SHRM Talent Acquisition & Workforce Planning 3 — Questions and Answers
Question 1: Which type of validity evidence is gathered when a pre-employment test is shown to correlate with actual job performance outcomes?
- Content validity
- Construct validity
- Criterion-related validity (Correct answer)
- Face validity
Correct answer: Criterion-related validity
Criterion-related validity demonstrates that a selection tool predicts job performance or other relevant outcomes.
Question 2: An organization wants to build a pipeline for future leadership roles. Which talent acquisition strategy best supports this goal?
- Increasing sign-on bonuses
- Developing a high-potential identification and development program (Correct answer)
- Outsourcing all leadership hiring to an executive search firm
- Reducing interview rounds to speed up selection
Correct answer: Developing a high-potential identification and development program
High-potential programs identify and develop internal candidates for future leadership roles, building a sustainable pipeline.
Question 3: A realistic job preview (RJP) is most effective at reducing which negative outcome?
- Time-to-fill
- Early turnover and new hire dissatisfaction (Correct answer)
- Recruiting costs
- Offer rejection rates
Correct answer: Early turnover and new hire dissatisfaction
RJPs set accurate expectations before hire, reducing early turnover caused by unmet expectations.
Question 4: According to OFCCP regulations, federal contractors must take affirmative action for which groups?
- All minority applicants only
- Women, minorities, veterans, and individuals with disabilities (Correct answer)
- Veterans and individuals with disabilities only
- Any applicant who self-identifies as underrepresented
Correct answer: Women, minorities, veterans, and individuals with disabilities
OFCCP requires federal contractors to develop affirmative action plans covering women, minorities, covered veterans, and individuals with disabilities.
Question 5: What does the concept of 'employer brand' primarily refer to in talent acquisition?
- The company's logo and visual identity in job postings
- The organization's reputation and value proposition as a place to work (Correct answer)
- The salary benchmarking position relative to competitors
- The number of positive Glassdoor reviews
Correct answer: The organization's reputation and value proposition as a place to work
Employer brand encompasses the totality of how current and prospective employees perceive the organization as an employer.
Question 6: A gap analysis in workforce planning compares which two factors?
- Current headcount versus industry averages
- Future workforce needs versus current workforce supply (Correct answer)
- Compensation levels versus market benchmarks
- Training hours versus productivity metrics
Correct answer: Future workforce needs versus current workforce supply
A workforce gap analysis identifies the difference between projected future needs and the expected available talent supply.
Question 7: Which interview question would most likely be considered inappropriate and potentially illegal during a selection interview?
- Can you describe a time you managed a high-priority project under a tight deadline?
- Are you able to perform the essential functions of this job with or without reasonable accommodation?
- What religious holidays do you observe? (Correct answer)
- How do you prioritize tasks when managing multiple deadlines?
Correct answer: What religious holidays do you observe?
Asking about religious practices is prohibited under Title VII because it reveals protected class information irrelevant to job qualifications.
SHRM Talent Acquisition & Workforce Planning 3
Which type of validity evidence is gathered when a pre-employment test is shown to correlate with actual job performance outcomes?