HRCI PHR — Professional in Human Resources Exam
Talent Planning & Acquisition Practice Questions
160 practice questions with detailed explanations — aligned to the HRCI PHR — Professional in Human Resources Exam.
Master Talent Planning & Acquisition to boost your score on the HRCI PHR — Professional in Human Resources Exam. Each question below mirrors the style and difficulty of real exam questions, complete with detailed explanations so you understand the why behind every answer. Work through all 160 questions, review any that trip you up, and use the related topics below to round out your preparation.
Q1.A structured interview is considered more legally defensible than an unstructured interview primarily because:
A.It costs less to administerB.All candidates are asked the same job-related questions, enabling objective comparisonC.It allows the interviewer to explore interesting tangentsD.It eliminates the need for reference checksB. All candidates are asked the same job-related questions, enabling objective comparisonExplanation: Structured interviews use a predetermined, standardized set of job-related questions asked in the same order of every candidate. This reduces unconscious bias and improves predictive validity. Courts favor structured interviews because they demonstrate that selection was based on job-relevant criteria, not protected class characteristics.
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Q2.What is the '4/5ths rule' (80% rule) used for in employment selection?
A.To determine whether a job offer must be made in writingB.To detect adverse impact — a selection rate less than 80% of the highest group's rate may indicate adverse impactC.To set the minimum passing score on employment testsD.To determine overtime eligibilityB. To detect adverse impact — a selection rate less than 80% of the highest group's rate may indicate adverse impactExplanation: The EEOC Uniform Guidelines use the 4/5ths (80%) rule to screen for adverse impact in selection procedures. If the selection rate for a protected group is less than 4/5 (80%) of the highest-selected group's rate, adverse impact is indicated. For example, if 50% of white applicants are hired, a hiring rate below 40% for any protected group may indicate adverse impact.
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Q3.Which of the following is a passive recruiting method?
A.Attending a college career fairB.Posting a job on the company careers pageC.Calling a professional association referral listD.Contacting a search firmB. Posting a job on the company careers pageExplanation: Passive recruiting involves posting positions and waiting for applicants to come to you (e.g., career page postings, job boards). Active recruiting involves proactively seeking out candidates (career fairs, headhunting, direct sourcing on LinkedIn, employee referral outreach). Both are valid strategies; active recruiting is generally more effective for niche or senior roles.
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Q4.An employer's new hire onboarding program is MOST effective when it:
A.Focuses exclusively on completing paperwork (I-9, W-4) on day oneB.Integrates role clarity, cultural assimilation, and performance expectations over the first 30–90 daysC.Limits manager involvement to avoid overwhelming new hiresD.Is completed in a single day to minimize productivity lossB. Integrates role clarity, cultural assimilation, and performance expectations over the first 30–90 daysExplanation: Research consistently shows that structured, extended onboarding (30–90 days) that addresses cultural fit, social connection, role clarity, and performance expectations significantly improves new hire retention and time-to-productivity. Compliance paperwork (I-9, W-4) is a necessary but insufficient component of effective onboarding.
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