Talent Acquisition Test 1 Questions And
Answers
Talent Acquisition - Answera series of strategic steps that businesses use to find and
hire the highest quality candidates for openings within their organization.
/.Why is talent acquisition critical? - AnswerCompetitive advantage (HR does not
directly bring in revenue, just sets up the organization for success)
/.Strategic staffing - Answer-Productive, proactive, planning ahead (tech change),
consider the labor market
-Ex. customer service jobs being replaced with software
-Looking at specific skills
/.Components of Strategic Staffing - Answer-Planning/forecasting
-Sourcing and recruiting
-Selecting and acquiring (most qualified)
-Managing and developing (feedback)
-Retaining (employee wellness)
/.Outcomes of strategic staffing - Answer-high retention
-speed of promotion
-moving up within the company
-higher performance
-HR satisfaction
-applicants of quality
-time
-cost
/.Business strategy - Answerhow your company is going to compete in the workplace
/.Competitive advantage - Answerwhat gives you the edge over competitors
/.Sources of competitive advantage - Answerinnovation (apple), first to market (apple),
location (walgreens), price (aldi), reputation (chick fil a), marketing (barbie movie),
technology, speed (amazon), brand loyalty (apple), quality (rolex), service (chick fil a),
distribution
/.Strategy Type: cost leadership - Answer-operational excellence
-low cost
/.Strategy Type: differentiation - Answer-product
-innovation
, /.Strategy Type: focus (specialization) - Answerniche market
/.Strategy Type: growth - Answer-organic
-merger and acquisition
/.Overall business strategy: cost leadership - Answerfollow rules (ability and
willingness), attention to details
/.Overall business strategy: differentiation - Answercreative, risk-taking, understanding
target audience, technical skills
/.Overall business strategy: focus (specialization) - Answercustomer service, focus on
quality, resilience, communicate
/.Overall business strategy: growth - Answer-adaptable
-risk-taking
-comfort with ambiguity
/.Human Resource strategy - Answer-training
-compensation/benefits
-talent acquisition
/.Human Resource strategy regarding talent acquisition - Answer-investment v. cost
-contingent v. full time employee
-hire v. train
-decentralize v. centralized
/.job analysis - Answerthe process of gathering and analyzing information about the
content and the human requirements of jobs, as well as, the context in which jobs are
performed
/.JA systemic process: worker characteristics - Answerwhat does that person need to
have to perform that job well
/.JA systemic process: KSAO's - Answerknowledge, skills, ability, and other
characteristics
/.Competency model - Answerdoes not specifically focus on tasks, but on the people
/."Broad KSAO's" - Answer-flexible: can be used if there are not clearly defined jobs
-strategy: set from upper-level management (typically)
-may apply across job levels
/.Reward analysis - Answerthe perspective of the employee/worker
Answers
Talent Acquisition - Answera series of strategic steps that businesses use to find and
hire the highest quality candidates for openings within their organization.
/.Why is talent acquisition critical? - AnswerCompetitive advantage (HR does not
directly bring in revenue, just sets up the organization for success)
/.Strategic staffing - Answer-Productive, proactive, planning ahead (tech change),
consider the labor market
-Ex. customer service jobs being replaced with software
-Looking at specific skills
/.Components of Strategic Staffing - Answer-Planning/forecasting
-Sourcing and recruiting
-Selecting and acquiring (most qualified)
-Managing and developing (feedback)
-Retaining (employee wellness)
/.Outcomes of strategic staffing - Answer-high retention
-speed of promotion
-moving up within the company
-higher performance
-HR satisfaction
-applicants of quality
-time
-cost
/.Business strategy - Answerhow your company is going to compete in the workplace
/.Competitive advantage - Answerwhat gives you the edge over competitors
/.Sources of competitive advantage - Answerinnovation (apple), first to market (apple),
location (walgreens), price (aldi), reputation (chick fil a), marketing (barbie movie),
technology, speed (amazon), brand loyalty (apple), quality (rolex), service (chick fil a),
distribution
/.Strategy Type: cost leadership - Answer-operational excellence
-low cost
/.Strategy Type: differentiation - Answer-product
-innovation
, /.Strategy Type: focus (specialization) - Answerniche market
/.Strategy Type: growth - Answer-organic
-merger and acquisition
/.Overall business strategy: cost leadership - Answerfollow rules (ability and
willingness), attention to details
/.Overall business strategy: differentiation - Answercreative, risk-taking, understanding
target audience, technical skills
/.Overall business strategy: focus (specialization) - Answercustomer service, focus on
quality, resilience, communicate
/.Overall business strategy: growth - Answer-adaptable
-risk-taking
-comfort with ambiguity
/.Human Resource strategy - Answer-training
-compensation/benefits
-talent acquisition
/.Human Resource strategy regarding talent acquisition - Answer-investment v. cost
-contingent v. full time employee
-hire v. train
-decentralize v. centralized
/.job analysis - Answerthe process of gathering and analyzing information about the
content and the human requirements of jobs, as well as, the context in which jobs are
performed
/.JA systemic process: worker characteristics - Answerwhat does that person need to
have to perform that job well
/.JA systemic process: KSAO's - Answerknowledge, skills, ability, and other
characteristics
/.Competency model - Answerdoes not specifically focus on tasks, but on the people
/."Broad KSAO's" - Answer-flexible: can be used if there are not clearly defined jobs
-strategy: set from upper-level management (typically)
-may apply across job levels
/.Reward analysis - Answerthe perspective of the employee/worker
