aPHR Recruitment 3 — Questions and Answers
Question 1: A company requires all applicants to pass a physical agility test. To comply with the ADA, the test must be:
- Administered only to final candidates after a conditional offer (Correct answer)
- Given at the beginning of the application process
- Waived for applicants who request an accommodation
- Conducted by a licensed physician
Correct answer: Administered only to final candidates after a conditional offer
Under the ADA, physical ability tests that reveal disability-related information must occur only after a conditional job offer has been extended.
Question 2: Which recruitment metric measures the average number of days from when a job is opened to when an offer is accepted?
- Cost per hire
- Time to fill (Correct answer)
- Offer acceptance rate
- Sourcing channel effectiveness
Correct answer: Time to fill
Time to fill tracks the elapsed calendar days from job requisition approval to accepted offer, reflecting recruiting efficiency.
Question 3: An HR professional reviewing resumes removes all names before sharing them with hiring managers. This practice is intended to:
- Speed up the screening process
- Reduce unconscious bias based on perceived name ethnicity or gender (Correct answer)
- Comply with FCRA requirements
- Protect applicant privacy under GDPR
Correct answer: Reduce unconscious bias based on perceived name ethnicity or gender
Blind resume screening removes identifying information to help hiring managers evaluate candidates based on qualifications rather than demographic assumptions.
Question 4: Which federal law requires federal contractors with contracts over $10,000 to take affirmative action to hire qualified individuals with disabilities?
- Title VII of the Civil Rights Act
- The Rehabilitation Act of 1973, Section 503 (Correct answer)
- The Americans with Disabilities Act (ADA)
- The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)
Correct answer: The Rehabilitation Act of 1973, Section 503
Section 503 of the Rehabilitation Act specifically requires affirmative action for people with disabilities by federal contractors and subcontractors.
Question 5: A job posting that lists 'must be able to lift 50 lbs' when the job rarely requires lifting is considered a:
- Valid physical requirement
- Non-essential function that could screen out protected groups (Correct answer)
- Bona fide occupational qualification (BFOQ)
- Reasonable accommodation request
Correct answer: Non-essential function that could screen out protected groups
Listing a physical requirement that is not truly essential to the job can constitute an unjustified barrier that discriminates against people with disabilities.
Question 6: The practice of hiring friends or relatives of current employees without a formal competitive process is called:
- Internal mobility
- Nepotism (Correct answer)
- Succession planning
- Boomerang hiring
Correct answer: Nepotism
Nepotism refers to favoritism toward relatives or friends in hiring, which can undermine fairness and organizational diversity.
Question 7: When a recruiter uses Boolean search strings on LinkedIn, the primary goal is to:
- Automate sending connection requests
- Precisely target candidates with specific skills or credentials (Correct answer)
- Post jobs to multiple boards simultaneously
- Screen resumes for ATS keyword compliance
Correct answer: Precisely target candidates with specific skills or credentials
Boolean search combines operators like AND, OR, and NOT to refine search results and pinpoint candidates with the exact qualifications needed.
aPHR Recruitment 3
A company requires all applicants to pass a physical agility test.
To comply with the ADA, the test must be: