HRCI APHR Talent Acquisition Exam Questions and Answers, Exams of Advanced Education

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What is a job description - CORRECT ANSWERS-A written document that describes an employee's work activities. It includes a title, department, reporting relationship, key areas of responsibility and terms of employment. What is employer branding - CORRECT ANSWERS-The process of managing and influencing an organizations reputation among employees, job seekers, and key stakeholders. Brand identity is another term associated that is the organizations name, logo, website, employees, buildings, culture, tagline and products. what is a reservation price in negotiation - CORRECT ANSWERS-the highest salary you can offer What is job analysis - CORRECT ANSWERS-A job analysis is made of a job description and specification. Job analysis is the study of the tasks and responsibilities of a job to determine the jobs importance and its relation to other jobs in the company. what is collaborative bargaining - CORRECT ANSWERS-a win-win Nondisclosure clause - CORRECT ANSWERS-Requires that the employee maintain the confidentiality of proprietary information. Noncompete clause - CORRECT ANSWERS-Requires that the employee not seek employment with a competitor for a specified time after leaving the company. It also prevents employees from competing with their employer after their employment period ends. These agreements typically restrict the employee from later using or revealing any proprietary information or trade secrets to their new employer. Nonsolicitation clause - CORRECT ANSWERS-Requires that the employee cannot solicit the employer's customers, vendors, or employees for a specified time after leaving the company.

Termination clause - CORRECT ANSWERS-Defines the conditions that could result in the employee being terminated for cause. Change of Control clause - CORRECT ANSWERS-Protects the employee's compensation, or provides additional compensation during a corporate reorganization, acquisition, or merger. What is an HRIS? - CORRECT ANSWERS-HRIS, which is a collection of information about the people who work for an organization. HRIS stores information about employees to be easily accessible and reduces the requirement of keeping space-consuming and cumbersome physical files. What can an HRIS measure? - CORRECT ANSWERS-Human resource planning to anticipate replacements and promotions Categorized demographic information such as employees' sex and race by department Compensation costs and financial costs of pay increases Relevant personnel research, such as discovering reasons for absenteeism or high turnover Training needs assessment to analyze employee performance and determine which employees require further training Candidate pipelines - CORRECT ANSWERS-A list of individuals who have been partially vetted and are potentially interested in open positions at your organization. Resume mining - CORRECT ANSWERS-tool for sifting through millions of data points to find a pool of candidates who will be a great fit. Also known as talent mining, this entails sorting through large amounts of human capital data and extracting information relevant to identifying potential candidates and talent. Job fairs - CORRECT ANSWERS-There are 3 different types: Industry specific job fairs are focused on a particular field. These job fairs can boost your organizations employer brand among candidates who are interested in a certain field. College job fairs or career days can be ideal for identifying candidates for entry-level roles and internships. College job fairs give you access to students who are studying a specific field. Veterans job fairs present great opportunities

to connect with military candidates and their family members. Employee referrals - CORRECT ANSWERS-The main benefit of employee referrals is that they reduce the time and cost it takes to hire a new employee. Employee referral programs can also highlight the importance of diversity to the organization and its teams. Skills assessment - CORRECT ANSWERS-the evaluation of an employee's proficiency, knowledge, and abilities related to the skills required for a specific job or field. Interview techniques (4 points) - CORRECT ANSWERS--Understand what you are allowed to ask. Make sure to keep questions focused on the task at hand. Questions should be focused on the job and work environment and rarely involve someone's personal life. Avoiding questions that target age, race, gender, country, national origin, religion, disability, and marital status will help you avoid a discrimination lawsuit. -Guide the conversation. During an interview, you have a limited amount of time to cover a lot of information. Ensuring an interview structure allows you to cover all bases necessary for a thorough interview. -Be honest about the position you are offering. Being honest about the positive and negative aspects of the position is critical to evoking transparency in your organization. Ask open-ended questions. Prepare a handful of questions that give the candidate the floor to speak. Questions like, "Why did you leave your last job?" "What type of work environment do you thrive in?" "What do you see yourself doing in a few years?" These questions will allow them to speak and feel heard and will allow you to listen, instead of talk. -Take thorough notes. If you are interviewing many candidates for a position, it is important to take notes to ensure that you keep track of candidates' responses. Sometimes, it may be appropriate to have an extra individual in the room during the interview as a note taker. types of background checks - CORRECT ANSWERS-There are several common checks employers use depending on the circumstance. First, a credit check for outstanding issues that might affect a candidate's ability to perform the job without undue hardship. Another common check is a criminal record check, which could be used to determine

the suitability of a candidate to be a security guard or perhaps those charged with caring for children, among other select jobs. Of the common types of checks, the last is a motor vehicle record check. An organization should only utilize this test if driving will be part of the employee's primary duties. Employee handbook - CORRECT ANSWERS-A well developed handbook should include a disclaimer that the handbook isn't a contract, the organization's vision or mission statement detailed policies on compensation, promotions, and demotions an overview of benefits information on work, holidays, and time off. A list of conduct expectations, discipline procedures, an organization chart, workplace safety procedures, privacy policies and policies on proprietary information and nondisclosure agreements ROI - CORRECT ANSWERS-Human Capital ROI. Human Capital Return On Investment is found by combining compensation and benefit costs, subtracting that sum and operating expenses and then subtracting that difference from the organization's total revenue, and then dividing that composite by the sum of compensation and benefit costs. Cost per hire - CORRECT ANSWERS-The Cost Per Hire helps organizations know how much is needed to bring a new worker on board. Time to fill - CORRECT ANSWERS-Time-to-Fill* measures how long it takes to fill a position. What is Forecasting in workforce needs? - CORRECT ANSWERS-It allows to take an organization's goals and determine the number of jobs to be filled or relieved to meet those goals. Forecasting method: Unit Demand - CORRECT ANSWERS-Unit managers report on the volume of business activity and how many people are needed to carry out that activity. Forecasting method: Trend Projections - CORRECT ANSWERS-Predict future employment needs based on expectations of how particular employment- related factors may change over time. Forecasting method: Probabilistic Models - CORRECT ANSWERS-Models that predict future conditions using computer simulations.

Forecasting method: Workload Analysis - CORRECT ANSWERS-Determines the output or productivity the organization expects to achieve in the immediate future. Then, employment needs are calculated in reverse. Forecasting method: Ratio Analysis - CORRECT ANSWERS-Examines historical information about the workforce pertaining to a particular facet of the Forecasting method: Delphi Technique - CORRECT ANSWERS-Forecasts future job needs by combining the input and expertise of many professionals who never meet but come to a consensus over time. Forecasting method: Nominal Group Technique - CORRECT ANSWERS-Uses a panel of experts in a structured meeting to solve a problem. Job Bidding - CORRECT ANSWERS-Expressing interest in a position in an organization before that position is available. Succession Planning - CORRECT ANSWERS-Identifying promising employees who have the potential to occupy managerial or executive roles in an organization. Dual Career Ladder - CORRECT ANSWERS-Identifying a career path that is rich in expertise and cross-training. Employees master two traditionally disparate roles and then move on to the next phase. Replacement Charting - CORRECT ANSWERS-Categorizing employees in four ways: Ready for promotion Developed for future promotion Satisfactory in the current position Replace Turnover Forecasting - CORRECT ANSWERS-To review the existing workforce and determine who might leave. Outsourcing - CORRECT ANSWERS-Outsourcing is a common practice that relies on paying a third-party business to perform a specific function that does not align with the main company's ideals. This is used to take advantage of lower labor rates overseas, allowing companies to save money on labor-intensive work like customer service, technical support, and computer programming. Offshoring - CORRECT ANSWERS-Offshoring is where a company establishes a foreign subsidiary and transitions from higher-paid American employees to lower-paid foreign employees. This practice is hotly debated among policymakers, economists, business people, and the general public.

Interview Bias: Halo Effect - CORRECT ANSWERS-The halo effect occurs when an interviewer judges an applicant on only one trait and allows that trait to influence their judgment of other unrelated traits. Interview Bias: Stereotyping - CORRECT ANSWERS-stereotyping occurs when a manager judges an applicant based on membership in a group. Interview Bias: Central Tendency Bias - CORRECT ANSWERS-when the interviewer rates all candidates with a similar score, often in the middle of the scale. Interview Bias: Cultural Noise - CORRECT ANSWERS-Cultural noise occurs when a candidate attempts to respond to the interviewer's questions based on what they think the interviewer wants to hear or is socially acceptable. Interview Bias: Affinity Bias - CORRECT ANSWERS-Affinity bias is the tendency to communicate and rate highly those who have similar appearances, beliefs, experiences, and backgrounds. Interview Bias: Confirmation Bias - CORRECT ANSWERS-Confirmation bias occurs when the interviewer has a preconceived notion of a result and then seeks information that will corroborate or confirm the judgment. Interview Bias: Non-verbal bias - CORRECT ANSWERS-Non-verbal bias occurs when an interviewer is influenced by body language, appearance, or eye contact offer letter - CORRECT ANSWERS-The offer letter should clearly outline the terms of the offer, such as salary, benefits, perks, and any special terms agreed upon during the negotiation.