Practice Exam 3 — Talent Acquisition & L&D

Question 1. (KI) Which selection tool typically has the HIGHEST predictive validity for job performance?

Question 2. (KI) 'Realistic Job Preview' (RJP) is designed primarily to:

Question 3. (SJI) A manager insists on hiring a candidate who 'feels like a culture fit' but lacks required skills, over a qualified candidate. What should HR do?

Question 4. (KI) In Kirkpatrick's four levels of training evaluation, 'Level 3' measures:

Question 5. (KI) The '70-20-10' model of development suggests most learning comes from:

Question 6. (SJI) After a costly leadership program, an executive asks HR to prove it 'worked.' What is the BEST approach?

Question 7. (KI) A competency model is BEST described as:

Question 8. (SJI) A new-hire cohort shows high 90-day turnover. As HR, what is the BEST first step?

Question 9. (KI) 'Quality of hire' is BEST evaluated using:

Question 10. (SJI-SCP) The business is entering a new market and needs capabilities it lacks. As senior HR, what is the STRONGEST talent strategy response?

Question 11. (KI) An 'assessment center' in selection typically involves:

Question 12. (SJI) A training vendor offers a flashy program unrelated to a documented performance gap. What should HR do?

Question 13. (KI) Which onboarding practice MOST improves new-hire retention and time-to-productivity?

Question 14. (KI) An Individual Development Plan (IDP) primarily serves to:

Question 15. (SJI) A high-potential employee is bored and considering leaving. What is the MOST effective retention move?