HRM Exam Questions – Comprehensive Q&A with Solutions 2025 Exam
Preparation Resource
1 Introduction
This 2025 HRM test bank provides 30 multiple-choice questions with verified answers and detailed rationales to ensure
exam success. Covering recruitment, training, performance, compensation, and employee relations, it supports compre-
hensive preparation. Verified June 6, 2025, 11:15 AM EAT.
2 Exam Questions and Answers
2.1 Recruitment and Selection
2.1.1 Question 1.1 (3 marks)
What is the primary benefit of using psychometric testing
in recruitment?
a. Reduces training costs
b. Assesses candidate fit
c. Speeds up interviews
d. Sets salary levels
Answer: b
Rationale: 1. **Purpose**: Psychometric testing evalu-
ates suitability. 2. **Benefit**: Assesses candidate fit, ef-
fective in 803. **Options**: Costs (a), speed (c), and salary
(d) are unrelated. 4. **Conclusion**: Candidate fit.
Difficulty: Remembering
Helper: Mnemonic: “Psychometric = Fit Check.”
Objective: Selection Tools
2.1.2 Question 1.2 (4 marks)
A manager skips reference checks for a favored candidate.
What risk does this pose?
a. Increased training needs
b. Hiring an unqualified candidate
c. Higher salary demands
d. Reduced team morale
Answer: b
Rationale: 1. **Issue**: Skipping reference checks over-
looks verification. 2. **Risk**: Hiring an unqualified can-
didate, seen in 703. **Options**: Training (a), salary (c),
and morale (d) are secondary. 4. **Conclusion**: Unqual-
ified candidate.
Difficulty: Analyzing
Helper: Tip: No checks = Bad hire.
Objective: Recruitment Risks
2.1.3 Question 1.3 (3 marks)
Which recruitment strategy fills senior roles internally?
a. Job fairs
b. Succession planning
c. Social media ads
1
, d. Headhunting
Answer: b
Rationale: 1. **Strategy**: Internal senior role filling.
2. **Method**: Succession planning, used in 803. **Op-
tions**: Fairs (a), ads (c), and headhunting (d) are external.
4. **Conclusion**: Succession planning.
Difficulty: Remembering
Helper: Table: Senior roles = Succession.
Objective: Recruitment
2.1.4 Question 1.4 (4 marks)
Why is employer branding critical in recruitment?
a. Simplifies compliance
b. Attracts top talent
c. Reduces onboarding time
d. Limits employee feedback
Answer: b
Rationale: 1. **Need**: Competitive hiring market. 2.
**Benefit**: Attracts top talent, vital in 753. **Options**:
Compliance (a), onboarding (c), and feedback (d) are unre-
lated. 4. **Conclusion**: Top talent.
Difficulty: Applying
Helper: Tip: Branding = Talent magnet.
Objective: Employer Branding
2.1.5 Question 1.5 (3 marks)
What is a key feature of behavioral interviews?
a. Hypothetical scenarios
b. Past performance focus
c. Technical skill tests
d. Personality assessments
Answer: b
Rationale: 1. **Feature**: Behavioral interviews assess
experience. 2. **Focus**: Past performance, core to 803.
**Options**: Scenarios (a), skills (c), and personality (d)
are different methods. 4. **Conclusion: Past performance.
Difficulty: Remembering
Helper: Mnemonic: “Behavioral = Past Proof.”
Objective: Interview Methods
2.1.6 Question 1.6 (4 marks)
A candidate is rejected due to pregnancy. Which U.S. law
is violated?
a. Fair Labor Standards Act
b. Title VII of the Civil Rights Act
c. Taft-Hartley Act
d. Occupational Safety Act
Answer: b
Rationale: 1. **Issue**: Pregnancy discrimination. 2.
**Law**: Title VII prohibits sex-based discrimination, in-
cluding pregnancy, in 703. **Options**: Labor (a), Taft-
Hartley (c), and safety (d) are unrelated. 4. **Conclusion:
Title VII.
Difficulty: Analyzing
2
Preparation Resource
1 Introduction
This 2025 HRM test bank provides 30 multiple-choice questions with verified answers and detailed rationales to ensure
exam success. Covering recruitment, training, performance, compensation, and employee relations, it supports compre-
hensive preparation. Verified June 6, 2025, 11:15 AM EAT.
2 Exam Questions and Answers
2.1 Recruitment and Selection
2.1.1 Question 1.1 (3 marks)
What is the primary benefit of using psychometric testing
in recruitment?
a. Reduces training costs
b. Assesses candidate fit
c. Speeds up interviews
d. Sets salary levels
Answer: b
Rationale: 1. **Purpose**: Psychometric testing evalu-
ates suitability. 2. **Benefit**: Assesses candidate fit, ef-
fective in 803. **Options**: Costs (a), speed (c), and salary
(d) are unrelated. 4. **Conclusion**: Candidate fit.
Difficulty: Remembering
Helper: Mnemonic: “Psychometric = Fit Check.”
Objective: Selection Tools
2.1.2 Question 1.2 (4 marks)
A manager skips reference checks for a favored candidate.
What risk does this pose?
a. Increased training needs
b. Hiring an unqualified candidate
c. Higher salary demands
d. Reduced team morale
Answer: b
Rationale: 1. **Issue**: Skipping reference checks over-
looks verification. 2. **Risk**: Hiring an unqualified can-
didate, seen in 703. **Options**: Training (a), salary (c),
and morale (d) are secondary. 4. **Conclusion**: Unqual-
ified candidate.
Difficulty: Analyzing
Helper: Tip: No checks = Bad hire.
Objective: Recruitment Risks
2.1.3 Question 1.3 (3 marks)
Which recruitment strategy fills senior roles internally?
a. Job fairs
b. Succession planning
c. Social media ads
1
, d. Headhunting
Answer: b
Rationale: 1. **Strategy**: Internal senior role filling.
2. **Method**: Succession planning, used in 803. **Op-
tions**: Fairs (a), ads (c), and headhunting (d) are external.
4. **Conclusion**: Succession planning.
Difficulty: Remembering
Helper: Table: Senior roles = Succession.
Objective: Recruitment
2.1.4 Question 1.4 (4 marks)
Why is employer branding critical in recruitment?
a. Simplifies compliance
b. Attracts top talent
c. Reduces onboarding time
d. Limits employee feedback
Answer: b
Rationale: 1. **Need**: Competitive hiring market. 2.
**Benefit**: Attracts top talent, vital in 753. **Options**:
Compliance (a), onboarding (c), and feedback (d) are unre-
lated. 4. **Conclusion**: Top talent.
Difficulty: Applying
Helper: Tip: Branding = Talent magnet.
Objective: Employer Branding
2.1.5 Question 1.5 (3 marks)
What is a key feature of behavioral interviews?
a. Hypothetical scenarios
b. Past performance focus
c. Technical skill tests
d. Personality assessments
Answer: b
Rationale: 1. **Feature**: Behavioral interviews assess
experience. 2. **Focus**: Past performance, core to 803.
**Options**: Scenarios (a), skills (c), and personality (d)
are different methods. 4. **Conclusion: Past performance.
Difficulty: Remembering
Helper: Mnemonic: “Behavioral = Past Proof.”
Objective: Interview Methods
2.1.6 Question 1.6 (4 marks)
A candidate is rejected due to pregnancy. Which U.S. law
is violated?
a. Fair Labor Standards Act
b. Title VII of the Civil Rights Act
c. Taft-Hartley Act
d. Occupational Safety Act
Answer: b
Rationale: 1. **Issue**: Pregnancy discrimination. 2.
**Law**: Title VII prohibits sex-based discrimination, in-
cluding pregnancy, in 703. **Options**: Labor (a), Taft-
Hartley (c), and safety (d) are unrelated. 4. **Conclusion:
Title VII.
Difficulty: Analyzing
2
