Talent Acquisition aphr exam questions with correct answers

Talent Acquisition aphr exam questions with correct answers Which type of test validity focuses on whether particular test measurements correspond to other specific measurements or particular traits? a) face b) construct c) content d) criterion - Answer ️️ -D. Criterion validity focuses on whether particular test measurements correspond to other specific measurements or particular traits. Predictive validity and concurrent validity are both types of criterion validity. Which of the following interview questions is impermissible? a) Why did you leave your last job? b) How many children do you have? c) What do you think is your greatest weakness? d) How do you think your previous supervisor would describe you? - Answer ️️ -B. It is best practice to avoid asking interview questions that can be perceived as discriminatory or biased. Questions about marital status and children may violate Title VII of the Civil Rights Act if they are used to deny or limit employment opportunities Which of the following must identify whether a job is exempt from applicable minimum wage or overtime regulations? a) job analysis b) job description c) job specification d) job function - Answer ️️ -B. To comply with the Federal Labor Standards Act (FLSA), a job description must identify whether the job is exempt from applicable minimum wage or overtime regulations. Which of the following is a reason why interviewing an employee's references on the phone may be preferable to accepting written letters of recommendation? a) Written recommendations tend to be more informative. b) Written recommendations are more likely to result in negligent hiring. c) Phone interviews are more likely to result in negligent referral. d) Phone interviews provide the opportunity for more consistency. - Answer ️️ -D. One shortcoming of written letters of recommendation is that they make it difficult to compare applicants because supportive letters may address different issues or questions. Phone interviews can provide a more consistent measure of an applicant's eligibility. Which of the following provides a complete measure of how much each employee costs an organization? a) cost per hire b) HR value added c) total compensation expense per employee d) human capital ROI - Answer ️️ -C. The Total Compensation Expense Per Employee is a more complete measure of the financial cost of each worker. It is compensation cost plus benefits cost divided by the total number of full-time employees. What is a primary downside of over-reliance on eRecruitment and eSelection? a) It presents too great a workload from sifting through a greatly expanded applicant pool. b) It can make it difficult to judge whether a candidate is a good fit for the social culture of an organization. c) It may exclude candidates with useful skills that don't match the initial job criteria. d) both B and C - Answer ️️ -D. Two primary downsides of over-reliance on eRecruitment and eSelection are it can make it difficult to judge whether a candidate is a good fit for the social culture of an organization, and it may exclude candidates with useful skills that don't match the initial job criteria. In order to avoid 'negligent referral' liability, an HR professional who is contacted about a previous employee who was terminated for inappropriate behavior must: a) advise potential employers not to hire the terminated employee b) cite the Privacy Act and refuse to disclose any further information c) provide the potential employer with minimal information d) provide the potential employer with all the facts surrounding the employee's dismissal but make no recommendation regarding the hiring decision - Answer ️️ -D. When contacted for referrals, managers and HR professionals should provi