CRP Compensation & Benefits in Recruitment Flashcards
6 cards from real CRP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 CRP Compensation & Benefits in Recruitment flashcards as text
What is a 'total rewards statement,' and how does it benefit a recruiter during offer negotiations?
Answer: A document showing the full value of compensation plus benefits; it demonstrates the offer's true worth beyond base salary
A total rewards statement quantifies benefits, equity, retirement contributions, and perks alongside base pay, helping candidates see the full value of an offer that may have a lower base than competing offers.
Which practice is considered a best approach when a candidate discloses a current salary that falls above your approved band?
Answer: Re-evaluate the role's leveling and consult compensation before proceeding
Re-evaluating the role's leveling ensures the position is appropriately graded before proceeding, rather than making an uninformed or potentially inequitable decision.
In the context of US recruitment, what is the salary history ban, and which states most broadly restrict its use?
Answer: A law prohibiting employers from asking candidates about prior pay to prevent perpetuating wage gaps; enacted in states like California, Massachusetts, and New York
Salary history bans prevent employers from basing offers on what candidates previously earned—a practice that can perpetuate gender and racial pay gaps—and are enacted in numerous US states and cities.
What distinguishes a discretionary bonus from a non-discretionary bonus under FLSA?
Answer: Non-discretionary bonuses promised in advance for meeting criteria must be included in the regular rate for overtime calculations; discretionary bonuses need not be
Non-discretionary bonuses (promised, tied to performance criteria) are included in the FLSA regular rate for overtime purposes, while discretionary bonuses awarded at the employer's sole discretion are excluded.
A candidate asks about the 401(k) employer match during offer discussions. Which response best demonstrates a CRP's knowledge of compensation?
Answer: 'We match 50% of contributions up to 6% of salary, which effectively adds 3% to your total compensation.'
Accurately quantifying the 401(k) match as a percentage of salary translates an abstract benefit into concrete compensation value, strengthening the offer's appeal.
What is the term for a situation where a longer-tenured employee earns less than a newly hired employee in the same role due to aggressive market-rate hiring?
Answer: Pay inversion
Pay inversion occurs when new hires command higher salaries than existing employees in the same role, damaging morale and retention among the current workforce.