aPHR Practice Test Questions and Answers
2025-2026
1.ATheAfirstAstepAinAtheAprocessAofAselectingAnewAemployeesAis:
a)AconductingAbackgroundAcheck
b)AsendingAemployeesAtoAanAassessmentAcenter
c)AconductingAaAjobAanalysis
d)AassemblingAaApanelAtoAinterviewAapplicantsA-AcorrectAanswers-
TheAcorrectAanswerAisAC.AAAthoroughAjobAanalysisAisAatAtheAcoreAofAsuccessfulAhiringApract
ices.ABeforeAapplicantsAcanAbeAconsidered,AemployersAmustAfirstAknowAwhatAskills,Aknowl
edge,AandAabilitiesAareAnecessaryAtoAperformAtheAjobAwell.
2.AWhichAofAtheAfollowingAinterviewAquestionsAisAimpermissible?
a)AWhyAdidAyouAleaveAyourAlastAjob?
b)AHowAmanyAchildrenAdoAyouAhave?
c)AWhatAdoAyouAthinkAisAyourAgreatestAweakness?
d)AHowAdoAyouAthinkAyourApreviousAsupervisorAwouldAdescribeAyou?A-AcorrectAanswers-
TheAcorrectAanswerAisAB.AItAisAbestApracticeAtoAavoidAaskingAinterviewAquestionsAthatAcanAb
eAperceivedAasAdiscriminatoryAorAbiased.AQuestionsAaboutAmaritalAstatusAandAchildrenAma
yAviolateATitleAVIIAofAtheACivilARightsAActAifAtheyAareAusedAtoAdenyAorAlimitAemploymentAopp
ortunities.
3.AInAtheApast,AtheAsalesAandAmarketingAdepartmentArequiredA1AmanagerAforAeveryA10Aem
ployees.AHRAusesAthisAinformationAtoAplanAforAfutureAworkforceAneeds.AWhichAmethodAisA
HRAusing?
a)AratioAanalysis
b)AdualAcareerAladder
c)AnominalAgroupAtechnique
d)ADelphiAtechniqueA-AcorrectAanswers-
TheAcorrectAanswerAisAA.AAAratioAanalysisAisAaAmeansAforAdeterminingAwhetherAanAorganiz
ationAhasAenoughAemployeesAtoAmeetAtheArequirementsAofAtheAcompany.AInAthisAexample,
AHRAisAusingAtheAratioAof A1:10AtoAdetermineAfutureAworkforceAneeds.
4.AWhichAofAtheAfollowingAbestAdescribesAwhatAanAHRAmanagerAdoesAwhenAreplacementAc
harting?
a)AcategorizeAemployeesAintoAgroupsAbasedAonAtheirAfuturesAatAtheAorganization
b)AplanAforAtheApromotionAofAemployeesAwithAnoAinterestAinAsupervisoryApositions
c)ArecruitAemployeesAtoAfillApositionsAinternally
d)ArecruitAapplicantsAtoAfillApositionsAexternallyA-AcorrectAanswers-
TheAcorrectAanswerAisAA.AAAreplacementAchartAcategorizesAemployeesAwhoAhaveAtheAkno
wledge,Askills,AandAabilitiesAtoAtakeAonAgreaterAresponsibilitiesAinAtheAorganization.AEmplo
yeesAmayAalsoAbeAidentifiedAasAcandidatesAtoAbeA"developedAforAfutureApromotion."
,5.AWhichAofAtheAfollowingAforecastingAtechniquesAinvolvesAexpertsAindependentlyAdevelop
ingAandArefiningAforecasts?
a)AratioAanalysis
b)AtrendAanalysis
c)AnominalAgroupAtechnique
d)ADelphiAtechniqueA-AcorrectAanswers-
TheAcorrectAanswerAisAD.ATheADelphiAtechniqueAisAaAwayAtoAforecastAfutureAjobAneedsAthat
AcombinesAtheAinputAandAexpertiseAofAmanyAprofessionalsAwhoAneverAphysicallyAmeetAbutA
comeAtoAaAconsensusAoverAtimeAthroughAquestionnairesAandAanonymously-
providedAresponses
6.AWhichAofAtheAfollowingAinterviewAquestionsAisAbestAdescribedAasAbehavioral?
a)AImagineAyouAwereAoverseeingAtheAworkAofAanAemployeeAwhoAisAstrugglingAtoAmeetAhisA
deadlines.AHowAwouldAyouAgoAaboutAaddressingAthatAissue?
b)ACouldAyouAdescribeAaAcaseAinAtheApastAwhereAyou'veAhadAtoApresentAdifficultAinformatio
nAtoAaAgeneralAaudience?
c)AHowAlongAdidAyouAworkAatAyourApreviousAjob?
d)AWhyAdidAyouAleaveAyourApreviousAposition?A-AcorrectAanswers-
TheAcorrectAanswerAisAB.ADuringAbehavioralAinterviews,AcandidatesAareAaskedAtoAexplainA
howAtheyArespondedAtoAproblemsAorAeventsAinAtheApast.
7.AWhichAapproachAtoAjobAdesignAfocusesAattentionAonAaAworker'sAcomfort,AwhetherAitAbeA
withAtheAequipmentAtheyAuseAorAtheAworkAenvironment'sAnoiseAlevel?
a)Amechanistic
b)Abiological
c)Amotivational
d)Aperceptual-motorA-AcorrectAanswers-
TheAcorrectAanswerAisAB.ATheAprosAofAtheAbiologicalAapproachAincludeAtheAattentionApaidAt
oAaAworker'sAcomfort,AwhetherAitAbeAwithAtheAequipmentAtheyAuse,AtheAworkAenvironment's
AnoiseAlevelAandAtemperature,AandAtheAamountAof AaAworkweekAthatAisAspentAonAtheAjob.
8.AWhenAmoreAstimulatingAandArewardingAworkAisAaddedAtoAaAjobAduringAredesign,AthisAisA
called:
a)AjobAsimplification
b)AjobAenlargement
c)AjobAenrichment
d)AjobAcreationA-AcorrectAanswers-
TheAcorrectAanswerAisAC.AJobAenrichmentAisAanAattemptAtoAaddAmoreAstimulatingAandArew
ardingAworkAintoAaAparticularAjob.
9.AWhichAofAtheAfollowingAdescribesAwhatAhappensAduringAaAjobAanalysis?
a)AJobAtasksAandArequirementsAareAreviewed.
b)ABenchmarkingAisAconductedAtoAestablishAexternalAequity.
c)ABroadbandingAisAdoneAtoAensureAinternalAequity.
,d)ARedAcircleAemployeeAsalariesAareAfrozen.A-AcorrectAanswers-
TheAcorrectAanswerAisAA.AAAjobAanalysisAincludesAtwoAcomponents:AjobAdescriptionAandAjo
bAspecification.
10.AWhichAofAtheAfollowingAshouldAnotAbeAincludedAinAaArecruitmentAadvertisementAforAaAjo
bAopening?
a)AexclusionaryAcriteriaAthatAareAnotArelatedAtoAtheAjob
b)AanAindicationAthatAtheAemployerAencouragesAapplicationsAfromAcandidatesAwhoAareAme
mbersAofAunderrepresentedAgroups
c)AinformationAaboutAhowAemployeesAwillAbeAcompensated
d)AminimumAqualificationsAforAtheApositionA-AcorrectAanswers-
TheAcorrectAanswerAisAA.AEmployersAmustAnotAincludeAanyAexclusionaryAcriteriaAinAaAjobAd
escriptionAorAaArecruitmentAadvertisementAthatAisAnotAnecessaryAforAtheAposition.AOtherwis
e,AemployersAmayAbeAguiltyAofAdiscriminatingAagainstAqualifiedAapplicants.
11.AWhichAjobAforecastingAtechniqueAinvolvesAparticipantsAattendingAaAstructuredAmeeting
AwithAtheAgoalAofAcomingAtoAanAagreementAaboutAaAsolutionAtoAaAproblem?
a)AratioAanalysis
b)AtrendAanalysis
c)AnominalAgroupAtechnique
d)ADelphiAtechniqueA-AcorrectAanswers-
TheAcorrectAanswerAisAC.ATheAnominalAgroupAtechniqueAinvolvesAparticipantsAattendingAaA
structuredAmeetingAwithAtheAgoalAofAcomingAtoAanAagreementAaboutAaAsolutionAtoAaAproble
m.AConsensusAisAreachedAafterAaAseriesAofAdiscussionsAandApresentations,AwhichAareAgui
dedAbyAaAfacilitator.
12.AWhatAisAanAHRIS?
a)AaAtechnologicalAsystemAusedAtoAstoreAandAorganizeAinformation
b)AaAmetricAusedAtoAmeasureAHRAefficiency
c)AaAreviewAboardAthatAevaluatesAemployeeAcomplaints
d)AaAlegalAconceptAthatAholdsAanAemployerAresponsibleAforAdueAdiligenceAwhenAconductin
gAbackgroundAchecksA-AcorrectAanswers-
TheAcorrectAanswerAisAA.AHumanAresourceAinformationAsystemsA(HRIS)AareAoneAespeciall
yApowerfulAwayAtoAimproveAefficiency.AHRISAuseAtechnologyAtoAstreamlineAmanyAofAtheAot
herwiseAtime-
consumingAresponsibilitiesAofAhumanAresourceAdepartments,AincludingAtimekeeping,Apayr
oll,AworkAschedules,Arecurring,AworkforceAplanning,AbenefitAeligibility,Arecruitment,AandAmu
chAmore.
13.AWhichAofAtheAfollowingAdoAstudiesAshowAemployeesAtendAtoArespondAbestAto?
a)AfinancialArewards
b)AspecialAevents
c)ApositiveArecognition
d)AnoneAofAtheAaboveA-AcorrectAanswers-
TheAcorrectAanswerAisAC.AStudiesAshowAemployeesAtendAtoArespondAbestAtoApositiveAreco
gnition.
, 14.AWhichAofAtheAfollowingAisANOTAtrueAofAanAI-9?
a)AItAmustAbeAsignedAbyAtheAemployee.
b)AItAmustAbeAsignedAbyAtheAemployer.
c)AItAservesAasAdocumentationAthatAanAemployeeAcanAworkAinAtheAU.S.
d)AItAtestifiesAthatAanAemployeeAhasAprovidedAdocumentationAthatAheAorAsheAcanAworkAinAt
heAU.S.A-AcorrectAanswers-TheAcorrectAanswerAisAC.AAnAI-
9AattestsAthatAtheAemployeeAhasAtheAproperAdocumentationAtoAprovideAhisAorAherAidentityAa
ndAemploymentAstatus.AHowever,AtheAI-9AisAnotAitselfAidentification.
15.AWhichAofAtheAfollowingAmetricsAindicatesAhowAwellAaAcompanyAisAdoingAatAretainingAe
mployees?
a)AcostAperAhire
b)AHRAvalueAadded
c)AtotalAcompensationAexpenseAperAemployee
d)AturnoverArateA-AcorrectAanswers-
TheAcorrectAanswerAisAD.ATheAturnoverArateAisAtheAnumberAofAworkersAleavingAaAdepartme
ntAatAaAparticularApayAgradeAandAperformanceAlevelAdividedAbyAtheAaverageAnumberAofAwo
rkersAemployedAatAthatAgradeAandAperformanceAlevel.
16.AWhichAofAtheAfollowingAbestAdescribesAwhatAanAHRAmanagerAdoesAwhenAsuccessionA
planning?
a)AcategorizeAemployeesAintoAgroupsAbasedAonAtheirAfuturesAatAtheAorganization
b)AplanAforAtheApromotionAofAemployeesAwithAnoAinterestAinAsupervisoryApositions
c)AplanAforAtheApromotionAofAemployeesAwithAsupervisoryApotential
d)ArecruitAapplicantsAtoAfillApositionsAexternallyA-AcorrectAanswers-
TheAcorrectAanswerAisAC.AAAsuccessionAplanAidentifiesApromisingAemployeesAwhoAhaveAth
eApotentialAtoAoccupyAmanagerialAorAexecutiveArolesAinAanAorganization.
17.AWhichAofAtheAfollowingAjobAannouncementsAwouldAbeAmostAappropriateAforAexternalAre
cruiting?
a)AjobAbidding
b)AjobAposting
c)AsuccessionAplanning
d)ApostingAtheApositionAonAaAcommunityAsiteA-AcorrectAanswers-
TheAcorrectAanswerAisAD.AExternalArecruitingAinvolvesAmakingAtheApositionAandAassociated
AjobAdescriptionAavailableAtoApeopleAoutsideAtheAorganization.AThisAisAtypicallyAdoneAusingA
aAcombinationAofAmediaAsources,AjobAboards,AcommunityAsites,AandAsocialAmediaAplatfor
ms.
18.AAllAofAtheAfollowingAareAtrueAofAindependentAcontractorsAEXCEPT:
a)AIndependentAcontractorsAareAresponsibleAforApayingAtheirAownASocialASecurityAtaxes.
b)AEmployersAareArequiredAtoApayAovertime.
c)AEmployersAareAnotArequiredAtoApayAforAon-callAtime.
d)AIndependentAcontractorsAareAresponsibleAforAsubmittingAtheirAownAstateAandAfederalAta
xes.A-AcorrectAanswers-
2025-2026
1.ATheAfirstAstepAinAtheAprocessAofAselectingAnewAemployeesAis:
a)AconductingAbackgroundAcheck
b)AsendingAemployeesAtoAanAassessmentAcenter
c)AconductingAaAjobAanalysis
d)AassemblingAaApanelAtoAinterviewAapplicantsA-AcorrectAanswers-
TheAcorrectAanswerAisAC.AAAthoroughAjobAanalysisAisAatAtheAcoreAofAsuccessfulAhiringApract
ices.ABeforeAapplicantsAcanAbeAconsidered,AemployersAmustAfirstAknowAwhatAskills,Aknowl
edge,AandAabilitiesAareAnecessaryAtoAperformAtheAjobAwell.
2.AWhichAofAtheAfollowingAinterviewAquestionsAisAimpermissible?
a)AWhyAdidAyouAleaveAyourAlastAjob?
b)AHowAmanyAchildrenAdoAyouAhave?
c)AWhatAdoAyouAthinkAisAyourAgreatestAweakness?
d)AHowAdoAyouAthinkAyourApreviousAsupervisorAwouldAdescribeAyou?A-AcorrectAanswers-
TheAcorrectAanswerAisAB.AItAisAbestApracticeAtoAavoidAaskingAinterviewAquestionsAthatAcanAb
eAperceivedAasAdiscriminatoryAorAbiased.AQuestionsAaboutAmaritalAstatusAandAchildrenAma
yAviolateATitleAVIIAofAtheACivilARightsAActAifAtheyAareAusedAtoAdenyAorAlimitAemploymentAopp
ortunities.
3.AInAtheApast,AtheAsalesAandAmarketingAdepartmentArequiredA1AmanagerAforAeveryA10Aem
ployees.AHRAusesAthisAinformationAtoAplanAforAfutureAworkforceAneeds.AWhichAmethodAisA
HRAusing?
a)AratioAanalysis
b)AdualAcareerAladder
c)AnominalAgroupAtechnique
d)ADelphiAtechniqueA-AcorrectAanswers-
TheAcorrectAanswerAisAA.AAAratioAanalysisAisAaAmeansAforAdeterminingAwhetherAanAorganiz
ationAhasAenoughAemployeesAtoAmeetAtheArequirementsAofAtheAcompany.AInAthisAexample,
AHRAisAusingAtheAratioAof A1:10AtoAdetermineAfutureAworkforceAneeds.
4.AWhichAofAtheAfollowingAbestAdescribesAwhatAanAHRAmanagerAdoesAwhenAreplacementAc
harting?
a)AcategorizeAemployeesAintoAgroupsAbasedAonAtheirAfuturesAatAtheAorganization
b)AplanAforAtheApromotionAofAemployeesAwithAnoAinterestAinAsupervisoryApositions
c)ArecruitAemployeesAtoAfillApositionsAinternally
d)ArecruitAapplicantsAtoAfillApositionsAexternallyA-AcorrectAanswers-
TheAcorrectAanswerAisAA.AAAreplacementAchartAcategorizesAemployeesAwhoAhaveAtheAkno
wledge,Askills,AandAabilitiesAtoAtakeAonAgreaterAresponsibilitiesAinAtheAorganization.AEmplo
yeesAmayAalsoAbeAidentifiedAasAcandidatesAtoAbeA"developedAforAfutureApromotion."
,5.AWhichAofAtheAfollowingAforecastingAtechniquesAinvolvesAexpertsAindependentlyAdevelop
ingAandArefiningAforecasts?
a)AratioAanalysis
b)AtrendAanalysis
c)AnominalAgroupAtechnique
d)ADelphiAtechniqueA-AcorrectAanswers-
TheAcorrectAanswerAisAD.ATheADelphiAtechniqueAisAaAwayAtoAforecastAfutureAjobAneedsAthat
AcombinesAtheAinputAandAexpertiseAofAmanyAprofessionalsAwhoAneverAphysicallyAmeetAbutA
comeAtoAaAconsensusAoverAtimeAthroughAquestionnairesAandAanonymously-
providedAresponses
6.AWhichAofAtheAfollowingAinterviewAquestionsAisAbestAdescribedAasAbehavioral?
a)AImagineAyouAwereAoverseeingAtheAworkAofAanAemployeeAwhoAisAstrugglingAtoAmeetAhisA
deadlines.AHowAwouldAyouAgoAaboutAaddressingAthatAissue?
b)ACouldAyouAdescribeAaAcaseAinAtheApastAwhereAyou'veAhadAtoApresentAdifficultAinformatio
nAtoAaAgeneralAaudience?
c)AHowAlongAdidAyouAworkAatAyourApreviousAjob?
d)AWhyAdidAyouAleaveAyourApreviousAposition?A-AcorrectAanswers-
TheAcorrectAanswerAisAB.ADuringAbehavioralAinterviews,AcandidatesAareAaskedAtoAexplainA
howAtheyArespondedAtoAproblemsAorAeventsAinAtheApast.
7.AWhichAapproachAtoAjobAdesignAfocusesAattentionAonAaAworker'sAcomfort,AwhetherAitAbeA
withAtheAequipmentAtheyAuseAorAtheAworkAenvironment'sAnoiseAlevel?
a)Amechanistic
b)Abiological
c)Amotivational
d)Aperceptual-motorA-AcorrectAanswers-
TheAcorrectAanswerAisAB.ATheAprosAofAtheAbiologicalAapproachAincludeAtheAattentionApaidAt
oAaAworker'sAcomfort,AwhetherAitAbeAwithAtheAequipmentAtheyAuse,AtheAworkAenvironment's
AnoiseAlevelAandAtemperature,AandAtheAamountAof AaAworkweekAthatAisAspentAonAtheAjob.
8.AWhenAmoreAstimulatingAandArewardingAworkAisAaddedAtoAaAjobAduringAredesign,AthisAisA
called:
a)AjobAsimplification
b)AjobAenlargement
c)AjobAenrichment
d)AjobAcreationA-AcorrectAanswers-
TheAcorrectAanswerAisAC.AJobAenrichmentAisAanAattemptAtoAaddAmoreAstimulatingAandArew
ardingAworkAintoAaAparticularAjob.
9.AWhichAofAtheAfollowingAdescribesAwhatAhappensAduringAaAjobAanalysis?
a)AJobAtasksAandArequirementsAareAreviewed.
b)ABenchmarkingAisAconductedAtoAestablishAexternalAequity.
c)ABroadbandingAisAdoneAtoAensureAinternalAequity.
,d)ARedAcircleAemployeeAsalariesAareAfrozen.A-AcorrectAanswers-
TheAcorrectAanswerAisAA.AAAjobAanalysisAincludesAtwoAcomponents:AjobAdescriptionAandAjo
bAspecification.
10.AWhichAofAtheAfollowingAshouldAnotAbeAincludedAinAaArecruitmentAadvertisementAforAaAjo
bAopening?
a)AexclusionaryAcriteriaAthatAareAnotArelatedAtoAtheAjob
b)AanAindicationAthatAtheAemployerAencouragesAapplicationsAfromAcandidatesAwhoAareAme
mbersAofAunderrepresentedAgroups
c)AinformationAaboutAhowAemployeesAwillAbeAcompensated
d)AminimumAqualificationsAforAtheApositionA-AcorrectAanswers-
TheAcorrectAanswerAisAA.AEmployersAmustAnotAincludeAanyAexclusionaryAcriteriaAinAaAjobAd
escriptionAorAaArecruitmentAadvertisementAthatAisAnotAnecessaryAforAtheAposition.AOtherwis
e,AemployersAmayAbeAguiltyAofAdiscriminatingAagainstAqualifiedAapplicants.
11.AWhichAjobAforecastingAtechniqueAinvolvesAparticipantsAattendingAaAstructuredAmeeting
AwithAtheAgoalAofAcomingAtoAanAagreementAaboutAaAsolutionAtoAaAproblem?
a)AratioAanalysis
b)AtrendAanalysis
c)AnominalAgroupAtechnique
d)ADelphiAtechniqueA-AcorrectAanswers-
TheAcorrectAanswerAisAC.ATheAnominalAgroupAtechniqueAinvolvesAparticipantsAattendingAaA
structuredAmeetingAwithAtheAgoalAofAcomingAtoAanAagreementAaboutAaAsolutionAtoAaAproble
m.AConsensusAisAreachedAafterAaAseriesAofAdiscussionsAandApresentations,AwhichAareAgui
dedAbyAaAfacilitator.
12.AWhatAisAanAHRIS?
a)AaAtechnologicalAsystemAusedAtoAstoreAandAorganizeAinformation
b)AaAmetricAusedAtoAmeasureAHRAefficiency
c)AaAreviewAboardAthatAevaluatesAemployeeAcomplaints
d)AaAlegalAconceptAthatAholdsAanAemployerAresponsibleAforAdueAdiligenceAwhenAconductin
gAbackgroundAchecksA-AcorrectAanswers-
TheAcorrectAanswerAisAA.AHumanAresourceAinformationAsystemsA(HRIS)AareAoneAespeciall
yApowerfulAwayAtoAimproveAefficiency.AHRISAuseAtechnologyAtoAstreamlineAmanyAofAtheAot
herwiseAtime-
consumingAresponsibilitiesAofAhumanAresourceAdepartments,AincludingAtimekeeping,Apayr
oll,AworkAschedules,Arecurring,AworkforceAplanning,AbenefitAeligibility,Arecruitment,AandAmu
chAmore.
13.AWhichAofAtheAfollowingAdoAstudiesAshowAemployeesAtendAtoArespondAbestAto?
a)AfinancialArewards
b)AspecialAevents
c)ApositiveArecognition
d)AnoneAofAtheAaboveA-AcorrectAanswers-
TheAcorrectAanswerAisAC.AStudiesAshowAemployeesAtendAtoArespondAbestAtoApositiveAreco
gnition.
, 14.AWhichAofAtheAfollowingAisANOTAtrueAofAanAI-9?
a)AItAmustAbeAsignedAbyAtheAemployee.
b)AItAmustAbeAsignedAbyAtheAemployer.
c)AItAservesAasAdocumentationAthatAanAemployeeAcanAworkAinAtheAU.S.
d)AItAtestifiesAthatAanAemployeeAhasAprovidedAdocumentationAthatAheAorAsheAcanAworkAinAt
heAU.S.A-AcorrectAanswers-TheAcorrectAanswerAisAC.AAnAI-
9AattestsAthatAtheAemployeeAhasAtheAproperAdocumentationAtoAprovideAhisAorAherAidentityAa
ndAemploymentAstatus.AHowever,AtheAI-9AisAnotAitselfAidentification.
15.AWhichAofAtheAfollowingAmetricsAindicatesAhowAwellAaAcompanyAisAdoingAatAretainingAe
mployees?
a)AcostAperAhire
b)AHRAvalueAadded
c)AtotalAcompensationAexpenseAperAemployee
d)AturnoverArateA-AcorrectAanswers-
TheAcorrectAanswerAisAD.ATheAturnoverArateAisAtheAnumberAofAworkersAleavingAaAdepartme
ntAatAaAparticularApayAgradeAandAperformanceAlevelAdividedAbyAtheAaverageAnumberAofAwo
rkersAemployedAatAthatAgradeAandAperformanceAlevel.
16.AWhichAofAtheAfollowingAbestAdescribesAwhatAanAHRAmanagerAdoesAwhenAsuccessionA
planning?
a)AcategorizeAemployeesAintoAgroupsAbasedAonAtheirAfuturesAatAtheAorganization
b)AplanAforAtheApromotionAofAemployeesAwithAnoAinterestAinAsupervisoryApositions
c)AplanAforAtheApromotionAofAemployeesAwithAsupervisoryApotential
d)ArecruitAapplicantsAtoAfillApositionsAexternallyA-AcorrectAanswers-
TheAcorrectAanswerAisAC.AAAsuccessionAplanAidentifiesApromisingAemployeesAwhoAhaveAth
eApotentialAtoAoccupyAmanagerialAorAexecutiveArolesAinAanAorganization.
17.AWhichAofAtheAfollowingAjobAannouncementsAwouldAbeAmostAappropriateAforAexternalAre
cruiting?
a)AjobAbidding
b)AjobAposting
c)AsuccessionAplanning
d)ApostingAtheApositionAonAaAcommunityAsiteA-AcorrectAanswers-
TheAcorrectAanswerAisAD.AExternalArecruitingAinvolvesAmakingAtheApositionAandAassociated
AjobAdescriptionAavailableAtoApeopleAoutsideAtheAorganization.AThisAisAtypicallyAdoneAusingA
aAcombinationAofAmediaAsources,AjobAboards,AcommunityAsites,AandAsocialAmediaAplatfor
ms.
18.AAllAofAtheAfollowingAareAtrueAofAindependentAcontractorsAEXCEPT:
a)AIndependentAcontractorsAareAresponsibleAforApayingAtheirAownASocialASecurityAtaxes.
b)AEmployersAareArequiredAtoApayAovertime.
c)AEmployersAareAnotArequiredAtoApayAforAon-callAtime.
d)AIndependentAcontractorsAareAresponsibleAforAsubmittingAtheirAownAstateAandAfederalAta
xes.A-AcorrectAanswers-
