CRSP Recruitment Planning & Job Analysis 3 â Questions and Answers
Question 1: The O*NET database is primarily used by recruiters to:
- Track applicant pipeline stages
- Source passive candidates via social media
- Obtain standardized occupational task and KSA data for job analysis (Correct answer)
- Calculate compensation benchmarks
Correct answer: Obtain standardized occupational task and KSA data for job analysis
O*NET provides detailed, standardized descriptions of occupational tasks, KSAs, and work context that support evidence-based job analysis.
Question 2: A competency that differentiates top performers from average performers is called a:
- Threshold competency
- Differentiating competency (Correct answer)
- Core competency
- Technical competency
Correct answer: Differentiating competency
Differentiating competencies are those that distinguish superior performers from adequate ones and are particularly valuable in selection criteria.
Question 3: When demand forecasting predicts a labor surplus in a specific department, which is the LEAST disruptive strategy to address it?
- Immediate layoffs
- Hiring freeze combined with natural attrition (Correct answer)
- Mandatory early retirement
- Mass transfers to unrelated roles
Correct answer: Hiring freeze combined with natural attrition
A hiring freeze paired with attrition allows headcount to decrease gradually without the morale and legal risks associated with involuntary separations.
Question 4: Which element of a job description communicates the level of authority a role has and who the incumbent reports to?
- Job summary
- Reporting relationships (Correct answer)
- Performance standards
- Job specifications
Correct answer: Reporting relationships
Reporting relationships detail the chain of command, indicating the supervisor's title and any direct reports, clarifying organizational placement.
Question 5: A recruiter notices that 40% of new hires leave within 6 months. Analyzing job analysis data to better align role expectations is intended to address which root cause?
- Poor onboarding logistics
- Realistic job preview gaps and person-job misfit (Correct answer)
- Insufficient base pay
- Inadequate manager training
Correct answer: Realistic job preview gaps and person-job misfit
Early turnover often signals person-job misfit; updating job analysis ensures selection criteria and candidate communication reflect actual role demands.
Question 6: Which type of job analysis focuses on identifying the most important worker characteristics needed for successful job performance rather than listing specific tasks?
- Task-oriented job analysis
- Worker-oriented job analysis (Correct answer)
- Position analysis questionnaire
- Functional job analysis
Correct answer: Worker-oriented job analysis
Worker-oriented job analysis identifies the human attributesâsuch as cognitive abilities, personality traits, and physical capacitiesârequired for success.
Question 7: A staffing plan that identifies specific employees who could step into key roles if those positions become vacant is called a:
- Workforce segmentation matrix
- Succession plan (Correct answer)
- Talent pipeline map
- Headcount forecast
Correct answer: Succession plan
Succession planning designates and develops specific individuals to fill critical roles, ensuring continuity when key positions open.
CRSP Recruitment Planning & Job Analysis 3
The O*NET database is primarily used by recruiters to: