SHRM-CP Talent Acquisition & Workforce Planning 1 — Questions and Answers
Question 1: Which sourcing strategy is most effective for reaching passive candidates who are not actively job searching?
- Employee referral programs and professional networking (Correct answer)
- Job board postings
- Career fair attendance
- Walk-in application drives
Correct answer: Employee referral programs and professional networking
Passive candidates are best reached through trusted networks and referrals, as they are not scanning job boards.
Question 2: A structured interview is best defined as:
- A standardized set of job-related questions asked of all candidates in the same order (Correct answer)
- An informal conversation between the interviewer and candidate
- A panel interview with multiple interviewers
- A technical skills assessment administered online
Correct answer: A standardized set of job-related questions asked of all candidates in the same order
Structured interviews use predetermined, consistent questions for all candidates, improving reliability and legal defensibility.
Question 3: Under the EEOC's Uniform Guidelines on Employee Selection Procedures, a selection tool has adverse impact if the selection rate for a protected group is less than what fraction of the highest-scoring group's rate?
- 4/5 (80%) (Correct answer)
- 1/2 (50%)
- 2/3 (67%)
- 3/4 (75%)
Correct answer: 4/5 (80%)
The four-fifths (80%) rule states that adverse impact is indicated when a protected group's selection rate is less than 80% of the highest group's rate.
Question 4: Which of the following is an example of a realistic job preview (RJP)?
- Sharing both positive aspects and genuine challenges of the role with candidates (Correct answer)
- Only presenting the most attractive aspects of the job
- Conducting a background check before extending an offer
- Administering a personality assessment during screening
Correct answer: Sharing both positive aspects and genuine challenges of the role with candidates
A realistic job preview gives candidates an honest picture of the job to improve self-selection and reduce early turnover.
Question 5: Which federal law requires federal contractors to take affirmative action to employ and advance qualified individuals with disabilities?
- Section 503 of the Rehabilitation Act (Correct answer)
- Title VII of the Civil Rights Act
- The ADA Amendments Act
- The Vietnam Era Veterans' Readjustment Assistance Act
Correct answer: Section 503 of the Rehabilitation Act
Section 503 of the Rehabilitation Act mandates affirmative action and non-discrimination for individuals with disabilities by federal contractors.
Question 6: An organization uses a pre-employment cognitive ability test. To ensure content validity, the test must:
- Measure skills and knowledge directly required to perform the job (Correct answer)
- Be administered consistently to all applicants
- Be developed by a licensed psychologist
- Comply with state privacy laws
Correct answer: Measure skills and knowledge directly required to perform the job
Content validity requires that the assessment directly reflects the knowledge, skills, and abilities needed for job performance.
