HRM Exam Questions – Q&A for Top Results 2025 Exam Preparation Resource
1 Introduction
This 2025 HRM Q&A resource provides 30 exam-style multiple-choice questions with verified correct answers and con-
cise explanations, covering recruitment, training, performance, compensation, and employee relations for business stu-
dents. Verified June 9, 2025, 02:31 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 a talent optimization frame-
work?
a. Reduce onboarding time
b. Align talent with business goals
c. Standardize job advertisements
d. Limit candidate sourcing
Answer: b
Explanation: 1. **Purpose**: Aligns workforce with strat-
egy. 2. **Focus**: Align talent with business goals, core
to 803. **Options**: Time (a), ads (c), and sourcing (d) are
unrelated. 4. **Conclusion**: Business goal alignment.
Difficulty: Remembering
Helper: Mnemonic: “Optimization = Talent Sync.”
Objective: Recruitment Strategy
2.1.2 Question 1.2 (4 marks)
A recruiter overlooks cultural fit in hiring. What is the risk?
a. Improved productivity
b. Poor organizational alignment
c. Reduced hiring time
d. Enhanced skill diversity
Answer: b
Explanation: 1. **Issue**: Cultural fit ensures value align-
ment. 2. **Risk**: Poor organizational alignment, seen in
703. **Options**: Productivity (a), time (c), and diversity
(d) are incorrect. 4. **Conclusion**: Organizational mis-
alignment.
Difficulty: Analyzing
Helper: Tip: No cultural fit = Value clash.
Objective: Recruitment Risks
2.1.3 Question 1.3 (3 marks)
Which tool improves candidate screening accuracy?
a. Exit interview
b. AI-based screening tool
c. Training manual
d. Performance review
Answer: b
1
, Explanation: 1. **Tool**: Enhances screening precision.
2. **Method**: AI-based screening tool, used in 803. **Op-
tions**: Interview (a), manual (c), and review (d) are unre-
lated. 4. **Conclusion**: AI screening tool.
Difficulty: Remembering
Helper: Table: Accuracy = AI Screen.
Objective: Recruitment Tools
2.1.4 Question 1.4 (4 marks)
Why is proactive recruitment important?
a. Reduces compliance risks
b. Builds talent pipelines
c. Simplifies onboarding
d. Limits job postings
Answer: b
Explanation: 1. **Need**: Anticipates future hiring needs.
2. **Benefit**: Builds talent pipelines, vital in 753. **Op-
tions**: Risks (a), onboarding (c), and postings (d) are un-
related. 4. **Conclusion**: Talent pipelines.
Difficulty: Applying
Helper: Tip: Proactive = Pipeline prep.
Objective: Recruitment Strategy
2.1.5 Question 1.5 (3 marks)
What is a key feature of situational interviews?
a. Past behavior questions
b. Hypothetical scenario questions
c. Technical skill tests
d. Personality assessments
Answer: b
Explanation: 1. **Feature**: Tests decision-making in
scenarios. 2. **Focus**: Hypothetical scenario questions,
core to 803. **Options**: Behavior (a), tests (c), and as-
sessments (d) are different. 4. **Conclusion**: Scenario
questions.
Difficulty: Remembering
Helper: Mnemonic: “Situational = What If.”
Objective: Interview Types
2.1.6 Question 1.6 (4 marks)
A candidate is rejected due to age. Which U.S. law is vio-
lated?
a. Equal Pay Act
b. Age Discrimination in Employment Act
c. Fair Labor Standards Act
d. Title VII
Answer: b
Explanation: 1. **Issue**: Age-based discrimination. 2.
**Law**: Age Discrimination in Employment Act, rele-
vant in 703. **Options**: Pay (a), labor (c), and Title VII
(d) are unrelated. 4. **Conclusion**: ADEA.
Difficulty: Analyzing
Helper: Tip: Age bias = ADEA.
Objective: Employment Law
2
1 Introduction
This 2025 HRM Q&A resource provides 30 exam-style multiple-choice questions with verified correct answers and con-
cise explanations, covering recruitment, training, performance, compensation, and employee relations for business stu-
dents. Verified June 9, 2025, 02:31 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 a talent optimization frame-
work?
a. Reduce onboarding time
b. Align talent with business goals
c. Standardize job advertisements
d. Limit candidate sourcing
Answer: b
Explanation: 1. **Purpose**: Aligns workforce with strat-
egy. 2. **Focus**: Align talent with business goals, core
to 803. **Options**: Time (a), ads (c), and sourcing (d) are
unrelated. 4. **Conclusion**: Business goal alignment.
Difficulty: Remembering
Helper: Mnemonic: “Optimization = Talent Sync.”
Objective: Recruitment Strategy
2.1.2 Question 1.2 (4 marks)
A recruiter overlooks cultural fit in hiring. What is the risk?
a. Improved productivity
b. Poor organizational alignment
c. Reduced hiring time
d. Enhanced skill diversity
Answer: b
Explanation: 1. **Issue**: Cultural fit ensures value align-
ment. 2. **Risk**: Poor organizational alignment, seen in
703. **Options**: Productivity (a), time (c), and diversity
(d) are incorrect. 4. **Conclusion**: Organizational mis-
alignment.
Difficulty: Analyzing
Helper: Tip: No cultural fit = Value clash.
Objective: Recruitment Risks
2.1.3 Question 1.3 (3 marks)
Which tool improves candidate screening accuracy?
a. Exit interview
b. AI-based screening tool
c. Training manual
d. Performance review
Answer: b
1
, Explanation: 1. **Tool**: Enhances screening precision.
2. **Method**: AI-based screening tool, used in 803. **Op-
tions**: Interview (a), manual (c), and review (d) are unre-
lated. 4. **Conclusion**: AI screening tool.
Difficulty: Remembering
Helper: Table: Accuracy = AI Screen.
Objective: Recruitment Tools
2.1.4 Question 1.4 (4 marks)
Why is proactive recruitment important?
a. Reduces compliance risks
b. Builds talent pipelines
c. Simplifies onboarding
d. Limits job postings
Answer: b
Explanation: 1. **Need**: Anticipates future hiring needs.
2. **Benefit**: Builds talent pipelines, vital in 753. **Op-
tions**: Risks (a), onboarding (c), and postings (d) are un-
related. 4. **Conclusion**: Talent pipelines.
Difficulty: Applying
Helper: Tip: Proactive = Pipeline prep.
Objective: Recruitment Strategy
2.1.5 Question 1.5 (3 marks)
What is a key feature of situational interviews?
a. Past behavior questions
b. Hypothetical scenario questions
c. Technical skill tests
d. Personality assessments
Answer: b
Explanation: 1. **Feature**: Tests decision-making in
scenarios. 2. **Focus**: Hypothetical scenario questions,
core to 803. **Options**: Behavior (a), tests (c), and as-
sessments (d) are different. 4. **Conclusion**: Scenario
questions.
Difficulty: Remembering
Helper: Mnemonic: “Situational = What If.”
Objective: Interview Types
2.1.6 Question 1.6 (4 marks)
A candidate is rejected due to age. Which U.S. law is vio-
lated?
a. Equal Pay Act
b. Age Discrimination in Employment Act
c. Fair Labor Standards Act
d. Title VII
Answer: b
Explanation: 1. **Issue**: Age-based discrimination. 2.
**Law**: Age Discrimination in Employment Act, rele-
vant in 703. **Options**: Pay (a), labor (c), and Title VII
(d) are unrelated. 4. **Conclusion**: ADEA.
Difficulty: Analyzing
Helper: Tip: Age bias = ADEA.
Objective: Employment Law
2
