Unit 1 Practice Test aPHR Talent Acquisition (2024)
Employee requisitions are normally prepared by supervisors, who see that they need more people to fill their human resource needs.
Employers can subject applicants to drug testing as part of the initial applicant screening process.
Which of these reduction-in-force programs is illegal.
“All employees over age 62 will automatically be retired and receive full retirement pay.”
To avoid charges of negligent hiring, employers should carefully check an applicant’s employment background and criminal record.
The major tool used in succession planning discussions is a position replacement chart.
Time lapses on a resume or application form should be clarified during the job interview or through a reference check.
The problem of nepotism in recruiting refers to showing favoritism by hiring friends or family members of present employees.
An employer who requires older workers to perform difficult, degrading, or boring jobs in order to get them to quit may be found guilty of constructive discharge.
The primary cause of failure for most mergers and acquisition is issues relating to people and culture.
If an organization was experiencing a short-term labor surplus, which of the following would be the best method for reducing the size of the workforce.
Reduced hours
In a typical hiring situation, the FINAL selection decision is made by the line manager for whom the person will work
Which of the following is a legal question under the Americans with Disabilities Act?
Do you currently use any illegal drugs?
Which of the following statements are true?
Job analysis information can be used to identify acceptable performance standards for purposes of employee discipline.
Job analysis information should be used in conducting a training needs assessment.
Job specifications are especially helpful in recruiting new employees.
Which of the following is NOT included on a Position Analysis Questionnaire?
Work schedule
A requested accommodation is MORE LIKELY to be judged as reasonable and required of an employer if it is for a large employer with many employees.
Which of the following is NOT usually included in job specifications?
Required job duties
A selection procedure is said to violate the four-fifths rule if the selection rate for a protected class is less than four-fifths of the rate of the group with the highest selection rate.
From a human resource management viewpoint, the two BEST criteria for promotions to supervisory positions are past performance and ability.
The concept that describes what a company has to offer relative to what is offered by other places of employment is employee value proposition.
The 2008 federal law GINA protects individuals from discrimination on the basis of their genetic information.
Sixty-five-year-old workers can be forced to retire if they are top-level executives.
A yield ratio of 12:1 for recruiting college engineering graduates means that to replace five retiring engineers will require 60 job interviews with graduating engineering students.
The practice of hiring a minority person rather than a more qualified white applicant is called Reverse discrimination.
Which of the following is a BFOQ for discriminating on the basis of sex? In order to satisfy the basic mores of society, such as a locker room attendant.
According to the Supreme Court, accommodations for religious observances should NOT require an employer to pay overtime for another worker to replace the employee requesting the accommodation.
The process of advance planning by the company to decide how vacancies in an organizational chart will be filled is called succession planning.
The term “assessment center” usually refers to a selection method that includes simulation exercises such as the in-basket technique and business games.
Which of the following, by itself, would satisfy the verification requirement for an I-9 form? A US passport.
Affirmative action plans were formally established by Executive Order 11246, issued by Pres. Lyndon Johnson.
A job analysis method that focuses on activities associated with data, people, and things is a functional job analysis.
The Uniform Guidelines on Employee Selection Procedures are a set of principles established by federal agencies to ensure that employment practices are fair and non-discriminatory. Key points include:
Validity: Selection procedures must be job-related and based on valid criteria.
Adverse Impact: Employers must monitor for adverse impact on protected groups.
Record Keeping: Employers should maintain records of selection processes and outcomes.
Compliance: Guidelines help ensure compliance with Title VII of the Civil Rights Act and other anti-discrimination laws.
These guidelines aim to promote equal employment opportunities.
Types of Employment Interviews
Structured Interview:
Pre-determined questions are asked in a specific order.
Ensures consistency and comparability among candidates.
Unstructured Interview:
More conversational and flexible.
Questions may vary based on the candidate's responses.
Behavioral Interview:
Focuses on past behavior as an indicator of future performance.
Candidates are asked to describe specific situations they've faced.
Situational Interview:
Candidates are presented with hypothetical scenarios.
Assesses problem-solving and decision-making skills.
Panel Interview:
Involves multiple interviewers questioning a single candidate.
Provides diverse perspectives on the candidate's fit.
Group Interview:
Multiple candidates are interviewed simultaneously.
Evaluates teamwork and interpersonal skills.
Phone/Video Interview:
Conducted remotely, often as a preliminary screening.
Convenient for both candidates and employers.
Types of Pre-employment Tests
Cognitive Ability Tests:
Assess general intelligence, problem-solving, and critical thinking skills.
Personality Tests:
Evaluate traits and behaviors to determine cultural fit and work style.
Skills Tests:
Measure specific job-related skills, such as typing speed or technical abilities.
Situational Judgment Tests:
Present hypothetical scenarios to assess decision-making and problem-solving.
Integrity Tests:
Gauge honesty, reliability, and ethical behavior.
Physical Ability Tests:
Evaluate physical fitness and capabilities for physically demanding jobs.
Work Sample Tests:
Require candidates to perform tasks similar to those they would encounter on the job
The qualified privilege doctrine allows individuals or organizations to share information about a person's character or qualifications without facing legal repercussions, provided the information is shared in good faith and for a legitimate purpose.
In the context of background checks, this doctrine protects employers who disclose information about a former employee's performance or conduct, as long as the information is accurate and shared with the intent of evaluating the candidate's suitability for a position. However, it does not protect against false statements or malicious intent.
The Americans with Disabilities Act (ADA) limits physical examinations during the application process by stipulating that:
Timing: Medical exams can only be conducted after a conditional job offer is made.
Relevance: Examinations must be job-related and consistent with business necessity.
Confidentiality: Medical information must be kept confidential and separate from other employee records.
Discrimination: Employers cannot discriminate against applicants based on disability status revealed in exams.
These limitations ensure fair treatment of applicants with disabilities
Employee records retention guidelines typically include:
Payroll Records: Retain for at least 3 years.
Employee Contracts: Keep for the duration of employment plus 3 years.
Performance Reviews: Retain for 3-5 years.
Tax Records: Keep for at least 4 years after the tax due date.
Health and Safety Records: Retain for at least 30 years.
Always check local laws for specific requirements.
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