of expectations between the organization and the new employee
19. A recruitment strategy defines the recruitment process. Charles decides he will
interview eight people for a position that is open in his organization’s marketing
department. He is looking for candidates with a marketing degree and a minimum of 2
years of related experience. He would like to start the interview process within the next
month and identifies metrics to determine the effectiveness of the recruitment process.
What is Charles doing?
A. assessing labor market conditions
B. exploring the talent pool for qualified people
C. identifying objectives to support the strategy
D. determining placement for new employees
20. In developing a recruiting strategy, Charles considers where talent is needed in the
organization. What does he consider next?
A. how to compensate talent
B. the needs of the hiring manager
C. developing a funnel
D. where to find talent
21. ______ refers to 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.
A. Recruitment need
B. Workforce assessment
C. Talent analysis
D. Recruitment funnel
22. ______ refers to two aspects of recruiting strategy development. First, where do we
need the talent to be placed? Second, where will they be found?
A. Recruitment
B. Placement
C. Talent analysis
D. Recruitment need
23. A ______ is defined as the person who asked for the role to be filled and/or who the
new hire will be reporting to as their manager.
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
A. chief executive officer
B. HR manager
C. hiring manager
D. placement manager
24. The recruiter and the hiring manager are assessing candidates for an instructional
design position in the training department of the organization. In the past, job
candidates have overrated their skills with technology. What can be done to counteract
this problem?
A. align goals and needs
B. administer an employment test
C. identify talent gaps
D. explore social media for work samples
25. ______ and hiring managers are the gatekeepers of the hiring process and, in the
best-case scenario, work closely as partners.
A. Chief executive officers
B. Strategists
C. Trainers
D. Recruiters
26. The stages of recruitment move through a ______ where the number of participants
gets smaller the further down the funnel the applicant goes.
A. placement process
B. realistic job process
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
C. hiring manager
D. recruitment funnel
27. Charles is responsible for overseeing the hiring process for 200 factory workers in a
city known for having a lot of factories. The recruitment funnel in this scenario needs to
be ______ to accommodate for the large number of new employees needed.
A. narrow
B. slow
C. wide
D. deep
28. Once Charles identifies applicants for the 200 factory positions he is trying to fill,
what should he do next as part of his recruitment plan?
A. work on attracting the best applicants for the jobs available
B. work on influencing desired applicants to accept a job offer
C. work on maintaining applicant interest through the assessment process
D. work on growing the talent pool for the available positions
29. Quality relates to ______ when generating applicants.
A. applicants having the requisite skills needed
B. having a realistic job preview
C. relevant recruitment sources
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
D. an attractive organization
30. ______ offers potential applicants a realistic, and sometimes unappealing, view of
the actual job.
A. A realistic job preview
B. Hiring manager
C. Applicant tracking system
D. Placement process
31. Charles decides to share with his applicants a video that contains information about
what it is like to work in one of the factories owned by the organization. It includes a day
in the life of a factory worker and highlights relevant policies and procedures that are in
place. Why does he use such a video?
A. to help prevent high turnover rates
B. to gather opinions from applicants about policies
C. to assess attention span and attention to detail
D. to show applicants how to perform specific job tasks
32. What two factors are considered when deciding on the best recruitment sources to
reach potential applicants?
A. time and money
B. strategy and money
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
C. place and time
D. time and strategy
33. What are the two main categories for recruitment sources?
A. qualified and unqualified
B. experienced and inexperienced
C. passive and active
D. online and on-site
34. A key aspect of managing internal transfers and promotions is the use of an internal
______, which offers a centralized way to house employee and applicant data in a
single repository.
A. filing system
B. applicant tracking system (ATS)
C. paper trail
D. job preview database
35. Dylan left his human resources position in the pharmaceutical industry for a position
as a recruiter at an aerospace company. He attempted to employ the same recruiting
sources used at his old company at his new company. Some of the sources were not as
effective at the new company as they were at the old one. Why could this be?
A. The companies have different budgets for recruitment.
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
B. The companies are recruiting from similar talent pools.
C. The new company does not know what works.
D. The companies are in different industries.
36. Which recruitment source do potential applicants often use to learn what the
company is like and about employment information?
A. webpages
B. internal job boards
C. search firms
D. university relationships
37. ______ refers to an employer’s actions that are intended to bring a job opening to
the attention of potential job candidates outside of the organization and, in turn,
influence their intention to pursue the opportunity.
A. Selection interview
B. Realistic job preview
C. External recruitment
D. Recruitment funnel
38. The board of directors at a university needs to fill the position of president. They are
not in a position to search for candidates themselves. Which recruitment source might
they contract with to help find candidates to fill the role?
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
A. university relationships
B. search firms
C. recruitment funnel
D. newspaper advertisements
39. Ryan, a recent college graduate, attended a job fair at his university. He knew that
ABC Company regularly recruited new hires on campus so he was sure to visit them at
the fair. The recruiter always had luck finding good applicants at this university and was
happy to talk to Ryan about several openings at the company. What did both Ryan and
the recruiter leverage to make a connection?
A. a referral
B. a university relationship
C. an internal recruiting source
D. an unadvertised job
40. Students are more likely to be offered a job after completing an internship. Interns
also tend to have lower turnover rates. Why might turnover rates be lower for interns?
A. Interns have a realistic job preview.
B. Interns are too comfortable to leave.
C. Interns are not disappointed easily.
D. Interns expect to work for less money.
41. Monster.com is an example of an ______.
A. employee referral
B. external job board
C. employment agency
D. internal job board
42. The ability to ______ is an advantage to using social networking sites for recruiting.
A. conduct informal and virtual interviews
B. advertise to a small group of potential applicants
C. pinpoint specific skills and more narrow needs
D. attract more gig workers
43. A manager at ABC Company contacted the company’s recruiter about temporarily
outsourcing some work. Which is the best source for the recruiter to start with to find
someone to take on the work as a freelance employee?
A. internal job boards
B. online marketplaces
C. fliers
D. job fairs
44. Joan works for a new company that is rapidly expanding. Joan knows the company
does a great job attracting a diverse workforce and she is developing a career
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
development plan to ensure even stronger diversity within the organization. What
makes Joan think a career development plan is important?
A. Career development plans attract talent from protected groups.
B. Companies with career development plans are less likely to be scrutinized about why
people leave.
C. Companies with career development plans for employees tend to have a more
diverse workforce.
D. When companies treat existing employees well and help them grow, they are more
likely to attract and retain people.
45. Women in positions of power, female-friendly benefit programs, and the serious
treatment of sexual harassment are examples of what?
A. key activities to attract and retain women
B. how women get ahead in male-dominated fields
C. incentives for women to seek promotions
D. the result of recruiting women
46. In fields such as education, and social work where men are still underrepresented,
gender diversity is a concern. How might a human resources professional address this
concern?
A. recruit an equal number of men and women for similar positions
B. create a more competitive selection process
C. ensure that everyone has access to the same positions for which they are qualified
D. create a less competitive selection process
47. African Americans and Latinos are more attracted to organizations that emphasize a
commitment to equal opportunity. According to the textbook, how can recruiters convey
this message when seeking to fill a position?
A. word-of-mouth
B. postcards
C. Facebook
D. strategic ad placement
48. Why are people working until they are older today as compared to previous
generations?
A. due to the economy
B. due to longer life spans
C. due to more opportunities
D. due to technology
49. What is one challenge that some organizations have with hiring veterans?
A. They may demand more money due to security clearances.
B. They are often overqualified for civilian jobs.
C. They are often underqualified for civilian jobs.
D. They may have skills that do not match the needs of civilian jobs.
50. The Americans with Disabilities Act prohibits discrimination against qualified
applicants with a disability. How does a human resources manager decide who is
qualified?
A. based on the need for workforce diversity
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
B. based on reasonable accommodations
C. based on applicant motivation
D. based on a job analysis
51. What can a recruiter do to ensure that applicants with visual impairments can
access an online application?
A. ensure that the application is screen reader friendly
B. provide paper copies through the mail
C. offer to read the application to the applicant
D. use closed captions on the website
52. Identifying how many applicants enter the recruitment funnel from specific
recruitment sources is a metric that might be used during which stage of recruitment?
A. generating applicants
B. maintaining applicant participation
C. job acceptance
D. after new employee organizational entry
53. One metric to measure recruitment effectiveness is measuring the hiring manager’s
satisfaction with the applicant. When does this occur?
A. when applicants are generated
B. during the assessment stage
C. during the job acceptance stage
D. after the applicant becomes an employee
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
54. Jade hung up after talking to the recruiter from ABC Company feeling enthusiastic
about potential opportunities and being informed about the next steps in the application
process. Jade’s recruiter was personable, competent, and explained what to expect
through the recruitment process. What is a reasonable conclusion based on the
evidence provided?
A. Jade is likely to feel positive about a job offer based on her treatment during
recruitment.
B. Jade is a high-quality candidate with a pleasant demeanor.
C. Jade’s recruiter is new and trying to do a good job.
D. Jade’s recruiter has a large quantity of applicants.
55. What is an informational interview?
A. an onsite visit by the applicant to learn more about the physical environment
B. the exchange of information to help the applicant learn more about the organization
and its industry
C. a traditional interview used to evaluate the applicant’s qualifications for a specific job
as compared to other applicants in the talent pool
D. a selection interview to determine which applicants will proceed to the next stage in
the recruitment funnel
56. The ______ is what we traditionally think of as a job interview.
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
A. selection interview
B. site visit
C. external recruitment
D. informational interview
57. Naomi had an interview at ABC Company in which she was evaluated for the job
and in which she gained insight into what it would be like to work at ABC. What Naomi
experienced was a(n) ______.
A. selection interview
B. informational interview
C. job knowledge interview
D. industry interview
58. In a(n) ______, an applicant goes to the organization’s location to be interviewed.
A. assessment test
B. informational interview
C. site visit
D. job offer
59. Josie has just arrived at the main office of ABC Company to meet with managers in
the marketing division for an interview for a marketing research job. Josie is having a(n)
______.
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
A. informational interview
B. site visit
C. realistic job preview
D. performance review
60. What is an applicant likely assessing if they ask about organization culture?
A. what the leadership style is
B. how well they will fit in
C. how diverse the organization is
D. the work–family balance
61. Charles is not surprised that most applicants for the factory where he is hiring ask
about medical coverage. Why?
A. Medical coverage is a primary job feature that attracts applicants.
B. Factory workers tend to know a lot about different health-care services.
C. Negotiating for health care is a recommended applicant strategy.
D. Medical coverage is a recommended interview topic.
62. ABC Company would like to hire Jazlynn and knows that she has two other job
offers already on the table from competitors. What is one thing the recruiter can do to
compete with the competitors and attract Jazlynn to ABC Company?
A. give Jazlynn a hard deadline to accept the offer from ABC
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
B. provide a site visit
C. tell Jazlyn negative information about the competitors
D. put the best offer forward as much as possible
63. To what does “quality of fill” refer?
A. number of employees employed after 1 year
B. a combination of metrics such as performance, promotion, and retention
C. total number of accepted offers divided by total number of offers
D. candidates moving past the phone screen stage
64. What is one possible sign that recruitment is not effective?
A. low cost to hire
B. short time to hire
C. applicants refuse site visits
D. a wide recruitment funnel
65. One goal for a selection interview is to evaluate the applicant. What is another goal?
A. to attract the applicant to the job
B. to provide information about the industry
C. to offer health-care benefits
D. to assess the likelihood of alternative offers
66. When a recruiter tries to emulate other companies’ recruitment strategies by
matching what they do, the recruiter fails to generate competitive advantage for their
own organization. One can conclude from this statement that it is helpful to ______.
A. avoid relying on benchmarking
B. avoid the strategic impact of the workforce
C. avoid measuring both levels and relationships between workforce measures
D. expect that well-defined metrics will fix most recruiting problems
67. Pay and benefits are known as ______.
A. benchmarks
B. job features
C. performance measures
D. motivation
68. Lynda heard from a friend that ABC Company has a terrible hiring process. When
they called her about her application, she did not respond. What is this an example of?
A. organizational cultures being less attractive to some people than others
B. a poor organizational fit
C. how word-of-mouth opinions influence a person’s decisions
D. social media impacting brand perception
69. Corporate recruiter is a desirable job in the United States due to salary, job
openings, job score, and ______.
A. job satisfaction
B. benchmarking
C. freelance gigs
D. offshoring
70. What is one type of recruitment effort that many employers are investing in?
A. diversity
B. on-site
C. freelance
D. illusive
True/False
1. Workforce characteristics influence recruiting in various ways, including labor
shortages and surpluses.
2. Recruitment refers to actively gathering data to determine potential talent gaps, or the
difference between an organization’s talent demand and their available talent supply.
3. The more closely aligned the recruiting is with onboarding, the less likely the turnover
is.
4. The recruiter has more influence over the hiring process than the hiring manager.
5. The third fundamental stage of recruitment is maintaining applicant interest through
the assessment process.
6. Recruitment sources are consistently effective across similar organizations even if
their recruitment strategies, brands, and industries differ.
7. A help wanted sign in a window may indicate that walk-ins are welcome.
8. Hiring another company’s employee(s) is called poaching.
9. In a recent survey, NACE found that 56% of college employer respondents reported
having a formal diversity recruitment effort.
10. Spreading a wide recruitment net to attract qualified applicants of both sexes is one
way employers can address gender diversity.
11. Recruiters and hiring managers need to be aware of biases to avoid limiting
diversity.
12. One way to promote racial diversity during recruitment is to use materials that show
minorities in leadership roles.
13. Including wording such as new college graduate and digital native in job
advertisements may indicate a desire for younger workers and violate the Age
Discrimination in Employment Act.
14. Older workers tend to have more unexcused absences from work due to health
issues.
15. Time to hire and cost per hire positively correlate with organization performance.
Bauer, Human Resource Management, 1e
SAGE Publishing, 2020
Essay
1. You have recently accepted a job as a recruiter for a local hospital and need to fill
several positions. Discuss the steps you would take to create a recruitment funnel
applying the three fundamental stages of recruitment.
2. Prepare a scenario in which you, the recruiter, provide an applicant a realistic job
preview for being a nurse in the emergency room, and include an explanation about
why a realistic job preview is important.
3. You, as the recruiter, realize that men are underrepresented on the nursing team.
Prepare a plan and outline two to three key activities you could implement to attract and
retain more men.
4. As a recruiter, how would you ensure that differently abled individuals who are
qualified for jobs have the same access as everyone else? Provide examples.
5. Recruitment metrics should be used as a starting point rather than as a goal to
ensure that they are not incentivizing the wrong behaviors or masking important
relationships with strategic implications. With that said, explain one to two metrics that
might be considered during each of the fundamental stages of recruitment and discuss
principles to use them effectively.
