Question 15 (1 point)

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To expand the pool of available candidates with the desired skills, its often wise to consider alternative staffing methods. A wide range of alternatives provides varying levels of flexibility to the organization. Which of the following most accurately describes the alternative staffing method known as contingent workforce?

Question 15 options:

a)	It is a workforce comprised of only those who work less than a regular workweek.

b)	It is a workforce made up of non-traditional workers, including part-time and seasonal, as well as temporary or leased employees.

c)	It is a workforce of self-employed individuals who work on a project or fee basis with multiple customers or clients.

d)	It is a workforce employed by the organization, available on short notice, and called to work only when they are needed.

Question 16 (1 point)

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Translating strategic workforce goals and objectives into a tactical action plan is accomplished with the use of a staffing needs analysis. This tool is used to determine the numbers and types of jobs forecasted in the organizations strategic plan. A typical staffing needs analysis has five steps. Place the following steps in proper sequence.

i. collect data ii. evaluate results iii. analyze options iv. identify gaps v. select/implement solution

Question 16 options:

a)	iii., i., ii., v., iv.

b)	i., ii., iii., iv., v.

c)	i., iii., ii., v., iv.

d)	i., iv., iii., v., ii.

Question 17 (1 point)

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A _______________ is a type of interview where the interviewer asks broad questions and allows the candidate to guide the conversation.

Question 17 options:

a)	Behavioral interview

b)	Patterned interview

c)	Structured interview

d)	Nondirective interview

Question 18 (1 point)

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Any interviewer may bring preconceived ideas or biases into an interview situation; these can have an unintended impact on the hiring decision. One example is the negative emphasis bias which occurs when:

Question 18 options:

a)	the interviewer evaluates a candidate negatively based on a single characteristic.

b)	an interviewer is influenced by body language.

c)	the interviewer allows a small amount of negative information to outweigh positive information.

d)	an interviewer assumes a candidate has specific traits because they are a member of a group.

Question 19 (1 point)

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In regards to tests, such as pre-employment tests, there is what is called validity. Validity considers the characteristics being measured by a test and whether the test is measuring the characteristic accurately. Which one of the following four types of validity determines whether a test measures the connection between candidate characteristics and successful performances on the job?

Question 19 options:

a)	Concurrent validity

b)	Content validity

c)	Construct validity

d)	Predictive validity

Question 20 (1 point)

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Metrics are an important element of strategic HR. Time to Hire is one such metric that helps to provide a measure of how efficient the HR department is when recruiting and selecting new employees. Time to Hire is calculated from

Question 20 options:

a)	the date interviewing begins to the employee start date.

b)	the date the job is posted to the employee start date.

c)	the date the job is posted to the date a job is accepted by the new employee.

d)	the date interviewing begins to the date a job is accepted by the new employee.