TEST BANK FOR TALENT
MANAGEMENT 3RD EDITION
,Strategic Staffing, 3e (Phillips/Gully)
Chapter 1 Strategic Staffing
1) Although a companycan better match employees with jobs they like, staffing does
not influence organizational performance.
Answer: FALSE
Diff: 1
Skill: Concept
Objective: 1
2) Although staffing practices can influence turnover rates, they cannot influence a
firm's stock market performance.
Answer: FALSE
Diff: 2
Skill: Concept
Objective: 1
3) The final hiring decision is usually made by the hiring manager.
Answer: TRUE
Diff: 2
Skill: Concept
Objective: 1
4) Talent management requires the development of improved processes for attracting,
developing, retaining, and utilizing people with the required skills and aptitude to
meet current and future business needs.
Answer: TRUE
Diff: 1
Skill: Concept
Objective: 1
5) Strategic staffing consists of filling a job as quickly and cheaply as possible.
Answer: FALSE
Diff: 1 Page Ref: 4
Skill: Concept
Objective: 2
,6) Strategic staffing systems are not necessarily aligned with the firm's business
strategy.
Answer: FALSE
Diff: 1
Skill: Concept
Objective: 2
7) Forecasting the skills an organization will need in the future is an example of
employer branding.
Answer: FALSE
Diff: 1
Skill: Concept
Objective: 3
8) Sourcing is locating qualified individuals, appropriate sources and labor markets
from which to recruit.
Answer: TRUE
Diff: 1
Skill: Concept
Objective: 3
9) Recruiting large numbers of applicants is always the best way to ensure quality
hires.
Answer: FALSE
Diff: 2
Skill: Concept
Objective: 3
10) Socialization is the process of assimilating or integrating newly hired or recently
promoted employees with their job, workgroup, and organization.
Answer: TRUE
Diff: 1
Skill: Concept
Objective: 3
11) Deployment involves assigning talent to appropriate jobs and roles in the
organization.
Answer: TRUE
Diff: 1
Skill: Concept
Objective: 3
, 12) The increased financial return on staffing investment is an example of a process
goal.
Answer: FALSE
Diff: 2
Skill: Concept
Objective: 3
13) Attracting sufficient numbers of appropriately qualified applicants is an example
of a staffing outcome goal.
Answer: FALSE
Diff: 2
Skill: Concept
Objective: 3
Q6. Strategic staffing differs from traditional staffing because it focuses on:
A) Filling vacancies quickly
B) Aligning staffing with business strategy
C) Hiring the largest number of applicants
D) Reducing hiring costs only
Answer: B – Aligning staffing with business strategy
Rationale: Unlike traditional staffing, which is reactive and cost-focused, strategic
staffing is future-oriented and ensures that the people hired drive the organization’s
long-term goals. It’s about quality and alignment, not just quantity.
Q7. Which of the following is a key component of strategic staffing?
A) Onboarding only
B) Filling jobs on a temporary basis
C) Workforce planning
D) Cost-cutting in recruitment
Answer: C – Workforce planning
Rationale: Workforce planning ensures organizations have the right people at the
right time. It anticipates future skill needs instead of reacting to shortages. Think of it as
“staffing GPS”—guiding firms to their future workforce destination.
MANAGEMENT 3RD EDITION
,Strategic Staffing, 3e (Phillips/Gully)
Chapter 1 Strategic Staffing
1) Although a companycan better match employees with jobs they like, staffing does
not influence organizational performance.
Answer: FALSE
Diff: 1
Skill: Concept
Objective: 1
2) Although staffing practices can influence turnover rates, they cannot influence a
firm's stock market performance.
Answer: FALSE
Diff: 2
Skill: Concept
Objective: 1
3) The final hiring decision is usually made by the hiring manager.
Answer: TRUE
Diff: 2
Skill: Concept
Objective: 1
4) Talent management requires the development of improved processes for attracting,
developing, retaining, and utilizing people with the required skills and aptitude to
meet current and future business needs.
Answer: TRUE
Diff: 1
Skill: Concept
Objective: 1
5) Strategic staffing consists of filling a job as quickly and cheaply as possible.
Answer: FALSE
Diff: 1 Page Ref: 4
Skill: Concept
Objective: 2
,6) Strategic staffing systems are not necessarily aligned with the firm's business
strategy.
Answer: FALSE
Diff: 1
Skill: Concept
Objective: 2
7) Forecasting the skills an organization will need in the future is an example of
employer branding.
Answer: FALSE
Diff: 1
Skill: Concept
Objective: 3
8) Sourcing is locating qualified individuals, appropriate sources and labor markets
from which to recruit.
Answer: TRUE
Diff: 1
Skill: Concept
Objective: 3
9) Recruiting large numbers of applicants is always the best way to ensure quality
hires.
Answer: FALSE
Diff: 2
Skill: Concept
Objective: 3
10) Socialization is the process of assimilating or integrating newly hired or recently
promoted employees with their job, workgroup, and organization.
Answer: TRUE
Diff: 1
Skill: Concept
Objective: 3
11) Deployment involves assigning talent to appropriate jobs and roles in the
organization.
Answer: TRUE
Diff: 1
Skill: Concept
Objective: 3
, 12) The increased financial return on staffing investment is an example of a process
goal.
Answer: FALSE
Diff: 2
Skill: Concept
Objective: 3
13) Attracting sufficient numbers of appropriately qualified applicants is an example
of a staffing outcome goal.
Answer: FALSE
Diff: 2
Skill: Concept
Objective: 3
Q6. Strategic staffing differs from traditional staffing because it focuses on:
A) Filling vacancies quickly
B) Aligning staffing with business strategy
C) Hiring the largest number of applicants
D) Reducing hiring costs only
Answer: B – Aligning staffing with business strategy
Rationale: Unlike traditional staffing, which is reactive and cost-focused, strategic
staffing is future-oriented and ensures that the people hired drive the organization’s
long-term goals. It’s about quality and alignment, not just quantity.
Q7. Which of the following is a key component of strategic staffing?
A) Onboarding only
B) Filling jobs on a temporary basis
C) Workforce planning
D) Cost-cutting in recruitment
Answer: C – Workforce planning
Rationale: Workforce planning ensures organizations have the right people at the
right time. It anticipates future skill needs instead of reacting to shortages. Think of it as
“staffing GPS”—guiding firms to their future workforce destination.
