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Talent Planning and Acquisition Flashcards

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

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  1. An organization is experiencing high voluntary turnover among high-potential employees within their first two years. Which talent planning strategy best addresses this root cause?

    Answer: Implement structured onboarding and early career development programs

    Structured onboarding and early career development programs directly address early attrition by accelerating integration, engagement, and growth for high-potential employees.

  2. Which workforce planning metric best quantifies the efficiency of an organization's recruiting function?

    Answer: Cost per hire

    Cost per hire measures total recruiting expenditures divided by number of hires, directly quantifying recruiting function efficiency.

  3. A company operating in a tight labor market decides to build talent rather than buy it. Which practice best supports this strategy?

    Answer: Developing robust internal mobility and upskilling programs

    Internal mobility and upskilling programs develop existing employees into needed roles, directly executing a build-over-buy talent strategy.

  4. Under the EEOC's Uniform Guidelines on Employee Selection Procedures, adverse impact is typically indicated when the selection rate for a protected group is less than what fraction of the highest-selected group's rate?

    Answer: Four-fifths (80%)

    The four-fifths (80%) rule is the EEOC standard: adverse impact exists when a protected group's selection rate is less than 80% of the rate for the highest-selected group.

  5. Which sourcing strategy is most effective for filling highly specialized technical roles with passive candidates?

    Answer: Conducting targeted Boolean searches on professional networks

    Boolean searches on professional networks like LinkedIn allow recruiters to precisely identify and engage passive candidates with niche technical skills.

  6. A strategic workforce plan identifies a future surplus of mid-level managers due to a planned restructuring. Which action is the most strategic long-term response?

    Answer: Redirect surplus managers into revenue-generating roles through reskilling

    Reskilling surplus managers into revenue-generating roles retains institutional knowledge while realigning human capital to organizational needs.

  7. What is the primary legal risk of using social media profiles as a screening tool during the pre-offer stage of recruiting?

    Answer: Exposure to claims of discrimination based on protected characteristics visible in profiles

    Social media profiles often reveal protected characteristics (race, religion, age, etc.) that, if used in screening decisions, can expose employers to discrimination claims.