Practice Test Geeks(CPC) Certified Personnel Consultant Practice Test
← All CPC Flashcard Decks

Recruitment & Selection Processes Flashcards

7 cards from real CPC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 Recruitment & Selection Processes flashcards as text

  1. A recruiter is filling a senior engineering role and wants to attract passive candidates. Which sourcing strategy is MOST effective for this goal?

    Answer: Using LinkedIn Recruiter to search and directly message employed professionals

    LinkedIn Recruiter allows direct outreach to employed (passive) candidates who are not actively job searching.

  2. Which of the following BEST describes the concept of 'time-to-fill' in recruiting metrics?

    Answer: The time from when a job requisition is opened to when an offer is accepted

    Time-to-fill measures the elapsed time from job requisition opening to offer acceptance, indicating recruiting efficiency.

  3. A staffing firm places a candidate who leaves the client company after 30 days. Under a standard retained search agreement, what typically happens?

    Answer: The recruiter provides a free replacement candidate within a specified guarantee period

    Most retained search agreements include a guarantee period during which the recruiter provides a replacement if the candidate leaves.

  4. Under the Americans with Disabilities Act (ADA), when must an employer discuss reasonable accommodation with a job applicant?

    Answer: Only after a conditional job offer has been extended

    Under the ADA, disability-related inquiries and accommodation discussions are appropriate only after a conditional job offer is made.

  5. Which interview format produces the MOST legally defensible and consistent candidate evaluations?

    Answer: Structured behavioral interview with standardized scoring rubric

    Structured behavioral interviews with standardized scoring rubrics ensure all candidates are evaluated on the same criteria, reducing bias and legal risk.

  6. What does 'sourcing' refer to in the recruiting process?

    Answer: Proactively identifying and attracting potential candidates before formal application

    Sourcing is the proactive identification and initial outreach to potential candidates, typically before they formally apply.

  7. A recruiter receives a job order specifying that only candidates under age 40 will be considered. What is the CORRECT response?

    Answer: Decline to fill the order as written and explain the ADEA violation to the client

    The Age Discrimination in Employment Act (ADEA) prohibits age-based restrictions for workers 40 and older; a recruiter must refuse such an order.