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2pt 0pt
HRM Practice Q&A – Real Exam Questions and Answers 2025 Exam Preparation
Resource
1 Introduction
This 2025 HRM Q&A test bank provides 30 exam-style multiple-choice questions with verified correct answers and step-
by-step explanations, covering recruitment, training, performance, compensation, and employee relations for business
students. Verified June 9, 2025, 03:37 PM EAT.
2 Exam Questions and Answers
2.1 Recruitment and Selection
2.1.1 Question 1.1 (3 marks)
What is the primary goal of talent sourcing metrics?
a. Reduce training costs
b. Measure recruitment efficiency
c. Standardize job roles
d. Limit candidate outreach
Answer: b
Explanation: 1. **Context**: Metrics evaluate sourcing
performance. 2. **Focus**: Measure recruitment efficiency,
core to 803. **Options**: Costs (a), roles (c), and outreach
(d) are unrelated. 4. **Conclusion**: Recruitment effi-
ciency.
Difficulty: Remembering
Helper: Mnemonic: “Sourcing = Efficiency Track.”
Objective: Recruitment Strategy
2.1.2 Question 1.2 (4 marks)
A recruiter ignores diversity metrics. What is the risk?
a. Enhanced team cohesion
b. Biased hiring practices
c. Reduced hiring time
d. Improved retention
Answer: b
Explanation: 1. **Issue**: Diversity metrics ensure fair-
ness. 2. **Risk**: Biased hiring practices, seen in 703.
**Options**: Cohesion (a), time (c), and retention (d) are
incorrect. 4. **Conclusion**: Biased practices.
Difficulty: Analyzing
Helper: Tip: No diversity = Bias risk.
Objective: Recruitment Risks
1
, 2.1.3 Question 1.3 (3 marks)
Which tool improves talent attraction?
a. Exit survey
b. Employer branding platform
c. Training manual
d. Performance review
Answer: b
Explanation: 1. **Tool**: Enhances organizational ap-
peal. 2. **Method**: Employer branding platform, used
in 803. **Options**: Survey (a), manual (c), and review
(d) are unrelated. 4. **Conclusion**: Branding platform.
Difficulty: Remembering
Helper: Table: Attraction = Branding Platform.
Objective: Recruitment Tools
2.1.4 Question 1.4 (4 marks)
Why is candidate experience critical?
a. Reduces compliance risks
b. Enhances employer reputation
c. Simplifies onboarding
d. Limits talent pools
Answer: b
Explanation: 1. **Need**: Positive experience builds brand.
2. **Benefit**: Enhances employer reputation, vital in 753.
**Options**: Risks (a), onboarding (c), and pools (d) are
secondary or incorrect. 4. **Conclusion**: Employer rep-
utation.
Difficulty: Applying
Helper: Tip: Candidate experience = Brand boost.
Objective: Recruitment Strategy
2.1.5 Question 1.5 (3 marks)
What is a key feature of competency-based interviews?
a. Hypothetical scenarios
b. Skill-specific questions
c. Personality assessments
d. General discussions
Answer: b
Explanation: 1. **Feature**: Targets job-relevant skills.
2. **Focus**: Skill-specific questions, core to 803. **Op-
tions**: Scenarios (a), assessments (c), and discussions (d)
are different. 4. **Conclusion**: Skill-specific questions.
Difficulty: Remembering
Helper: Mnemonic: “Competency = Skill Focus.”
Objective: Interview Types
2.1.6 Question 1.6 (4 marks)
A candidate is rejected due to disability. Which U.S. law is
violated?
a. Equal Pay Act
b. Americans with Disabilities Act
c. Fair Labor Standards Act
d. Title VII
Answer: b
2
label2]label=0.0., leftmargin=0.6cm
2pt 0pt
HRM Practice Q&A – Real Exam Questions and Answers 2025 Exam Preparation
Resource
1 Introduction
This 2025 HRM Q&A test bank provides 30 exam-style multiple-choice questions with verified correct answers and step-
by-step explanations, covering recruitment, training, performance, compensation, and employee relations for business
students. Verified June 9, 2025, 03:37 PM EAT.
2 Exam Questions and Answers
2.1 Recruitment and Selection
2.1.1 Question 1.1 (3 marks)
What is the primary goal of talent sourcing metrics?
a. Reduce training costs
b. Measure recruitment efficiency
c. Standardize job roles
d. Limit candidate outreach
Answer: b
Explanation: 1. **Context**: Metrics evaluate sourcing
performance. 2. **Focus**: Measure recruitment efficiency,
core to 803. **Options**: Costs (a), roles (c), and outreach
(d) are unrelated. 4. **Conclusion**: Recruitment effi-
ciency.
Difficulty: Remembering
Helper: Mnemonic: “Sourcing = Efficiency Track.”
Objective: Recruitment Strategy
2.1.2 Question 1.2 (4 marks)
A recruiter ignores diversity metrics. What is the risk?
a. Enhanced team cohesion
b. Biased hiring practices
c. Reduced hiring time
d. Improved retention
Answer: b
Explanation: 1. **Issue**: Diversity metrics ensure fair-
ness. 2. **Risk**: Biased hiring practices, seen in 703.
**Options**: Cohesion (a), time (c), and retention (d) are
incorrect. 4. **Conclusion**: Biased practices.
Difficulty: Analyzing
Helper: Tip: No diversity = Bias risk.
Objective: Recruitment Risks
1
, 2.1.3 Question 1.3 (3 marks)
Which tool improves talent attraction?
a. Exit survey
b. Employer branding platform
c. Training manual
d. Performance review
Answer: b
Explanation: 1. **Tool**: Enhances organizational ap-
peal. 2. **Method**: Employer branding platform, used
in 803. **Options**: Survey (a), manual (c), and review
(d) are unrelated. 4. **Conclusion**: Branding platform.
Difficulty: Remembering
Helper: Table: Attraction = Branding Platform.
Objective: Recruitment Tools
2.1.4 Question 1.4 (4 marks)
Why is candidate experience critical?
a. Reduces compliance risks
b. Enhances employer reputation
c. Simplifies onboarding
d. Limits talent pools
Answer: b
Explanation: 1. **Need**: Positive experience builds brand.
2. **Benefit**: Enhances employer reputation, vital in 753.
**Options**: Risks (a), onboarding (c), and pools (d) are
secondary or incorrect. 4. **Conclusion**: Employer rep-
utation.
Difficulty: Applying
Helper: Tip: Candidate experience = Brand boost.
Objective: Recruitment Strategy
2.1.5 Question 1.5 (3 marks)
What is a key feature of competency-based interviews?
a. Hypothetical scenarios
b. Skill-specific questions
c. Personality assessments
d. General discussions
Answer: b
Explanation: 1. **Feature**: Targets job-relevant skills.
2. **Focus**: Skill-specific questions, core to 803. **Op-
tions**: Scenarios (a), assessments (c), and discussions (d)
are different. 4. **Conclusion**: Skill-specific questions.
Difficulty: Remembering
Helper: Mnemonic: “Competency = Skill Focus.”
Objective: Interview Types
2.1.6 Question 1.6 (4 marks)
A candidate is rejected due to disability. Which U.S. law is
violated?
a. Equal Pay Act
b. Americans with Disabilities Act
c. Fair Labor Standards Act
d. Title VII
Answer: b
2
