Talent Planning and Acquisition

Seite 1

Q. The most strategic metric to measure turnover is:

loss of top performers versus the rest of the organization.

average population characteristics over time.

involuntary versus voluntary exits.

cost per hire.

Solution: The correct answer is A.

Strategic measures are those that directly impact a company's bottom line. Employees identified as top performers play a key role in achieving company objectives. Their departure puts the company at risk while broad measures of those who quit/resign (voluntary turnover) and those who are discharged/fired (involuntary turnover) do not. Cost per hire is the total cost of bringing a new employee on board (e.g. recruiting costs, benefits, etc.) and does not directly impact a company's bottom line.

Seite 2

Q. When recruiting, organizations may access a nationwide computerized job bank of state employment offices connected to the:

DOL.

NLRB.

EEOC.

OFCCP.

Solution: The correct answer is A.

Each of the options listed are government agencies that perform various functions related to federal employment law. The NLRB enforces labor laws in relation to collective bargaining and unfair labor practices, The Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP) have authority over concerns of discrimination relating to employment. While the OFCCP is a part of the DOL, the DOL itself maintains a computerized job bank of state employment agencies and other resources to help employers find talent.

Seite 3

Q. When hiring a security guard, the best source to verify applicant data is:

the interview.

personal references.

an application.

a background check.

Solution: The correct answer is D.

Personal references are provided by individuals who have never worked with applicants and are not valid verification sources. The interview has low validity, even less so when unstructured. Information on an application can be verified through a background check. A background check is the best source to verify key applicant data such as reasons for termination, salary history, credentials, etc.

Seite 4

Q. A structured interview style would be most appropriate when an organization wants to:

ensure equal consideration.

view how candidates interact with current employees.

see how a candidate reacts to real world situations.

utilize standardized tests.

Solution: The correct answer is A.

A structured interview ensures that each applicant is asked the same questions in the same order. It provides a standardized way of comparing each job applicants' skills and abilities, not necessarily their interaction with employees. It would not be the most appropriate tool for assessing real world situations; simulations, for example, provide real world assessments. Standardized tests can be implemented with or without a structured interview.

Seite 5

Q. The first step in candidate selection test validation is to:

compare scores and productivity.

analyze the job.

interview the supervisor.

benchmark current conditions.

Solution: The correct answer is D.

Test validation is the process of verifying that a test measures what is claims to measure. The goal of validating a selection test is to ensure that the test accurately predicts job performance. The first question to answer is what is the desired job performance? What does success look like? Therefore, the first step is to properly identify the desired level of performance (benchmark current conditions).