Talent Acquisition & Workforce Planning Flashcards
7 cards from real SHRM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Talent Acquisition & Workforce Planning flashcards as text
Which workforce planning technique uses historical data to project future staffing needs based on organizational trends such as revenue or sales volume?
Answer: Trend analysis
Trend analysis examines historical relationships between a business variable and staffing levels to forecast future workforce requirements.
A company wants to reduce unconscious bias in resume screening. Which technology-based solution is most directly designed to address this?
Answer: AI-powered blind resume screening tools
Blind resume screening tools remove identifying information (name, address, graduation year) to reduce bias in the initial screening stage.
An organization's annual recruiting cost is $500,000 and they hired 100 employees. What is their cost per hire?
Answer: $5,000
Cost per hire equals total recruiting costs divided by total hires: $500,000 ÷ 100 = $5,000.
Which element is considered the most important driver of quality of hire as defined by SHRM?
Answer: New hire performance and retention over time
Quality of hire is primarily measured by how well new employees perform and how long they stay with the organization.
When an organization relies heavily on contingent workers, which workforce planning risk must HR proactively manage?
Answer: Co-employment liability and loss of institutional knowledge
Heavy contingent workforce use risks co-employment claims and the loss of skills and knowledge that leaves when contractors depart.
Which practice violates Equal Employment Opportunity Commission (EEOC) guidance on pre-employment background checks?
Answer: Using a blanket policy excluding all applicants with any criminal record without individualized assessment
Blanket exclusions based on criminal history can constitute disparate impact discrimination; the EEOC requires individualized assessments considering the nature and relevance of the offense.
Which internal talent strategy helps organizations address projected future skill gaps identified in a workforce plan?
Answer: Implementing reskilling and upskilling programs for current employees
Reskilling and upskilling programs develop existing employees to fill anticipated future skill gaps, reducing dependence on external talent.