1. The HR VP of a global organization has identified an issue with developing and retaining leaders from internal sources, leading to difficulty building continuity within divisions. Each division has international contacts and responsibilities, making it difficult to hire candidates with the requisite skills and abilities from external sources. What is the best way the HR VP can attempt to address this situation?

A) Engage in a career management and succession planning process, building new job paths to develop internal leadership candidates.
B) Hire a new global recruiting firm to better fill leadership positions with talented individuals as positions become available going forward.
C) Engage in a compensation study to determine at what pay rate retention issues would cease to impact the organization.
D) Recommend immediate transfers of top-performing candidates from other countries to fill positions at the domestic office.



2. An organization in the United States is having trouble staffing its international department successfully, and this is causing revenue growth to fall below expectations. The HR VP wants to look into bringing in an expatriate from a country containing a key market that the organization wants to?ÿfocus on to drive growth. What must the organization do before hiring an expatriate for the role?

A) Hire a recruiting firm with global reach and a record of successful candidate sourcing?ÿfrom the target market.
B) Prove that all local employees cannot perform the key duties and responsibilities required by the job description.
C) Hire a translation firm to translate the job description into the language of the target market in order to attract applicants.
D) Engage in a compensation study to ensure that the salary range for the position is globally competitive.



3. Sourcing and Recruiting An organization's yield ratio for offers rejected compared to offers extended for qualified applicants increased from 50% in year 1 to 75% in year 2. What recommendation should HR make to improve the selection results for an organization in a growth mode?

A) Review the employee value proposition along with newly hired attrition data and recent exit interview surveys.
B) Double the recruiting budget, with an emphasis on increasing applicant flow.
C) Discuss the organization's strategic plan with executives to consider acquisitions as a way to grow qualified staff.
D) Meet with managers to understand what they believe to be the issues and discuss their concerns.



4. An organization is looking to use internal recruiting methods to help forecast which jobs they may be able to easily fill with internal candidates if they open up in the future. Which internal recruiting method would be most helpful?

A) Nominations
B) Job posting
C) Job bidding
D) Employee referrals



5. Which approach to effectively sourcing a diverse pool of applicants should be used by a company with an aging workforce?

A) Preparing an RFP and sending it to search firms
B) Proactively using multiple tactics simultaneously with shorter response times
C) Creating an employee referral program
D) Developing a publicity campaign emphasizing the employer brand