aPHR talent acquisition, from first plan to day one

Before writing a new job description, an HR assistant at Lakemont Freight observes dock workers, interviews their supervisor, and lists each task and the skills it needs. What is this process called?

1. Job analysis
   Job analysis collects the duties, tasks, and knowledge, skills, and abilities of a job, and its output feeds the job description and job specification.
2. Job rotation
   Job rotation moves employees between jobs for development or coverage; it is not a method for studying a job.
3. Job enrichment
   Job enrichment adds responsibility or variety to an existing job to make it more motivating; it does not document the job's tasks.
4. Job evaluation
   Job evaluation ranks jobs by their relative worth to set pay levels; it uses job analysis results but is a compensation step.

Harbor Point Hotels had 210, 228, and 245 housekeepers over the last three years. The HR team projects next year's need by extending that pattern. Which forecasting method is this?

1. Succession planning
   Succession planning identifies and develops people to fill key roles; it does not project total headcount from past data.
2. Trend analysis
   Trend analysis looks at how staffing levels changed over past periods and projects the pattern into the future.
3. Delphi technique
   The Delphi technique gathers anonymous expert opinions over several rounds of questionnaires; it does not extend historical numbers.
4. Nominal group technique
   The nominal group technique has experts meet, list ideas silently, then discuss and vote; it is a judgment method, not a numeric projection.

A call center has historically needed one service agent for every 400 customer accounts. With 60,000 accounts expected next year, HR projects a need for 150 agents. Which forecasting method is this?

1. Ratio analysis
   Ratio analysis applies a known relationship between a business factor (accounts) and staffing (agents) to a future level of that factor.
2. Replacement chart
   A replacement chart shows possible successors for key positions; it does not forecast the total number of agents needed.
3. Skills inventory
   A skills inventory records employees' current skills and credentials; it does not convert a business volume into headcount.
4. Delphi technique
   The Delphi technique relies on rounds of anonymous expert judgment, not a fixed numeric ratio.

Two part-time employees at Cedar Ridge Library split the hours and duties of one full-time circulation position. What is this staffing approach called?

1. Flextime
   Flextime lets an employee choose start and end times around core hours; it does not split one job between two people.
2. Compressed workweek
   A compressed workweek fits full-time hours into fewer days, such as four 10-hour days; one person still holds the job.
3. Phased retirement
   Phased retirement lets a retiring employee gradually reduce hours; it does not pair two people in one role.
4. Job sharing
   Job sharing divides the hours and duties of a single full-time position between two or more part-time employees.

Brightwell Bank signs an agreement with a recruiting firm that will be paid a fee only if a candidate it presents is actually hired. What type of arrangement is this?

1. Professional employer organization
   A PEO co-employs a company's workforce for payroll and benefits; it is not a search arrangement.
2. Recruitment process outsourcing
   Recruitment process outsourcing hands over the recruiting function itself, usually for an ongoing management fee, not a per-hire contingency.
3. Contingency search
   Under a contingency arrangement the recruiting firm earns its fee only when one of its candidates is hired.
4. Retained search
   A retained search firm is paid an upfront or staged fee for the search whether or not one of its candidates is hired.

A recruiter at Norvale Health messages experienced nurses who are happily employed elsewhere and are not applying for jobs. These people are best described as what?

1. Active candidates
   Active candidates are already job hunting and applying; the nurses here are not.
2. Internal candidates
   Internal candidates already work for the hiring organization; these nurses work elsewhere.
3. Contingent workers
   Contingent workers are temporary, contract, or on-call workers; the term describes a work arrangement, not job-search status.
4. Passive candidates
   Passive candidates are qualified people who are currently employed and not actively looking, so recruiters must reach out to them.

At Westbrook Insurance, every candidate for a claims job is asked the same questions in the same order, and each answer is scored against the same rating guide. What type of interview is this?

1. Stress interview
   A stress interview deliberately puts the candidate under pressure; it is defined by the pressure, not by standard questions.
2. Nondirective interview
   A nondirective interview uses broad, open questions that let the candidate lead, so it is not standardized.
3. Structured interview
   A structured interview uses the same questions, order, and scoring for every candidate, which makes answers easier to compare fairly.
4. Group interview
   A group interview assesses several candidates at the same time; it does not by itself mean standard questions and scoring.

A candidate for a shift lead role is asked, 'What would you do if two of your team members called out sick an hour before a busy shift?' What kind of question is this?

1. Stress question
   A stress question is meant to unsettle the candidate; this is an ordinary job-related scenario.
2. Closed question
   A closed question invites a one-word or yes/no answer; this one asks for a plan of action.
3. Behavioral question
   A behavioral question asks about a real past event ('Tell me about a time…'), not a hypothetical.
4. Situational question
   A situational question gives a hypothetical scenario and asks how the candidate would handle it.

A candidate at Pinecrest Marketing graduated from the interviewer's favorite university and is very articulate. The interviewer then rates her high on every skill, including ones she was barely asked about. Which bias is this?

1. Halo effect
   The halo effect lets one positive impression spill over into high ratings on unrelated qualities.
2. Recency effect
   Recency effect weighs the most recent information most heavily; it does not explain one trait raising all ratings.
3. Contrast effect
   Contrast effect judges a candidate against the person interviewed just before, not by one standout trait.
4. Central tendency
   Central tendency rates everyone near the middle of the scale; here every rating is high.

An online application at Trident Freight asks, 'Do you hold a valid commercial driver's license?' Applicants who answer 'No' are automatically removed from consideration. What is this screening tool called?

1. Behavioral question
   A behavioral question asks about past experience during an interview.
2. Knockout question
   A knockout question screens out applicants who do not meet a must-have requirement.
3. Situational question
   A situational question asks how a candidate would handle a hypothetical event; it does not auto-reject.
4. Realistic job preview
   A realistic job preview shows the job's real conditions; it does not screen applicants out.

Which system does an HR team mainly use to post job openings, collect applications, and move candidates through screening and interview stages?

1. Payroll system
   A payroll system calculates pay, taxes, and deductions for people already hired.
2. Learning management system
   An LMS delivers and tracks training for employees; it does not manage job applicants.
3. Applicant tracking system
   An ATS manages requisitions, postings, applications, and the candidate pipeline from screening to offer.
4. Performance management system
   A performance management system tracks goals and reviews for current employees, not applicants.

A consumer report on a finalist at Elmwood Retail shows a conviction, and the hiring manager is leaning toward withdrawing the offer. Under the Fair Credit Reporting Act, what must Elmwood do before taking that adverse action?

1. Wait at least 90 days before any decision
   The FCRA sets no 90-day wait before a decision.
2. Give her a copy of the report and a summary of her rights
   Before adverse action based on a consumer report, the employer must give the person a copy of the report and the written summary of rights.
3. Get approval from the EEOC before withdrawing
   No EEOC approval is required before withdrawing an offer.
4. Ask the consumer reporting agency to delete the record
   Employers cannot delete records, and the FCRA does not require asking for deletion.

Halcyon Pharmacy's offer letter states that the job will begin only after the candidate passes a background check and a drug screen. What kind of offer is this?

1. Counteroffer
   A counteroffer is a new offer made in response to another offer, such as a current employer trying to keep a resigning employee.
2. Verbal offer
   A verbal offer is made by phone or in person; this offer is written and carries conditions.
3. Exploding offer
   An exploding offer has a very short deadline to accept; the defining feature here is the conditions.
4. Contingent offer
   A contingent (conditional) offer becomes final only once the stated conditions, such as checks and screens, are met.

Which form does a new employee complete so the employer knows how much federal income tax to withhold from each paycheck?

1. Form 1099-NEC
   Form 1099-NEC reports payments to independent contractors, not employees' withholding.
2. Form I-9
   Form I-9 verifies identity and work authorization, not tax withholding.
3. Form W-2
   Form W-2 is the annual wage and tax statement the employer gives the employee.
4. Form W-4
   Form W-4, the Employee's Withholding Certificate, tells the employer how much federal income tax to withhold.

Before making offers, Summit Call Centers shows candidates a video of a typical shift, including irate callers and strict break schedules. What is this practice called?

1. Employer branding campaign
   An employer branding campaign promotes the company's appeal; it does not stress the hard parts of one job.
2. Structured interview
   A structured interview standardizes questions and scoring; it does not show the job's conditions.
3. Realistic job preview
   A realistic job preview gives candidates an honest view of the job, including its downsides, so that those who join know what to expect.
4. Job shadowing program
   Job shadowing lets a person follow an employee on the job in person; this is a video shown to candidates.