aPHR Recruitment 3

Question 1

A company requires all applicants to pass a physical agility test. To comply with the ADA, the test must be:

Accepted Answer

Administered only to final candidates after a conditional offer

Answer

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?

Accepted Answer

Time to fill

Answer

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:

Accepted Answer

Reduce unconscious bias based on perceived name ethnicity or gender

Answer

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?

Accepted Answer

The Rehabilitation Act of 1973, Section 503

Answer

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:

Accepted Answer

Non-essential function that could screen out protected groups

Answer

Listing a physical requirement that is not truly essential to the job can constitute an unjustified barrier that discriminates against people with disabilities.

aPHR - Associate Professional in Human Resources Practice Test

aPHR - Associate Professional in Human Resources Practice Test

aPHR Recruitment 3