2026/2027 APHR EXAM SAMPLE QUESTIONS WITH VERIFIED
SOLUTIONS | GRADED A+
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 provide complete factual information about an employee's
time at an organization but should refrain from making any recommendations regarding whether an
employee should or should not be hired.
Which of the following interview questions is best described as behavioral?
SOLUTIONS | GRADED A+
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 provide complete factual information about an employee's
time at an organization but should refrain from making any recommendations regarding whether an
employee should or should not be hired.
Which of the following interview questions is best described as behavioral?
