Chapter 2
PHR Practice Area 2: Talent Planning & Acquisition

THE PHR EXAM CONTENT FROM THE TALENT PLANNING & ACQUISITION FUNCTIONAL AREA COVERED IN THIS CHAPTER IS FOCUSED ON "IDENTIFYING, ATTRACTING, AND EMPLOYING TALENT WHILE FOLLOWING ALL FEDERAL LAWS RELATED TO THE HIRING PROCESS." THE EXAM CONTENT CONSISTS OF THE FOLLOWING RESPONSIBILITIES:

• 01 Understand federal laws and organizational policies to adhere to legal and ethical requirements in hiring (for example: Title VII, nepotism, disparate impact, FLSA, independent contractors)
• 02 Develop and implement sourcing methods and techniques (for example: employee referrals, diversity groups, social media)
• 03 Execute the talent acquisition lifecycle (for example: interviews, extending offers, background checks, negotiation).

IN ADDITION TO THE RESPONSIBILITIES LISTED ABOVE, AN INDIVIDUAL TAKING THE PHR EXAM SHOULD HAVE WORKING KNOWLEDGE OF THE FOLLOWING, USUALLY DERIVED THROUGH PRACTICAL EXPERIENCE:

• 12 Applicable federal laws and regulations related to talent planning and acquisition activities
• 13 Planning concepts and terms (for example: succession planning, forecasting)
• 14 Current market situation and talent pool availability
• 15 Staffing alternatives (for example: outsourcing, temporary employment)
• 16 Interviewing and selection techniques, concepts, and terms
• 17 Applicant tracking systems and/or methods
• 18 Impact of total rewards on recruitment and retention
• 19 Candidate/employee testing processes and procedures
• 20 Verbal and written offers/contract techniques
• 21 New hire employee orientation processes and procedures
• 22 Internal workforce assessments (for example: skills testing, workforce demographics, analysis)
• 23 Transition techniques for corporate restructuring, mergers and acquisitions, due diligence processes, offshoring, and divestitures
• 24 Metrics to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)

1. A supervisor interviewed an applicant for an open position and rated the applicant high because she displayed so much more energy and confidence than all of the other candidates. This is an example of which type of interviewer bias?

   1. Stereotyping
   2. First impression
   3. Similar to me
   4. Contrast

2. A supervisor interviewed an applicant for an open position and rated the applicant low because he had a bad feeling about the applicant's ability to last in the job. This is an example of which type of interviewer bias?

   1. Stereotyping
   2. Gut feeling
   3. Discrimination
   4. Contrast

3. Which of the following rater error occurs when the interviewer knows how a candidate scored on a pre-employment test and rates the candidate high or low based on this information?

   1. Knowledge of predictor
   2. First impression
   3. Similar to me
   4. Contrast

4. During an interview, it was disclosed that the applicant was convicted of driving under the influence six years ago. The position for which the candidate is applying is a retail sales clerk and does not require driving. The supervisor of the department does not want to hire the applicant because of the DUI conviction. Which of the following statements is false?

   1. The applicant was correct in disclosing the conviction on the application.
   2. The conviction should not be considered as it is not job-related.
   3. The supervisor is guilty of the negative emphasis form of interviewer bias.
   4. The supervisor makes the correct decision not to hire.

5. A national airline company refuses to hire a 66-year-old applicant for a captain's position because the FAA has a rule that captains cannot be older than 65. Which of the following statements is true?

   1. The airline is guilty of unlawful discrimination.
   2. The applicant has a right to sue under the EEOC.
   3. The airline is correct because the protected-class characteristic, age, is a bona fide occupational qualification (BFOQ).
   4. The determination of the legality of the airline's decision varies state by state.

6. Which of the following statements is true regarding bona fide occupational qualifications?

   1. There are no conditions under which age may be considered a bona fide occupational qualification.
   2. Indian reservations may give preference to Native American applicants.
   3. Religious organizations may not give preference to members of that religion in hiring.
   4. An employer may refuse to hire an applicant based on their race because of perceived customer preferences.

7. Discriminatory recruiting, compensation, and access to training are examples of which of the following?

   1. Selection efforts
   2. Prohibited behaviors under the Civil Rights Act of 1991
   3. Protected-class characteristics
   4. Unlawful employment actions

8. Which of the following was not originally identified for protection under Title VII of the Civil Rights Act of 1964?

   1. Sexual orientation
   2. Family status
   3. Age
   4. All of the above

9. "To promote employment of older persons based on their ability rather than age" is the preamble to which of the following labor laws?

   1. Title VII of the Civil Rights Act
   2. The Age Discrimination in Employment Act (ADEA)
   3. The Older Workers Benefits Protection Act (OWBPA)
   4. The Americans with Disabilities Act

10. The Age Discrimination in Employment Act prohibits discrimination against individuals over the age of what?

    1. 35
    2. 40
    3. 55
    4. 63

11. The ADA defines a disability as a physical or ___________ impairment that causes substantial limitation of one or more major life activities.

    1. Essential
    2. Life
    3. Mental
    4. Protected

12. The Americans with Disabilities Act applies to employers with how many employees?

    1. 15
    2. 25
    3. 50
    4. More than 50

13. The ADA Amendments Act of 2008 included language that allows protection for individuals who can demonstrate that they have been the subject of prohibited activities under the ADA, whether or not they actually have some type of disability. This is the concept of which of the following?

    1. Assumed to be disabled
    2. Factually disabled
    3. Mentally disabled
    4. Regarded as being disabled

14. The ADA Amendments Act of 2008 defined disability. It included which of the following?

    1. A physical or mental impairment that substantially limits one or more major life activities
    2. A record of impairment
    3. An individual regarded as being impaired
    4. All of the above

15. Under the ADA Amendments Act of 2008, caring for oneself, performing manual tasks, eating, sleeping, and functions of the endocrine and immune systems are which of the following?

    1. Examples of mitigating measures
    2. Types of reverse discrimination claims
    3. Examples of the definition of disability
    4. Examples of major life activities

16. Which of the following agencies is tasked with regulating compliance with the ADA?

    1. Office of Federal Contract Compliance
    2. Equal Employment Opportunity Commission
    3. Department of Labor
    4. Fair Employment and Housing Commission

17. Which of the following acts codified the concepts of "business necessity" and "job-relatedness" with regard to determining whether discrimination has occurred?

    1. Title VII of the Civil Rights Act of 1964
    2. The Age Discrimination in Employment Act
    3. The Americans with Disabilities Act
    4. The Civil Rights Act of 1991

18. Under the Civil Rights Act of 1991, the maximum allowable damage award for employers with between 101 and 200 employees is which of the following?

    1. $50,000
    2. $100,000
    3. $200,000
    4. $300,000

19. Which of the following acts prohibits employers from unlawfully discriminating against employees and their families related to genetic information?

    1. Uniformed Services Employment and Reemployment Rights Act (USERRA)
    2. Genetic Information Nondiscrimination Act of 2008 (GINA)
    3. Title VII, Civil Rights Act
    4. Family and Medical Leave Act (FMLA)

20. Executive orders become law after how many days?

    1. 15
    2. 30
    3. 180
    4. 365

21. Which executive order prohibits employment discrimination on the basis of race, creed, color, and national...