Question 1

The average time to start is a short-term staffing metric.

Accepted Answer

The average time to start is a metric that measures the time it takes to fill a staff position. It is a short-term staffing metric used in recruitment and hiring processes.

Question 2

The influence of strategic staffing on a candidate ends once the candidate is hired.

Accepted Answer

The influence of strategic staffing on a candidate does not end once the candidate is hired as it impacts their onboarding, training, development, performance management, and career progression within the organization.

Question 3

The DMADV method of Six Sigma stands for Design,Measure,Analyze,Deduce,and Verify.

Accepted Answer

The DMADV method of Six Sigma stands for Define, Measure, Analyze, Design, and Verify.

Question 4

An applicant tracking system is designed to store and process all HR and employee information.

Accepted Answer

An applicant tracking system (ATS) is primarily designed to streamline the recruitment process by organizing and tracking candidate applications; it is not intended to store and process all HR and employee information.

Question 5

Lagging indicators help a company improve its staffing efforts midstream.

Accepted Answer

Lagging indicators are retrospective in nature and reflect past performance. Therefore, they cannot help a company improve its staffing efforts midstream. Leading indicators, on the other hand, can provide an early warning of potential staffing issues and allow for proactive measures to be taken.

Question 6

Due to inappropriate staffing practices a number of good quality candidates were rejected in favor of poor quality hires at Mac Computers.The rejected candidates joined other software firms and mentioned this experience to other software personnel.Everyone who heard it formed a bad impression of Mac Computers and its staffing practices.This is an example of the ________ related to poor staffing practices.
A)direct costs
B)leading indicators
C)negative spillover effects
D)key performance indicators

Accepted Answer

The situation described in the scenario is an example of negative spillover effects. The poor staffing practices at Mac Computers resulted in the rejection of good quality candidates, who subsequently spread the word about their experience. This resulted in a negative impression being formed about the company and its staffing practices among software personnel, who might have been potential candidates or customers. Thus, the negative effects of the poor practices spilled over to other areas of the company, causing damage to its reputation and ultimately affecting its bottom line.

Question 7

The balanced scorecard includes strategic,operational,financial,and customer-related goals.

Accepted Answer

The balanced scorecard framework includes these four categories of goals to ensure a comprehensive and balanced approach to measuring and managing organizational performance.

Question 8

Relying too heavily on résumé screening software can result in a firm overlooking highly qualified candidates who do not match specific criteria.

Accepted Answer

Résumé screening software typically uses specific criteria to filter candidates, which may result in overlooking qualified candidates who may not fit all of the predetermined requirements. It is important for firms to balance the use of technology with a human review process to ensure they are not missing out on top talent.

Question 9

Evaluating whether the hiring experience and speed are acceptable to candidates is an example of an evaluation of staffing effectiveness.

Accepted Answer

Evaluating the hiring experience and speed is an important aspect of staffing effectiveness as it can impact a candidate's perception of the organization and increase the likelihood of a successful hire.

Question 10

Measurable factors critical to the firm's success and long- and short-term goals are ________.
A)key performance indicators
B)digital dashboards
C)staffing moderators
D)HR scorecards

Accepted Answer

Measurable factors critical to the firm's success and long- and short-term goals are commonly known as key performance indicators (KPIs). Digital dashboards, staffing moderators, and HR scorecards may be tools or methods used to track KPIs, but they are not KPIs themselves.

Question 11

Which of the following refers to the process of analyzing a hiring system to determine its performance and effectiveness?
A)digital staffing
B)staffing evaluation
C)HR planning
D)recruitment life cycle management

Accepted Answer

Staffing evaluation refers to the process of analyzing a hiring system to determine its performance and effectiveness, identifying areas that require improvement, and developing solutions to enhance the staffing process. Digital staffing refers to the use of technology in the recruitment process, HR planning refers to the process of forecasting future staff and skills requirements, and recruitment life cycle management refers to the process of managing the entire recruitment process from job posting to onboarding.

Question 12

Indirect staffing costs ________.
A)precede a staffing outcome
B)can be more significant than the direct costs but are more difficult to measure
C)are incurred if critical positions are unfilled for longer than necessary
D)do not have any financial implications for the firm,unlike direct costs

Accepted Answer

Indirect staffing costs are expenses that cannot be directly attributed to the hiring process but are still important factors, such as lost productivity or training expenses. They can be difficult to measure but can have a significant impact on the overall cost of staffing a position. Preceding a staffing outcome, in choice A, is not accurate as indirect staffing costs are incurred throughout the process. Choice C is partially correct, as indirect staffing costs may result from unfilled positions, but this is not always the case. Choice D is incorrect as indirect staffing costs can have financial implications for a firm.

Question 13

________ is a direct cost of staffing.
A)Lost market share
B)Lower productivity
C)Lost business opportunities
D)Lower competition

Accepted Answer

Lower productivity is a direct cost of staffing because it directly relates to the efficiency and effectiveness of the workforce. When staffing levels are not optimal, it can lead to employees being overburdened or underutilized, directly impacting productivity.

Question 14

Cost per hire is a staffing effectiveness metric.

Accepted Answer

The answer of Cost per hire is a staffing effectiveness...

Question 15

Six Sigma methodology begins with a process map.

Accepted Answer

Six Sigma methodology does start with a process map or flowchart which helps to identify potential sources of variation and waste within a process. This allows for targeted improvement efforts and helps to quantify the impact of process changes.

Question 16

Key performance indicators are the outcomes against which the effectiveness of the staffing system is evaluated.

Accepted Answer

Key performance indicators (KPIs) are used to evaluate the effectiveness of the staffing system. These KPIs are specific, measurable, and quantifiable outcomes that can be used to assess the performance of the staffing system. Common KPIs include employee turnover, time-to-hire, cost-per-hire, and quality of hire. By tracking these KPIs over time, organizations can identify areas where they need to improve their staffing processes and make changes to ensure they are hiring the right talent for the job.

Question 17

The choice of criteria in a balanced scorecard should be based on the company's strategy and goals,not on the challenges the company anticipates.

Accepted Answer

The choice of criteria in a balanced scorecard should be based on the company's strategy, goals, and anticipated challenges to ensure comprehensive performance measurement and strategic alignment.

Question 18

The balanced scorecard approach bases its assessment of employee performance completely on financial gain to the company.

Accepted Answer

The balanced scorecard approach considers multiple dimensions of employee performance, including financial, customer, internal processes, and learning and growth. It seeks to measure performance holistically rather than solely relying on financial gain.

Question 19

Digital staffing dashboards lack scalability and hence are not suitable for small- and medium-sized companies.

Accepted Answer

Digital staffing dashboards are designed for scalability and can be used by companies of all sizes, including small- and medium-sized businesses. These dashboards provide a centralized location for tracking and managing staffing needs, allowing companies to optimize their workforce and improve their overall performance.

Question 20

Through technology,the recruitment process identifies bottlenecks or possible bias and can correct it quickly.

Accepted Answer

Technology allows for automated tracking and analysis of recruitment data, which can reveal any bottlenecks or biases in the process. This information can then be used to make adjustments and improve the overall fairness and effectiveness of recruitment efforts.

Quiz 13: Staffing System Evaluation and Technology