CRSP Cheat Sheet 2026

The 30 highest-yield CRSP facts, distilled from real exam questions. Print it, save it as a PDF, or study it here — free, no sign-up.

1. Which law prohibits employment discrimination based on national origin in the United States? → Title VII of the Civil Rights Act of 1964
2. What does 'pipeline velocity' measure in a recruiting context? → The average time it takes candidates to move through each stage of the hiring funnel
3. Which outreach channel typically yields the highest response rate from passive senior-level candidates? → Warm introductions through mutual professional connections
4. Which US law requires employers to verify employment eligibility of all new hires using Form I-9? → Immigration Reform and Control Act (IRCA)
5. The Uniform Guidelines on Employee Selection Procedures (1978) require that selection tools be validated against: → A thorough job analysis identifying relevant KSAOs
6. What is 'sourcing arbitrage' in the context of recruiting? → Finding strong candidates in channels competitors are not using heavily
7. Which job analysis method involves a trained analyst directly watching employees perform their duties without interrupting the work? → Observation method
8. Which candidate touchpoint during recruitment has the highest impact on employer brand perception? → The interview experience and post-interview communication
9. Which type of validity evidence is demonstrated when an interview score predicts future job performance? → Criterion-related validity
10. Which of the following is a key principle of the 'multiple hurdles' selection approach? → Candidates must meet a minimum threshold on each successive assessment to advance
11. What is the goal of talent sourcing? → Find qualified candidates
12. Which ethical principle requires recruiters to be transparent about job requirements, compensation, and working conditions to candidates? → Honesty and candor
13. What does a recruitment plan typically include? → Sourcing strategy and timelines
14. In the context of job analysis, 'task statements' should be written using which format? → Action verb + object + expected outcome or condition
15. When a conflict arises between standard procedures and a unique situation in Selection Testing & Validation, what should a CRSP professional prioritize? → Safety and ethical obligations while seeking expert consultation
16. Which of the following is an example of inclusive job advertising? → Stating 'we are an equal opportunity employer' and using neutral language
17. A talent acquisition team notices a high offer-decline rate. The most strategic first step is to: → Conduct exit surveys of declined candidates to diagnose root causes
18. Which of the following is a key limitation of the observation method of job analysis? → Workers may alter behavior when being watched (reactivity)
19. Which sourcing metric measures the percentage of sourced candidates who advance to the interview stage? → Candidate conversion rate
20. Which practice helps prevent unconscious bias in hiring? → Use structured interview formats
21. What is the first step in the recruitment planning process? → Identifying staffing needs
22. When a job analysis reveals that a position requires 'the ability to lift 50 lbs repeatedly,' this is classified as a: → Physical ability requirement
23. Which type of employment test is designed to measure a candidate's potential to learn and perform job-related tasks? → Aptitude test
24. Which of the following is a key component of an effective employer value proposition (EVP)? → A compelling and authentic differentiated employee experience
25. An employer in California asks job applicants for their salary history. This is: → Prohibited under California law
26. What is the benefit of involving department managers in job analysis? → They provide firsthand role knowledge
27. What is the benefit of employee referral programs? → Faster and higher-quality hires
28. The O*NET database is primarily used by recruiters to: → Obtain standardized occupational task and KSA data for job analysis
29. A job analysis conducted after the incumbent leaves a position, relying on memory and documentation, is known as a: → Retroactive job analysis
30. Which of the following is an example of quid pro quo harassment in a recruiting context? → An interviewer implying a job offer depends on accepting a date